Research On Incentive Management Of Administrative Personnel In Institutions Of Higher Learning

The administrative work of colleges and universities is the foundation of the overall operation of colleges and universities,and the efforts of the administrative personnel of colleges and universities are the important guarantee for the development of colleges and universities.At present,the scale of colleges and universities in our country continues to expand,and the social role of colleges and universities is prominent.Both society and colleges and universities themselves put forward higher requirements for the administrative management and service of organs.Under such a realistic background,strengthening the research and practice of the incentive management of the administrative personnel of colleges and universities,in order to stimulate the enthusiasm and creativity of the administrative personnel of colleges and universities,so as to improve the management and service level of the administrative personnel of colleges and universities has become an inevitable choice for colleges and universities to cope with the current situation and further development.However,in reality,the incentive management of administrative staff in Colleges and universities,which should be valued and developed rapidly,is facing an awkward situation,that is,the incentive effect is not obvious.This paper takes the administrative personnel of Liaoning D University as the research object,and combines with the relevant incentive theory of human resource management in the public sector,carries out on-the-spot investigation and interview on the incentive management of the administrative personnel of colleges and universities,probes into the causes of the incentive management of the administrative personnel of colleges and universities from the three aspects of incentive strength,incentive content and reform motivation,and puts forward the improvement of the administrative personnel of colleges and universities.The suggestions of personnel incentive management can provide the basis for colleges and universities to improve administrative efficiency and human resource development.Based on the questionnaire survey and interview,113 of 190 administrative staff in Liaoning D University were randomly selected to carry out the survey.The main body of this paper is divided into six chapters.The first chapter is the introduction.This paper introduces the research background,research purpose,research significance,research content and methods,research ideas,as well as the innovation and research difficulties in this paper.The second chapter is a theoretical review.This paper mainly expounds the core concepts and incentive theories related to the incentive management of the administrative staff in Colleges and universities.This paper introduces the incentive theory at home and abroad,combs the development vein of incentive theory research.and tries to further refine on the basis of the original incentive content division,so that the relevant theories can be better applied in reality,and creates a circular operation mode of incentive management.The third chapter,the current situation of incentive management of administrative personnel in Colleges and universities.Taking D University of Liaoning Province as an example,this paper expounds the limited incentive intensity,the current incentive content,and the attitude of the administrative staff to the reform of incentive management.Among them,it focuses on the results of field research,especially the statistics of 12 incentive contents and the importance of different incentive contents.At the same time,according to the standard of administrative level,administrative personnel are divided into four main groups,and different administrative groups attach importance to different incentive contents,which provides practical data support for in-depth study and refinement of incentive management.The fourth chapter is the analysis of the problems and causes of incentive management of administrative personnel.According to the three aspects of the third chapter,the fourth chapter makes a targeted reason analysis.From the two main aspects of capital and management authority,this paper analyzes the problem of limited incentive.This paper analyzes the problems and reasons of the current incentive content from the following three aspects:the diversity of the demand for the incentive content of the administrative staff of colleges and universities,the difference of the whole emphasis on the incentive content of the administrative staff of colleges and universities,and the difference of the selection of the incentive content of the administrative groups of different administrative levels.It is found that there are obvious differences in the selection and ranking of incentive contents among employees of different administrative levels;in the independent sample t-test,there are extremely significant differences between section chief administrative staff and section chief administrative staff in terms of competitive pressure,and there are also significant differences between section chief administrative staff and section chief administrative staff in this respect;in terms of job burnout,there are also significant differences between section chief administrative staff and section chief administrative staff There are significant differences between the personnel and the administrative personnel of the department level.This paper analyzes the problems and reasons of the reform attitude from the two aspects of the incentive subject and the incentive object.The fifth chapter is about the suggestions of improving the incentive management of administrative personnel in Colleges and universities.In the aspect of incentive strength,it is suggested that the government and colleges and universities should strengthen the financial guarantee of incentive management,and the government should appropriately delegate the authority of universities in incentive management.In terms of enriching the incentive content,it is suggested that colleges and universities should further improve the original incentive content,actively explore and add new incentive content according to their own actual situation,especially pay attention to the differences in the selection preferences of employees at different administrative levels in some incentive content.In the aspect of incentive management reform,it is suggested that administrative personnel at all levels of colleges and universities should be used to take on responsibilities,actively act,offer advice and work hard.Chapter six is the conclusion.People are the most important factor in development and the most critical factor in change.Therefore,the importance of human should be fully recognized in the incentive management of administrative personnel in Colleges and universities.We should not only attach importance to the value of people,but also to their happiness,which is humanism.Most of the obstacles encountered in the development of incentive management are due to the deviation of people's understanding of all parties involved in incentive management,which requires all parties to respect,understand each other,actively communicate and adjust the balance.In order to realize their own value,for the development of higher education,the administrative staff and colleges and universities should take positive actions to improve the level of incentive management,and achieve a win-win situation between individuals and colleges and universities in the development.