Research On The Incentive Mechanism Optimization Of Young Civil Servants In Panyu District State Tax Bureau

As the civil servant recruiting system of our country is improved constantly,in the team of state taxation civil servants,young civil servants have constituted a group that increases fast in number with a proportion growing larger and larger.They play an increasingly important role in management and service for tax collection,and have become an indispensable part in the state taxation system.However,incentive measures adopted in the current state taxation system lag behind,and the incentive mechanism is lacking in strength,unable to satisfy the demands of the group of young civil servants.Such dissatisfaction will not only affect their working initiatives,but also the construction of our state taxation team,and consequently the long-term development of the state taxation system.Therefore,with regard to the state taxation system and civil servant management,how to effectively optimize the incentive mechanism for young civil servants is a problem that needs to be solved immediately.The author studies the optimization of incentives for young state taxation civil servants in the context of such reality.In this paper,optimizing the incentives for young civil servants in Panyu Office,SAT is taken as the example,the weaknesses of Panyu Office,SAT in terms of its incentives for young civil servants are comprehensively analyzed from the perspective of public management.On the basis of learning from other countries and regions' good experience in incentives for civil servants,optimizing strategies suitable for the incentive mechanism for young civil servants in Panyu Office,SAT are put forward.Chapter 1: Introduction.It mainly introduces the research background,significance,status at home and abroad,methods,basic concepts and supporting theories.Chapter 2: Analysis of the Status of the Incentive Mechanism for Young Civil Servants in Panyu Office,SAT.Brief introduction includes the basic situation of Panyu Office,SAT,the current situation of young civil servants in Panyu Office,SAT,and existing incentive mechanism for young civil servants in Panyu Office,SAT.After empirical investigation,a brief summary is made: Firstly,the group of young civil servants in Panyu Office,SAT is in a transition period from being directed by the necessity of survival to demands of establishing relationships and development;secondly,the level of overall satisfaction of young civilservants towards the incentive mechanism is not high,and the effects of the systems for examination,rewards,punishment,promotion,and training are not obvious;thirdly,due to heavy workload and high psychological pressure,young civil servants are aging mentally and have the tendency of muddling along.There are also unhealthy phenomena of declining self-motivation and degrading of sense of social responsibility.Chapter 3: Deficiencies of the Incentives for Young Civil Servants in Panyu Office,SAT and Cause Analysis.With the investigation results taken into consideration,the deficiencies of the incentive mechanism for young civil servants in Panyu Office,SAT is analyzed: for example,there is obvious defects in the salary incentive design;though the performance appraisal system is well designed,it is difficult to implement,resulting in it becoming a mere formality;no significant rewarding and punishing functions;weak in the strength of promotion incentive;the efforts made in training and the effect both reduced.The reasons can be concluded as to be the limitation of vertical management of state taxation,influence of traditional administrative culture,excessive moralizing the requirements for civil servants from the government organizations,neglecting of young staff ' s demands for incentives,and insufficiency of self-motivation of the group of young civil servants.Chapter 4: Analysis of Domestic and Foreign Incentive Mechanism for Civil Servants and Experience for Reference.By analyzing the incentive mechanisms adopted by countries and regions such as the UK,US,Japan,Singapore,Hong Kong,and Taiwan,inspiration is drawn from them for optimizing the incentive mechanism for young civil servants in Panyu Office,SAT.Chapter 5: Optimizing Strategies for Incentive Mechanism for Young Civil Servants in Panyu Office,SAT.On the basis of empirical analysis and theoretical demonstration in the previous chapters,and targeted at the unique character of the youth group,optimizing strategies for incentive mechanism for young civil servants are put forward from five perspectives,i.e.studiousness,emulousness,development view,sense of participation and setback-resistance.Such strategies involve the aspects of salary with rewards and punishment,training and education,promotion,performance appraisal,and self-motivation.Finally,the study conclusion is summarized and extracted,which mainly includes the major conclusions drawn from the study and the deficiencies of the study.