1. Negative encouragement: When the behavior of 1 does not meet the needs of society, this behavior is suppressed by means of sanctions, so as to achieve the purpose of reducing or eliminating this behavior.

2. On-the-job training: refers to the training of public officials in practical work. Through the example and specific help and guidance of senior government leaders or experienced people in the public sector, we will cultivate new recruits, junior staff or 1 young people with training prospects, gain experience in practical work and increase their talents.

3. Public sector job analysis: It is a process of clearly defining the nature of a position or job and the qualifications such as knowledge, skills and experience needed to complete the job by collecting and analyzing relevant information such as the purpose, responsibilities, affiliation, working environment and qualifications of a position or job in a public institution.

4. Performance evaluation of public * * * departments: also known as performance appraisal or performance evaluation, is a management method that uses scientific methods to check and evaluate the implementation degree of civil servants' responsibilities in the organization according to the standards set by 1 to affirm their work achievements.

5. Public sector human capital: refers to the sum of knowledge, technology, ability, health, economic and social values acquired by public sector staff to achieve public sector service objectives.

6. Public sector human capital property rights: refers to the ownership of human capital by the owners and users of public rights to the users of public rights and their derivative use rights in the process of market transactions.