高校图书馆人力资源激励机制研究教育管理专业论文.docxVIP

升技术职称的机制，使图书馆技术人员晋升技术职称。方法是为技术人员 升技术职称的机制，使图书馆技术人员晋升技术职称。方法是为技术人员 提供科研平台和更充足的研究时间，提高在职技术人员的学历，把申请专 利、发表论文、研究课题纳入图书馆人员的个人年度绩效考核任务指标或 三年的绩效考核任务指标。 M高校图书馆人力资源激励机制改进对策之二，采用个人与集体精神激 励相结合的方式完善精神激励机制。方法是设立图书馆级别的口头表扬和 荣誉授予标准，设立晋升职称精神集体奖，设立获得专利、科研成果、成 果奖和发表论文精神与物质集体奖，设立员工提案奖和提案采纳奖。 M高校图书馆人力资源激励机制改进对策之三，职工年度绩效考核办法 改会议评定等级为“套”等级。其办法关键点是按职工岗位，或职称级别 规定优秀、合格、不合格的条件标准指标，不设定优秀、合格、不合格的 级别人数比例，按照条件标准衡量，达到优秀条件标准就评为优秀等级， 符合哪个绩效级别就评为哪个绩效级别。 关键词：图书馆；人力资源；激励机制；绩效考核 Ⅱ 万方数据 RESEARCH RESEARCH oN HUM随L】N RESoURCE INCENTIVE MECHANISM OF UNIVERSITY LIBR A RY ABSTRACT This paper discusses the theory of human resource incentive mechanism in university libraries，the current situation and countermeasures of human resource incentive mechanism in university libraries． Human,as all advanced animal，should not only meet their basic physiological needs，but also pay attention to advanced needs．The needs are from the inside out，from the basic to advance；In the construction of the incentive mechanism，we should combine the actual situation of the incentive object on the basis of meeting the most basic and the most pressing needs，and then to meet the needs of its hi曲level graduaUy；Human needs are diverse，meet any level of need will produce a certain incentive．Hence，in order to achieve the most effective incentive，the specific circumstances of the need to develop targeted incentives should be considered；People think their rewards ale not fair,in the construction of incentive mechanism,it is important to pay special attention to equity issues，to guide employees to establish a correct view of justice through reasonable performance standards and clear objectives，and to prevent their own discretion to determine whether their remuneration is fair；, The main basis to stimulate the inner potential and to mobilize the enthusiasm of people is valence and expectations．That is，people’S behavior is expected to predict the outcome of a certain appeal，then to implement a certain behavior,in the construction of incentive m