Y Government Non-staff Salary Incentive Problems And Countermeasures

A scientific and reasonable salary incentive can not only effectively stimulate the enthusiasm and initiative of employees,but also effectively attract and retain talents.At the end of the 20th century,the government departments all over the world carried out reform in response to a series of problems such as rigid structure,low work efficiency and insufficient service ability,and the modern human resource management concept was increasingly widely applied in the government departments.In our country,the salary management of government institutions has experienced four great reforms,and the mechanism of personnel salary management within administrative establishment and enterprise establishment has improved gradually.However,the object of government human resources management is not only the personnel in the administrative establishment system.In the process of building a service-oriented government,it has become an urgent problem for grassroots governments to solve at present and for a long time to come,how to scientifically and standardize the management of the staff employed by the grassroots government,and how to fairly mobilize the enthusiasm of the staff employed by the grassroots government and the staff in the establishment system,and finally transform it into the efficient operation of the grassroots government and meet the growing needs of the people for a better life.This study explains the key concepts of grassroots government,establishment,off-staff and salary incentive,and takes the two-factor theory,equity theory and establishment management theory as the theoretical basis.It selects the compensation incentive system of the off-staff in Y Government as the specific case study,and introduces the organizational structure,the overall situation of the off-staff and the current situation of salary incentive in Y Government.According to the statistics of the Questionnaire on the Compensation Incentive of the Government’s extrinsic Staff released and recovered within the scope of the extrinsic staff in Y Government,the current compensation incentive system of the extrinsic staff in Y Government isreasonable to some extent,but there are also many problems that need to be improved and perfected.Based on empirical test,this paper analyzes the causes of the problem from three dimensions:overall salary satisfaction,material incentive satisfaction and spiritual incentive satisfaction.And put forward three countermeasures for the compensation incentive of the extrinsic staff:The first is to clarify the principle of non-staff Y street compensation incentive should follow,that is to adhere to the principle of service development,ensure the principle of post matching,the implementation of positive and negative incentive principle;Second,the system-based system to meet the basic needs of non-staff Y up to the level of the establishment of pay standards,performance incentives,the establishment of a flexible salary mechanism;The third is to optimize the incentive measures for non-staff personnel in Y Street based on equity,to diversify the promotion mechanism,to provide a fair environment for the establishment,and to strengthen training by objective management.