The Study Of Inadequate Incentives Of Primary Civil Servants In Henan Province

From October 1, 1993 Provisional Regulations on State Civil Servants to the January 1, 2006 The People's Republic of China civil servants Law into effect, the management of civil servants embarked on the legal road, and which played a critical role in the civil servants'incentives. In order to adapt to the development of modern government functions and the change of management , then achieve the scientific, efficient and professional of human resource management , China's civil servants system established five government agencies in the central, provincial, prefectural (city), county and township (town ) at the end of 1998. Among which the county and township civil servants worked in the bottom of the country。They're the direct agents of the fully implement of the Outlook of Scientific Development, the Primary leaders of building a harmonious society and push forward the construction of new rural, the direct agents of the service-oriented government, the primary active operation of the effective implementation, the regime who is to maintain a stable carrier of grass-roots communities, the grassroots level of direct service providers. Intention, write by the writer Su Xun lived in the Song Dynasty, explicitly pointed out:"To the way, at first lead to the heart, water is not jump until stimulated, human do not diligent until excited."In the modern, incentives have become an integral part of social life. Therefore, the incentives to the grass-roots civil servants play an important role in the human resource management. It is conducive to mobilize grass-roots civil servants initiative, improve the efficiency of grass-roots civil servants, develop of the grassroots human resources and form a good team concept and social impacts.Civil Law clearly provides there has made positive improvements in the principle of supervision and restraint and incentive, and in the pay system, performance evaluation, competition and so on. However, in real life and work, many grass-roots civil servants complain of low salaries, unfair competition. Some grassroots people complain of corruption are not punished, the civil servants in general is not high quality. Why appears to this phenomenon? How to solve these problems? The answer to these needs one by one. Recently, the domestic and international human resource experts and scholars on civil service incentive mechanism had many thesis, which some of are valuable. However, for the grassroots civil servants face to the problem of inadequate incentives, it was relative lack of lots of research, especially for the first most populated province in China - Henan Province, it's shortage of taking the action in inadequate incentives of primary civil servants. In view of this, the author has studied this problem in order to get the advance of adequate incentives of primary civil servants.In order to promote the need and feasibility of the incentives system of grass-roots civil servants in the Henan Province, this paper uses historical literature, surveys, and domestic and international comparative research methods. Based on reality and lack of basic research of inadequate incentives of primary civil servants, this paper puts forward innovative, to In Henan Province, establishing a learning organization and enhance the overall quality of civil servants to promote the value of personal value targets with the goal of integration, to enhance the capacity and credibility of public services. This paper is divided into four parts.The first part, based on the Western incentive theory, and associated List systematically, including Buchanan's public choice theory, Maslow's hierarchy of needs theory, Skinner's reinforcement theory, Adams'equity theory and Herzberg's two-factor theory.The second part, the author takes to primary civil servants samples at different levels, different age in Kaifeng County, Henan Province. The study is from the salary, incentive, promotion, competition, training and so on to start survey, then summarizes the current existence of grassroots civil servants'salaries in inadequate incentives in Henan Province, negative incentives exemplary, competition and incentive weakening and the lack of vocational training incentives.The third part, deeply analyze the subjective and objective reasons to the problem of inadequate incentives of primary civil servants in Henan Province. First of all, ignoring economic man hypothesis from the human point of view; Secondly, for the comprehensive analysis to supervise aspiration, supervision and feedback channel, the lack of effective supervision; Again, from the principle of fairness and competition to analyze, the lack of a fair environment; Finally, from the perspective of the training theory and policy implementation, the concept of a lack of human resources.The fourth part, based on the study of theory, summed up the problem, analyze of the reasons, the author gives some suggestion to strengthen of the incentive system of primary civil servants in Henan. First of all, based on the theory of the necessary level and public choice , according to work then strengthen incentives systems; Secondly, through innovative the concept of supervision and increasing punishment and improving the feedback channel, then improve the supervision system; Again, for the majority of grassroots civil servants to create a competitive atmosphere, perfect competition rules, adhere to competition and strengthen the competition supervision, in order to optimize the competitive environment. Finally, we should adhere to people-centered, to enhance self-motivation; hold a team to study and improve the training network, establish a learning organizations.