Study Of Public Sector Human Resource Incentives

The public department in any country has a special status and role. In China, the public department is not only a policy-maker but also a performer and a supervisor which has a huge decisive power on social development. How to give full play to the public department an active role of human resources, and how to overcome their negative effects is a major issue which can not be avoided.As to the human resources management of our public department, the incentive mechanism is also acting its own role. But on the whole, the incentive mechanism of China's public department human resources has such limitations as too few incentives, too many incentives and invalid incentives. So the role of public department human resources is difficult to take effect fully, its positive factors and creativity power could not be inspired validly, then the role and image of public department is influenced. So it has a major practical insignificance to build a more scientific and more reasonable public department human resources.In this paper, the author use the human resources incentive theory and incentive mechanism of other countries for reference, analyzing the present situation and problems of our public department human resources incentive mechanism, put forward a new conception which accord more with our social development from the field of assessment, promotion, pay, training, rewards, punishments, etc.There is no"universal"system, but a"proper"system. There will be more exchanges between different systems and different cultures with the social development and progress, and we could believe that the research of our public department human resources will also be deepened and expanded.