Research On The Incentive Problem Of Personnel Examination Management Personnel Based On The Theory Of Achievement Needs

Personnel examination is an important means of talent selection.As the main body of management,the enthusiasm of personnel examination management staff restricts the development of personnel examination.At present,the behavioral incentive of personnel examination managers is an urgent problem to be solved.Based on the theory of achievement needs,this paper investigates the satisfaction of the current incentive measures with 183 personnel exam management staff in Xi'an.The results showed that there was no significant difference in the satisfaction of different categories(ps>0.05).In terms of power needs,there were significant differences(ps<0.05)in the satisfaction of different sexes(p=0.001),different ages(p=0.033),different years of work(p=0.041),different positions(p=0.022),among them,male satisfaction is higher than women,over 40 years of age satisfaction is higher than 30-39 years old,more than 11 years of work satisfaction is higher than the work within 5 years,comprehensive job satisfaction is higher than the class and other categories post;In terms of achievement needs,there were significant differences(ps<0.05)in the satisfaction of different sexes(p=0.005),different ages(p=0.020),different years of work(p=0.049),among them,male satisfaction is higher than women,20-29 years of age satisfaction is higher than 30 years of age,work within 5 years of satisfaction is higher than the work of more than 11 years.Based on the research results,the author analyzes the problems existing in the incentive of personnel examination management.In the need for affinity,did not form the characteristics of the concept of personnel examination;In terms of the need for power,the personnel examination institutions lack the independence,the examination management personnel promotion space is insufficient,the participation unit management insufficiency;In terms of achievement needs,incentives to ignore the differences in the performance of different test managers,the lack of professional examination team,personnel examination management staff lack of career planning.In view of the existing problems,this paper puts forward the corresponding countermeasures and suggestions for the development from the three dimensions of achievement.It aims to provide a reference for the long-term development of the overall quality and team vitality of the personnel test team and the stable and long-term development of the examination business by taking a series of incentive measures to make the personnel examination managers identify themselves and stimulate the internal motivation and improve the work enthusiasm and creativity.