Study On The Flexible Performance Evaluation And Flowing Incentive System Of High-Performance Knowledge Workers

With the arriving of knowledge economy time, as a core resource of the organization, high-performance knowledge workers are having their status rising in human resource strategies, and their quantities and qualities are concerning with the improvement of enterprise core competence and further development of organization's strategy. Since high-performance knowledge workers have their unique characteristics, compared with other common employers, study on the evaluation and management of high-performance knowledge workers are especially important. However, there are still a lot of problems in the evaluation and management of high-performance knowledge workers, and few studies on such issues have been carried by academe. Based on these actualities, using human resource management strategy theory, performance evaluation study, incentive theory, harmonious management theory and other relative theories, using system analysis and other modern scientific management methods, this thesis makes a deep and explorative study on the flexible performance evaluation and flowing incentive system of high-performance knowledge workers. The main study aspects are as follows:First, this thesis gives a concept of high-performance knowledge workers. It systematically analyzes the demand characteristics, behaviors preferences and flowing characteristics of high-performance knowledge workers, and based on system theory it also summarizes the indicates which influence the performance of high-performance knowledge workers. Based on the above analysis, the thesis also analyzes the characteristics, aims and environment of performance evaluation and flowing incentive management system, thus a conceptual matrix (or model) of performance evaluation and flowing incentive management system of high-performance knowledge workers is formed.Second, this thesis gives a thought of flexible performance evaluation and some concepts are related to of flexible performance indicators and flexible evaluation of rigid indicators. the thesis analyzes the constitutes of high-performance knowledge workers'flexible performance, as well as the performance contractual relationship between high-performance knowledge workers and their stakeholders (interest-related parties), and on the basis, the thesis sets up a performance evaluation index system for high-performance knowledge workers from a perspective of stakeholders, claiming that the stakeholders of high-performance knowledge workers shall pay main attention to the following dimensions, ideological quality structure, professional quality structure, performance quality structure and special performance. In this thesis, a flexible performance evaluation system is designed for college teachers.Third, the thesis built three model wihch inculd the flexible evaluating of data processing statistics model, the flexible static evaluating model and the flexible dynamic evaluating model in order to evaluation of flexible performance of high-performance knowledge workers.Forth, the thesis analyzes the limitations of explicit incentive and the relationship between explicit incentive and reputation incentive. It points out that reputation incentive is a important supplement to explicit incentive, and reputation incentive will also reduce the incentive cost. Employing the principle-agent theory, the thesis set up a reputation incentive matrix for high-performance knowledge workers.Fifth, taking into account of the inner incentive effect of the work itself, the thesis discusses the work designing of high-performance knowledge workers from the following aspects, authorizing, implementing flexible work hours, the challenge of work target and team work. Using principle-agent theory, the paper also analyzes the action law between work designing and salary incentive, as well as the beyond contract incentives of work designing of high-performance knowledge workers.Sixth, the establishment of beyond contract incentives of the high-performance knowledge workers based on competency model that defined the career ladder and pay programs meets the high-performance knowledge workers'demand for personal growth and stimulates them to enhance their competitiveness and enhance learning.Seventh, the harmonious flow mechanism which building on the background of harmonious for the high-performance knowledge workers improve their loyalty to the organization and reduce the the flow of non-positive through measures, such as the scientific selection, the new labor contracts, internal marketing, and harmonious community. And the harmonious also built a harmony free-flowing regulation both in insides and outsides which keep the law that the internal-flowing is main and the external-flowing reversed, and it promoting the harmony flows, controlling the non-positive flows, and forming the efficient and harmonious atmosphere in the organization.