The Turnover Path Model And Value Appraisal Of Knowledge Worker

As the origin of the corporation key competency, building and sustaining a relative stable knowledge worker team act an important role for the corporation to survive and develop in the drastic competition. Take the turnover of the knowledge worker (KM) as object, the dissertation researches the turnover of the KM from both the worker and the corporation sides. The content and conclusion are as followed.1. The voluntary turnover of the KM is influenced by lots of factors, and the interaction of the factors makes it difficult to quantity the relation of these factors and KM turnover. Based on the researches oversea and inland, the turnover path model is build. By Classify Analysis and Principal Analysis, the influence factors are classified and the multiple-interaction question is solved. The relation of the factors and KM turnover is gotten by Structure Equation Model (SEM). Achievement factors, work and life security factors, interesting and ability factors rank the top three among factors influence KM turnover, followed by turnover cost factors, life quality factors, turnover difficulty factors and family obligation factors.2. There are relative little research on how the KM appraisal and choose a job. Focus on the fuzzy value, language value, uncertain value and utterly ignorant information among the job hunting and appraisal process, a MCDM model with incomplete information is set up. To illustrate the model, an example is input, which improves that both the attitude to the risk and other characteristics of the job-hunter, together with the information he has have will influence his appraisal result.3. Take the frequent turnover of the KM and dynamic operation environment into consideration, a KM value appraisal model, which consider the performance, the potential, the loyalty of the KM is set up based on human capital theory, surplus value theory, performance theory, supply and demand theory, surplus value theory. To eliminate the influence of subjective factors, Rough Set (RS) theory is introduced. A case study is also used which improve the effectiveness of the model.4. Based on the result of KM value appraisal, KM turnover forecast mechanism is build up. Take accuracy with practicability, four index are integrated to forecast the turnover of the KM, and the weight of the four index are determined by Rough Set Theory. The dissertation also research how to appraisal the turnover of the KM for the ordinary appraisal index, such as turnover rate, can only tell how many workers quit but not who quits. Based on the worker's value, a new appraisal system is build up. By this appraisal system, the corporation can monitor not only how many workers turnover, but also the effect of the turnover. The system also shows how many workers is hired while the conventional appraisal index, such as worker turnover rate can only show the output of the worker's turnover. At the end of this chapter, a case is used to illustrate the application of the KM turnover forecast system and turnover appraisal index system. The validity of the forecasting system is also been approved by the case.