Research On Civil Service Based On Incentive Theory

The civil service system is an important part of the political system of the world, which is a common form of the modern administrative system of government personnel. The development of the civil service system of our country is relatively late, which begans implementing the system of civil servants until 1993. Compared to Europe and the United States and other western developed countries, China's civil service system has basically formed the framework, effect of the implementation of the civil service system of our country is not ideal, but many system content need to improve, especially the civil servants' work enthusiasm and work efficiency of the government needs to be further improved. As an important content of human resource management, incentive theory is an important means to improve the enthusiasm of the members of an organization. Therefore, how to improve the existing system of civil servants through effective incentive idea, improve the quality of civil servants of the public service, reduce the inefficient behavior of civil servants, is a long time to solve the problem of the system.The full text is divided into five chapters. The first chapter to clarify the background and significance,research status and research methods and innovation. The second chapter discusses the civil service-related concepts and theories,such as "the formal system and informal system" of North,enterprise contract theory and principal- agent theory,human capital theory,X-y theory,reinforcement theory, equity theory,which laid the theoretical foundation of the article. The third chapter summarizes the development path and current Situation of New China to the law enacted after the Civil Development,and concludes the effectiveness of positive incentive: to guide public servants to establish a correct concept of thinking and behavior, build a relatively complete system of systems, civil service specific incentive effectiveness; then analyzes the problems and look for causes of the problems from the level of classification system, selection system, performance appraisal system, training system, salary system of the civil service. The fourth chapter summarizes trends of the Western countries' change of the civil service, including: a focus on the separation of powers, the implementation of flexible management, performance assessment methods reform, results-oriented, emphasis on government human resources management training and development. Analyzing of institutional evolution predicament and draws inspiration: the limited rationality, objective and limitations of the status quo so that any system with its own shortcomings, implementation of the system of rational economic man has opportunism behavior tendency in the implementation process.. The fifth chapter analyzes the need for further improvement of conditions on the proposed objectives and principles of institutional innovation, to stimulate the theoretical framework for the analysis, develop a system of incentives effective innovation system: firstly, to improve top-level design, namely to strengthen and improve hiring incentives-Introducing public competitive hiring and innovating s election and appointment system; training motivation – respecting personal value and improving the public training system; training incentives- assessment and incentive- a sound performance incentives to improve the performance appraisal system; Incentive Compensation – balancing wage system and innovating incentive pay system; relations Incentive-the abolition of lifetime employment, the establishment of personnel mobility system. Secondly, improving the informal system, including the introduction of the market economy to adapt to the concept of competition, vigorously promoting the spirit of public service, and implementing the concept of fairness and justice. Thirdly, establishing and improve the civil service contract system, including introducing the concept of competition, conducting public defaulters disclosure, the faithful compliance history as the basis for promotion, cultural ideology investment, improving the quality of civil servants to comply with the contract, perfecting the top institutional structure.