Study On Inner Mongolia District Public Institutions Directly Under The External Staff Incentive Mechanism

At present, in many institutions have a large number of active external staff, they is engaged mainly in the line of grass-roots work, making its own contribution to the production and business operation and management of the industry, but they do not belong to the formal establishment. Because of the economic system and social constraints, there is a big difference between the formal staff establishment within the external position, the staff in the institutions of the salary, job promotion and labor and social security and other aspects of institutions, it is bound to hit a lot of external staff’s work enthusiasm, thus become institutions the employment of a potentially destabilizing factors, optimizing the allocation of human resources is not conducive to the development, and even affect the institutions. How to establish a set of reasonable and effective incentive mechanism to enhance the core competitiveness of institutions, there are practical and favorable significance to the development of institutions. From a l ong-term point of view, external staff already penetrated institutions at all levels, the formation of the inevitable need to develop a set of normative and effective incentive mechanism is the cause of unit.The thesis takes Inner Mongolia aerial remote s ensing surveying and Mapping Institute as an example, the present situation of employee hired Inner Mongolia aerial remote sensing surveying and Mapping Institute, points out the existing problems in the operation of the incentive mechanism for employees in the unit outside, the modern human resources management concepts applied to the reform of personnel system of institutions, to further explore the combination of theory and practice, the foundation staff questionnaire survey and the existing in Inner Mongolia aerial remote sensing surveying and Mapping Institute of foreign enterprise job of management and incentive mechanism is arranged on the external situation, further tap the demand and satisfaction of employees of the deep, and then from the welfare and salary incentive, performance appraisal, incentive, training incentive development enterprise culture motivation on four aspects to propose the optimization and improvement measures.The research of this paper on one hand helps to supplement and improve the previous research results, supplement industry the lack of theoretical research, enrich the theoretical study of the current incentive mechanism of relevant institutions, provide empirical material for future research. On the other hand, help Inner Mongolia aerial remote sensing surveying and Mapping Institute of employment system reform smoothly, retain talent and laid the foundation for the Inner Mongolia aerial remote sensing surveying and Mapping Institute, the introduction of talent.