Research On Salary Incentive For Civil Servants Directly Under Inner Mongolia

As an important human resource of the party and state organs,civil servants bear the vital responsibility of implementing policies of the party and the state as well as serving the people.How to make the civil servants better perform their duties and responsibilities in the new era to better serve the country and people has become a very important issue.However,with the pressure of strict party control and anti-corruption,there is a power panic where some civil servants are afraid to do,unwilling to do and unable to do.The old vested interests are no longer in existence,and the anti-corruption efforts are getting stronger with the accountability mechanism getting better.As a result,more and more civil servants are lazy in work and even the resignation rate of civil servants keeps rising.Stimulation is the core of human resource management in the government and its departments.In order to change this phenomenon,it is necessary to improve the efficiency and enthusiasm of civil servants through incentives.This paper starts with the most common and important method of salary incentive,and studies the situation and existing problems of the salary incentive function of current civil servants.The Inner Mongolia Autonomous Region,has had brilliant achievement in all respects since its foundation 70 years ago,to which the civil servants have made a significant contribution.But under the new situation of deepening the reform,the level of economic development of Inner Mongolia still lags behind that of the developed coastal and inland provinces and cities;within itself,regional economic development is very uneven—there are big gaps among different cities,towns and the countryside.Although Inner Mongolia has been paying more attention to civil servant incentive,little effect has been seen,and the proportion of civil servants leaving has been increasing year by year.Therefore,based on the theory of salary incentive,this paper issued a questionnaire on salary satisfaction to the civil servants of Inner Mongolia directly under the administration of Inner Mongolia.Through analyzing the results of the survey,it becomes clear that the main problems in the compensation incentive of civil servants directly under Inner Mongolia includes relatively low level of salary,inconspicuous effect of salary incentive,too single salary incentive mode of civil servants,and the phenomenon of adverse elimination.Through analysis,the paper finds three reasons,which are the influence of the traditional incentive idea,the imperfect compensation incentive mechanism,and the incomplete implementation of incentive.By analyzing the characteristics of the salary incentive mechanism of foreign civil servants,the author drew lessons from the experience of establishing the dynamic adjustment mechanism of the salary level of civil servants in foreign countries,linking the salary of civil servants closely with performance assessment,and enhancing the public servants’ awareness of the participation of salary setting.Finally,combined with the actual situation of Inner Mongolia departments directly under the civil service,the author gives seven suggestions to solve the problems of the Inner Mongolia departments directly under the civil servants salary incentive,namely establishing a scientific and reasonable evaluation system,formulating reasonable appraisal standard,making full use of internal and external examination results,improving the civil servants’ pay fairness and realizing the dynamic balance of compensation,the organ at or above the county level to establish civil servants position and rank parallel system,and standardizing compensation legislation.