Non Material Incentive And The Public Sector Human Resource Management

Base on the advantages of cluster, strengthening industrial competitiveness and promoting regional economic development, the Industrial Park gets more and more attention from the society. Because of the industrial features of the Industrial Park are more prominent, so specialized scientific management needs to be conducted to optimize the industry functional layout of the Industrial Park. Because the Administrative Committee of The Industrial Park is a kind of special units of government, and its particularity lies mainly in the management of industrial park belongs to the "new institutional area", so compared with other units of government departments, the Administrative Committee of the Industrial Park has some characteristics such as relatively more innovative, more streamlined and more efficient.However, there is a general trend of rapid flow of personnel in China’s administrative committee of the Industrial Park currently. Nowadays, globalization is increasingly intense, and human resources have clearly become a source of the core competitiveness of organizations, which is a key element determining the organization has a victory or be defeated in competition. To have a sound human resources management system, there must be effective incentive systems. The government department staffs have greater ambitions for a career, also a strong hope for their personal ability and quality improvement as well as their own occupation development; and because of the public service is one of the reason why government exist, so the staff of government departments has stronger responsibility and higher level of the moral requirements. Compared with the material incentives, non-material incentives motivate higher level, deeper, better, the effect maintain a longer time, also more in line with public sector staff qualities. Therefore, the human resources management of the government department should focus on staff qualities with rich non-material incentives means and methods.In the first part of this thesis, the current research related to non-material incentives will be comprehensively analyzed, the theoretical basis of non-material incentives will be explored, the recent research results will be analyzed, and the non-material incentive factors which have impact on employees will be summarized. In the second part, the observation method will be use, non structural interview will be conducted and case study approach will be adopted in the fieldwork, and some non-material incentive factors which have impact on the staff of the A Industrial Park will be verified. According to the results of field studies and analysis, recent related research will be contrasted, then recommendations on improving human resources management system of the Industrial Park Administrative Committee such as update the concept of human resource management and establish the scientific view of talents; establish long-term mechanism of the stability, the development and the advancement of the employee career; inspire employees’love of work itself by optimizing job design scientifically; improve the appraisal system to promote the employees’sense of justice; pay attention to the diversification of incentives will be put forward.