Study On The Solution Of Knowledge Worker Resignation In USYS

The status of the knowledge worker is more important than ever before while entering knowledge economy age. The knowledge worker play key role to the survival and development of middle and mini sized enterprises. The middle and mini sized high-tech enterprises faces huge pressure of talent competition because of economic globalization. The knowledge worker resignation troubles these enterprises, in which USYS is the typical case. Hence, this thesis gives the solutions to the knowledge worker resignation in USYS in order to provide a useful reference to the middle and mini sized high-tech enterprises in China.The author makes researches and summary based on the relative theories firstly in order to find the theoretical evidence of solving problem of the knowledge worker resignation in USYS. The author introduces four important and classical theoretical models. Moreover, the author also analyzes the key factors influencing staff resignation intention and resignation decision in the staff resignation period.This thesis introduces the present conditions and human resources structural characteristics and analyzes the situation of the knowledge worker resignations and the impact on the company during the period of 2003 to 2004 in order to find the reason of the knowledge worker resignation in USYS. The author finds three main factors by means of questionnaire method and interviewing method to the resignation staff and on -service staff: the subjective reason is the self nature of the knowledge worker; the direct reason is the management of the company; the object reason is the industry environment. The author asserts the key reason is due. to the company itself, and we intervene and solve the problem only through promoting the company management.The author advances the solutions to the knowledge worker resignation in USYS: Firstly, Establishing advanced management thoughts and recognizing the importance of the knowledge worker. Secondly, Ameliorating the advertising management on the knowledge worker, especially focusing on the values and personality characteristics of the staff. Thirdly, we should implement all-around payment strategy and bestir the knowledge worker sufficiently by means of reforming stipend policy, implementing the buffet welfare policy and experience on optimizing staff. Fourthly, the company may restrict the staff necessarily by means of legal measures. Fifthly, the company should make periodic management on the knowledge worker resignation effectively.This thesis proves the feasibility and the validity based on the Following tracks of outcome on the solution implement. The outcome suggests mat there are some unsolved questions though the solution is effective and rational. In the end the author provides promoting suggestions.The author concludes that implementing all-around payment strategy is the cote strategy of solving the problem of the knowledge worker resignation in this diesis. In addition, the knowledge worker-resignation in USYS exposes the common characteristics of knowledge worker resignation of high-tech enterprise. Hence, the solving methods on the knowledge worker-resignation in USYS may use for reference to all the middle and mini sized enterprises in China.