L镇行政事业单位员工激励机制创新研究

发布时间：2018-05-16 08:24

本文选题：员工激励机制 + 乡镇机关　；参考：《湘潭大学》2015年硕士论文

【摘要】：随着我国经济步入新常态,传统的乡镇机关和事业单位员工激励机制与转变政府职能的目标开始格格不入,迫切需要向改革要活力。我国目前大约60%以上的公务员分布在县级及其以下的基层部门,92%以上的公务员是办事员和科员这样的科级以下干部。“上面千条线,下面一根针”,乡镇基层机关和事业单位事关国计民生,与老百姓生活息息相关,特别是一线工作的乡镇干部直接与群众打交道,是党和政府的各项方针、政策的“终端”宣传者和执行者,但当前在我国L镇机关和事业单位,在薪酬激励、晋升激励、培训激励和精神激励等方面存在传统“大锅饭”体制固化、员工激励手段不系统、员工激励措施缺乏差异性、人员数量结构亟待优化、行政编制的长期压缩使得出现公务员年龄结构老化和年龄断层,出现了一些庸政懒政的“老科员”现象等相关问题,因而迫切需要进行改革。因此,要增加L镇基层公务员的发展空间,必须改革员工激励制度,特别是随着县以下公务员的职务与职级并行制度的逐步推进,L镇公务员也能获得相应的“改革红利”,今后L镇公务员只要工作能力、工作表现合乎要求,就能不断提高职级,在领导职位有限的条件下,这将有助于激发工作主动性和创造性,有利于提高行政效能,转变政府职能。目前多次国家的行政机关和事业单位的改革都是以政府为主导,和其他部分乡镇一样,L镇行政事业单位的员工激励机制缺乏系统性,目前L镇人民政府的事务与干部管理制度比较粗糙和缺乏可操作性,在现实中对L镇机关和事业单位员工的激励效果并不明显。本文意在通过以L镇机关和事业单位的员工激励机制的分析,提炼出我国乡镇行政事业单位员工激励机制存在的主要问题,并通过对L镇行政事业单位员工激励机制的案例分析,提出L镇行政事业单位员工激励机制创新的政策建议,从增强公平感、完善薪酬结构、优化绩效考核机制、加强负激励措施的监督作用四个方面提出了完善薪酬激励制度的政策建议;从尽快执行公务员职务与职级并行、职级与待遇挂钩制度、稳定和充实干部队伍、完善晋升通道三个方面提出了改善晋升激励制度的建议等,这对完善我国乡镇行政事业单位员工激励机制具有一定实践指导意义。
[Abstract]:With China's economy stepping into the new normal, the traditional incentive mechanism of the staff of the township organs and institutions is out of step with the goal of transforming the functions of the government. At present, more than 60% of the civil servants are located at the county level or below in the grassroots departments. More than 92% of the civil servants are cadres below the section level, such as clerks and section officers. "A thousand lines above and one needle below". The grass-roots organs and institutions in towns and villages have a bearing on the national economy and the people's livelihood, and are closely related to the lives of the common people. In particular, township cadres working on the front line work directly with the masses. This is the policy of the party and the government. The "terminal" propagandists and executors of the policy, however, at present, in our country's L town organs and institutions, there is a traditional "big pot rice" system solidified in the aspects of salary incentives, promotion incentives, training incentives and spiritual incentives, etc. The staff incentive method is not systematic, the staff incentive measure lacks the difference, the personnel quantity structure needs to be optimized urgently, the administrative establishment long-term compression causes the civil servant age structure aging and the age fault. There are some related problems, such as the phenomenon of "old family members", and so on, so it is urgent to carry out reform. Therefore, in order to increase the space for the development of grass-roots civil servants in L Town, we must reform the staff incentive system, especially with the gradual promotion of the concurrent system of post and rank of civil servants below county level, and the corresponding "reform dividend" can also be obtained for civil servants in L Town. In the future, as long as the working ability and performance of the civil servants in L Town meet the requirements, they will be able to continuously improve their ranks. Under the conditions of limited leadership positions, this will help to stimulate initiative and creativity in their work and improve administrative efficiency. Change the function of government. At present, many times the reform of administrative organs and institutions in the country is dominated by the government, and the staff incentive mechanism of administrative institutions in L Townships, like other towns and townships, is lacking in a systematic way. At present, the affairs of L town people's government and the management system of cadres are rough and lack of maneuverability. In reality, the incentive effect of the staff of L town government and public institution is not obvious. This paper intends to abstract the main problems of the staff incentive mechanism in the township administrative units of our country through the analysis of the staff incentive mechanism of the L township government and institutions. And through the case analysis of the staff incentive mechanism of L town administrative institution, the paper puts forward the policy suggestions of the innovation of the staff incentive mechanism of L town administrative institution, from enhancing the sense of fairness, perfecting the salary structure, optimizing the performance appraisal mechanism. Four aspects of strengthening the supervisory role of negative incentive measures put forward policy suggestions to improve the salary incentive system, from the implementation of the civil service duties and ranks parallel as soon as possible, the linkage system of rank and treatment, the stabilization and enrichment of the contingent of cadres, This paper puts forward some suggestions on how to improve the promotion incentive system in three aspects, which is of practical significance to the improvement of the staff incentive mechanism of township administrative units in China.
【学位授予单位】：湘潭大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3

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