摘要
我国高校的人事改革已推行多年,激励机制是高校人力资源改革的重要内容,应用激励机制可以提高行政管理人员的工作效率,促使人事管理向着规范化的方向发展。传统的人事管理制度中,激励模式多以物质奖励、精神鼓励或晋升职务为主,虽然也可以调动行政管理人员的工作积极性,但是也存在诸多问题,比如绩效考核不合理、岗位津贴制度不科学等,导致激励机制的管理作用被弱化,无法达到既定的管理效果。高校要建立行政管理人员的激励机制不仅要立足于高校人事改革的现实需要,还要以创新性、发展性思维提高激励机制的科学性。文章主要针对构建高校行政管理人员激励机制的问题展开讨论。
In China＇ s universities, reformation on personnel system has been on for many years, of which incentive mechanism has been an essential part. The introduction of incentive mechanism enhances efficiency of the administrative staff and normalizes the personnel management. Yet, the traditional incentive mechanism focuses on material rewards, moral encouragement or promotion, which motivates the administrative staff to some degree but also leaves such problems as unreasonable performance assessment or unscientific job subsidies, which weakens the incentive effect of the mechanism. So the establishment of incentive mechanism for administrative staff in universities should be based no~ only on practical needs, but also on innovation, expansibility and seientifieity. This paper mainly covers the issue of establishing incentive mechanism for administrative staff in universities.
作者
罗少珍
LUO Shao-zhen(Guangdong College of Business and TechuologT,Zhaoqing Guangdong 526040,China)
关键词
高校
行政管理人员
人力资源管理
激励机制
universities
administrative staff
human resources managenlent
incentive mechanisnl
