基层政府人力资源激励机制研究——以佛山市南海区某镇为例工商管理专业.doc

基层政府人力资源激励机制研究 ——以佛山市南海区某镇为例 摘要 一个部门或是组织人员的参与度，职员的培训和人员工作的积极性在很大程度上影响着部门和组织的发展。早在20世纪80年代，学术界和事业界就将目光转移到了人力资源的管理上。很多企业，也不惜出大价钱，专门请培训机构组织员工活动，为的是培养员工的工作热情和默契度；此外，给员工提供好的住宿条件使得员工的生活得以保障，工作积极性大大提高。假定，存在最佳的人力资源管理办法，组织的运行效率将得到最大优化。 长期以来，我国实行高度集中的计划经济体制，人事管理上实际上是一种“国家包揽，行政隶属，身份差别，终身固定”的管理体制，“干部能上不能下，职工能进不能出，工资能高不能低”，无法调动广大干部职工的积极性，也无法发挥他们的聪明才智和创造力。南海区某镇也拥有同样的问题。经过多年的改革，南海区某镇管理机制已经发生了很大变化，人力资源开发与管理体制改革也取得很大进展，南海区某镇也充分认识到规范薪酬制度的重要性，既要积极探索工资分配激励机制建设，又要加强约束机制建设，特别是人工成本的自我约束，坚决贯彻落实好薪酬制度的规范工作。直线上级领导应通过沟通和激励使员工将日常的工作与整个镇的发展方向和宏伟目标联系起来。除了目标设定外，更重要的是绩效辅导。应通过有效的沟通和系统的培训向被考核者讲授完成工作任务所必备的技能和经验，帮助其提高绩效能力，以维持被考核者持续的热情，同时或得持续的绩效改进。但仍然落后于经济体制改革，存在着一些与市场经济运行不相适应的地方。实证研究表明，长远的人力资源管理比短期的更好，有利于组织，部门的长远发展和稳固，对于提高办事效率和人事的重组也是具有重大意义的，国家的公务员制度，不仅仅是组织内部的沟通，组织协调的方式也分为很多种。非正式的组织比较注重发动组织成员传递信息。一个部门的决策模式取决于它的信息收集模式。部门的信息模式，分为纵向和横向两种类型，纵向指的是上下级之间的沟通，而横向指的是平级之间，员工与员工之间，部门与部门间的协调。 建立务实培训机制,提高部门成员素质。提高部门员工的整体综合素质，才有利于提高一个企业的竞争力。现在市场的竞争是人力资源的竞争。员工培训是政府对人力资源管理的重中之重。在职员上岗之前就行培训，让员工明确其岗位职责，日常事物和考核的内容，做好自己的工作安排。在正式上岗前，设立考核机制和考核期，分派到实习基地进行实践操作，提高办事能力。开展工作相关的讲座培训，熟悉理论知识和流程。创新完善薪酬制度,充分调动人才积极性。薪酬制度的完善将极大提高组织成员的工作积极性，满足成员的物质需求。首先，薪酬水平一定不能过低于同行业的平均水平。其次，薪酬的组成，一般有基本工资和浮动工资组成。基本工资用于满足成员的基本生活需要，而浮动工资则有利于调动员工工作的主动性和积极性。再者，各个部门和层次之间应设立不同的薪资标准，以提高员工的竞争意识。此外，还应该给员工提供一定的晋升空间，以满足员工的精神需要和自身的成就感，满足感。 本文以佛山市南海区某镇为例，分析了我国基层政府人力资源激励的现状和存在的问题，并从多个方面对佛山市南海区某镇人力资源激励现状原因进行了分析，同时指出了相应的解决对策，并能够对其他地区基层政府人力资源激励提供可供参考的意见和建议。 关键词：基层政府；人力资源；激励 Research on the incentive mechanism of the grass-roots government human resources Abstract A department or the participation of people in the organization, the enthusiasm of the staff training and staff development departments and organizations affect to a great extent. Early in the nineteen eighties, the academic and business circles will be transferred to the eyes in the management of human resources. A lot of enterprises, but also at a great price, special training organization staff activities, in order to cultivate staff's work enthusiasm and the degree of understanding; in addition, offer good accommodation condition makes employee life safeguard, working enthusiasm greatly improved. Assume that, there exists an optimal human resource management, operation efficiency of the organization will get the maximum optimization. Long-term since, our country implements the highly centralized planned economic system, personnel management is actually a kind of " countries do, administrative, identity differences, lifelong fixed " management, " cadres can not, workers can not out into, wages high not low ", unable to mobilize the enthusiasm of the cadres and workers the, can not play to their one's ability and cleverness and creativity. A town of Nanhai District also has the same problem. After years of reform, a town of Nanhai District management mechanism has undergone a great change, has also made great advances in the human resources development and management system reform, a town in the South China Sea area is also fully aware of the importance of standard salary system, to actively explore the salary incentive mechanism construction, but also strengthen the mechanism construction, especially the artificial cost self-discipline, and resolutely implement the salary system of normative work. Straight superiors should make the staff will be the development direction of the daily work and the whole town and the magnificent goal of connected through communication and motivation. In addition to goal setting, more important is the performance coaching. Should be required to complete the task of teaching skills and experience to be assessed through communication and effective training, help them improve performance ability, in order to maintain the assessment to be continued enthusiasm, at the same time or improving sustainable performance. But still lagged behind the reform of economic system, there are some incompatible with the market economy. Empirical studies show that the human resource management, long-term than short-term better, is conducive to the Organization Department, long-term development and stability, but also has great significance to improve the work efficiency and personnel restructuring, the national civil service system, is not only the internal communication, organization and coordination modes are divided into a number of types. Informal organizations pay more attention to launch the organization members to transmit information. On a department decision model on its information collection mode. Information sector, divided into two types of vertical and horizontal, longitudinal refers to the communication between superior and subordinate, and the lateral refers to the same level between, between employees and employees, coordination between department and department. Establish a practical training mechanism, improve the quality of members of the department. Improve the comprehensive quality of employees, can help improve the competitivenes