Research On Incentive Mechanism Of Full - Time Personnel In Non - Profit Organization

With the development of market economy, the transformation of government functions and the changes of social governance, the non-profit organizations (NPO) are developing rapidly and playing an increasingly important role. However, the human resources management of NPO is far less than perfect. Especially, the incentive mechanism for full-time staff is non-institutionalized, inefficient and inflexible, which may seriously hamper the healthy development of the organization. What causes these problems and how to improve and optimize the NPO staff incentives in order to attract and retain qualified personnel therefore become a very meaningful research topic.This thesis is based on accessing to relevant academic document such as books, journals, dissertations, official documents and the Internet, as well as an survey in which a certain number of randomly selected NPO staff as samples are asked to a questionnaire, and from which we find out the problems and causes of incentive mechanism and key motivators such as remuneration, staff assessment, promotion and capacity building. Based on above research, the author proposed that the optimized incentive mechanism should use the mission and responsibility as the core, and be closing to the differentiated characteristics and actual needs of full-time staff. A systematic and institutionalized incentives chain should be build to invest limited administrative resources to the major key motivators reasonably, which achieve a closed-loop incentive mechanism with a departure from the mission and responsibility, and finally back to the mission and responsibility.