Research On Improving The Grass-roots Civil Servants Incentive Mechanism

Su Xun, the famous litterateur in Northern Song Dynasty, once said in his literary workthat,“man want to be the leader must get self-cultivation; just as the river cannot splashwithout slapping, people will not struggle without encouragement”. In the contemporarysociety, incentive has become an factor indispensable to our social life. Incentives for theministry of commerce and industry and even the whole civil servants at the grass-roots levelare particularly significant in the civil service human resources management, for which caneffectively mobilize the enthusiasm of civil servants at the grass-roots level, improve the workefficiency, so as to raise the supervision service level of the government. But in the reality,many civil servants at the grass-roots level of industry and commerce system complain aboutthe big pressure, work difficulties, compensation not matching with the job, and so on.Meanwhile, the public also complain that civil servants’ low quality, poor service, andomission. Why these phenomena occur? How to solve these problems? We need to analyzespecifically. This article adopts the method of using questionnaire survey and data analysis,on the basis of the existing incentive mechanism for ministry of commerce and industry, tograsp the reality and discuss about incentive problem of the civil servants of the industrial andcommercial departments at the grass-roots level.There are six sections in this article. The first part mainly combs the domestic andforeign relevant theories and research achievements of the incentive mechanism of civilservants, and analyzes the defects of the research on the current incentive mechanism at thegrass-roots level; the second part set forth the framework of civil servant incentive theory andbuild up a proper one applicable to the grass-roots civil servants; the third part takes theIndustrial and Commercial Bureau of S area in the City of Nanchong, Sichuan Province as theinvestigation object, and chooses grass-roots civil servants from different position level, age,and educational backgrounds as samples, surveying from the compensation, evaluation,promotion, training and other different aspects of the incentive condition of currentgrass-roots civil servants; the fourth part points out the current situation and problems ofgrass-roots civil servants such as lacking salary incentive, deficient promotion system, and stagnant vocational training; the fifth part analyzes the root cause of those problems of theexisting incentive mechanism; the sixth part, on the basis of studying theoretical knowledge,investigating and analyzing, and summarizing the reasons, proposes countermeasures forcompleting the incentive mechanism of industrial and commercial departments at thegrass-roots level of civil servants: Firstly, attach great importance to the economic manhypothesis, improve the salary system, and strengthen the negative incentive compensation;Secondly, allocate promotion resources rationally, update promotion concept, complete asound system of non-leadership categories, and perfect the mechanism of performanceevaluation associated with promotion; Finally, build up a capability training system to set uptraining according to the different characteristics of civil servants, and pay attention tostrengthen the whole concept of career development.