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From October 1, 1993 \. By the end of 1998, China's civil service system in order to meet the development of modern government functions and management changes in the way government human resource management in order to achieve scientific, efficient and professional, at the central, provincial, prefectural (city), county and township (town ) five government agencies created. Among them, the county and township civil servants at the bottom of the pyramid, they work at the grassroots level, is comprehensively implement the scientific concept of development, building a socialist harmonious society and promote the construction of new rural grassroots leadership is service-oriented government building direct promoter , is the effective functioning of grassroots political power active performer, is to maintain a stable bearer grassroots community is grassroots direct service providers. Song writer Su Xun in the \an important factor. Therefore, the grass-roots civil service incentives in China's civil service human resource management plays an extremely important role, it is conducive to mobilize grass-roots civil servants' enthusiasm for work, help to improve the grass-roots civil service efficiency, help grassroots optimization of human resources development, there conducive to the formation of a good team concept and social impacts. \However, in practical work and life, many complain of junior civil servants remuneration is low, there is unfair competition, some grassroots people complain about corruption are not punished, the civil service generally not high quality. Why are these phenomena? How to solve these problems? These needs one by one answer. Recently, a number of domestic and international human resources experts and scholars on the civil service incentive mechanism Feiranchengzhang, some are quite valuable. However, for the majority of junior civil servants are facing the problem of inadequate study the relative lack of incentives, especially for our country's most populous province - Henan Province, the problem of insufficient motivation of junior civil servants research is still lacking masterpiece. In view of this, I conduct research on this issue, in order to be able to motivate junior civil servants have been useful. This article from the promotion of junior civil servants, Henan Province, the necessity and feasibility of departure incentives, using historical documents, and domestic and international comparative survey research methods, based on the grassroots reality, the lack of incentives for civil servants Henan grassroots issues research, innovative proposal to In Henan grassroots establish a learning organization, to improve the overall quality of basic civil and promote personal value target value targets integrate with the government to improve the government's public service capacity and credibility. Text is divided into four parts. The first part, based on the theory of Western incentives, and associated comb, including Buchanan's public choice theory, Maslow's hierarchy of needs theory, Skinner's reinforcement theory, Adams equity theory and Herzberg's dual factor theory. The second part, the author of Kaifeng County, different levels, different ages of junior civil servants as samples from the salary, incentives, promotion, competition, training, etc. expand its incentive condition survey summarizes the current existence of junior civil servants salaries in Henan Province lack of incentives, disincentives punitive enough, competition and incentive functions have weakened and vocational training motivation lacking. The third part of the motivation of junior civil servants depth analysis of the problem of insufficient Henan subjective and objective reasons, first of all, from the human point of view, ignoring the \supervision; Again, from the principle of fairness and competition aspects of analysis, the lack of a level playing field; Finally, from a training concept and policy implementation perspective, the concept of the lack of human resources. The fourth part, the author in theoretical research, summarizes the problem, on the basis of analysis of the reasons, targeted proposes to strengthen grassroots civil Henan incentive measures: First, according to the hierarchy of needs theory and public choice theory, through the coupling of human nature, clarify and enhance the value of pay remuneration to strengthen incentive compensation; Secondly, through the innovative concept of supervision, increase the punishment and sound feedback channels, improve the supervision system; once again, for the majority of junior civil servants create a competitive atmosphere, perfect competition rules, adhere to competition and strengthen supervision and competition, thus optimizing competitive environment. Finally, adhere to the people-oriented, strengthening self-motivated, team learning, and to carry out a sound training network, the establishment of a learning organization.
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