Research On The Incentive Problems And Countermeasures Of Police Auxiliary Personnel Based On The Theory Of Content-based Incentives

Standardizing the management of auxiliary police is one of the seven major tasks of comprehensively deepening the reform of public security.The research on the motivation of auxiliary police is also one of the research on the management system of auxiliary police.The auxiliary police force,as an important supplement to the inadequate police force of the people's police of the public security organs,has made great contributions to maintaining social stability and protecting people's peace and contentment.But it is far from enough for the career security especially the career incentive for the auxiliary police.In November 2016,the general office of the state council officially issued"the opinions on standardizing the management of auxiliary police"in public security organs,stressing the rights and interests protection and incentive system construction for auxiliary police should be strengthened*Under the guidance of this opinions,this paper straightens out the historical evolution of auxiliary police system,and clearly defines the concepts of auxiliary police and incentive system for auxiliary police.Taking auxiliary police of district J public security sub-bureau as the research object,through the way of questionnaire investigation and interviews,we know that there are problems like the current incentive system is deficient in material incentives,salary is low,assessment focus form,insufficient reward,job qualifications are not enough skilled,low professional identity,great psychological pressure,lack of professional ethics training.Guided by incentive theory,especially content incentive theory,and combined with human resource management theory,especially performance appraisal theory,this paper analyzes a series of reasons for its insufficient incentive;Lack of unified management of auxiliary police personnel,lack of perfect career security system,lack of perfect salary and welfare system,lack of scientific assessment system,lack of strong reward and supervision system,lack of professional ethics education and professional training,lack of smooth promotion channels and so on.Then,on the premise of fully considering the actual situation of auxiliary police work of district J public security sub-bureau,six improvement countermeasures and Suggestions are put forward:first,improve the incentive effect of auxiliary police,Straighten out the relationship among salary,assessment,training and promotion of auxiliary police force.unified management of auxiliary police.An internal department,the auxiliary police personnel management office,can be set up under the organ office of the public security sub-bureau of district J.It is necessary to do a good job in the basic work of all auxiliary police and the determination of posts and ranks,so as to provide preconditions for other improvement measures.Second,establish a sound career security system.On the basis of fully considering the professional characteristics of auxiliary police,build a three-dimensional security system from the aspects of labor relations security,funding source security,law enforcement and performance security,insurance and relief security.Thirdly,a scientific assessment system should be established.Combined with the theory of human resource management,it is suggested to introduce the KPI performance appraisal system which can remove the most subjective factors to solve the practical problems such as the current assessment system is too rough,there are no accurate statistical and quantitative indicators,and subjective factors have a great impact.Fourthly,we should implement the system of reward and supervision.By setting clear rules for rewards;Ensuring the funding sources of the awards;Implement a variety of incentives,spiritual incentives and material incentives to pay equal attention to three aspects to ensure the strength of the incentives.Fifth,It is necessary to strengthen the professional ethics education and professional training for auxiliary police,and make full use of the software and hardware resources of public security colleges and police practice training bases as well as the experienced teachers to realize the training incentive.Sixth,the promotion channels should be unimpeded and a standard promotion system should be established.Combined with the actual situation of auxiliary police work in the public security sub-bureau of district J,auxiliary police are divided into two sequences,namely auxiliary police captain and auxiliary police officer,to manage them.Each sequence is divided into five levels.The administrative office of auxiliary police of district J public security organ shall organize and implement the assessment,competitive recruitment and promotion of the rank of auxiliary police.