A Study On The Incentive Of Civil Servants' Salary

In the modern knowledge economy environment, economic competition is fierce, various government departments before the competition is talent competition. In the same way, especially in the government departments for their survival and development focus, summed up the key is to play of creation and development of civil servants and intelligence potential. Civil servants are mostly highly educated, high-quality, professional knowledge and skill of the staff, they have important significance for a government department to develop in the future, how to make the government technical departments of the compensation incentive mechanism, to a large extent affect the excitation of civil servants ability level, and at this stage, many government technology department in the way and method still exist many problems, thus stimulating effect also will be some impact, not to mention the civil servants will actively work and innovation. Therefore, for the civil service salary management is becoming more and more managers and scholars, compensation management right can bring infinite competitiveness and vitality.In this paper, combined with the existing Tianjin urban construction and Transportation Commission official salary allocation mechanism problem, from the analysis of Tianjin urban construction and Transportation Commission still follows the traditional practice of civil servants, in the job hierarchy in the individual value is out of balance, the distribution model is single, in the evaluation and other aspects of the target is not clear, the design is not reasonable, the lack of the necessary communication and communication difficulties, salary and evaluation are not closely linked, the serious loss of talents, and causes of the pen, to the Government Technology Department of civil servants in salary incentive problems such as in the management way, the salary and performance appraisal of importance, lack of modern compensation assessment related personnel, high-level leadership attention to analysis of the causes, then combined with the concept, characteristics of civil servants, using theory tools, integrated to establish an incentive mechanism to diversify three matter, human spirit, innovation mechanism, accelerate the legislation of wage, standardize the distribution order, establish the symmetric position compensation assessment, the importance, reasonable distribution of clear compensation by establishing a market oriented compensation system of civil servant incentive Role, the widening wage gap. Increase the incentive for high-level talent strategy analysis. And flexibility in the use of humanistic management, learning organization, government departments and cultural frontier government departments manage idea and overall salary strategy, to encourage civil servants this new work groups.