Research Of Knowledge-Worker's Incentive Mechanism In Private Enterprises

The private economy has become an important economic form in our country's socialist market economy. The accession to the WTO provides power and space for the private economy to develop to a higher level, while obtaining unprecedented exterior development opportunities. The private economy also faces challenge to transform from labor-intensive form to knowledge-intensive form. The talented people are the key element for private enterprises'development. The private enterprise's questionnaire shows lack of talented people is the most important difficulty the private enterprises have at present. This has close correlation with the imperfect incentive mechanism of knowledge-worker in private enterprises. The thesis is planned to design the incentive mechanism of knowledge-worker in private enterprises, based on analysis of the cause of the knowledge-worker's flowing-away in private enterprises, and then provides a case to illustrate how to use the incentive mechanism.The first part of the thesis proposes the research goal and the research content in view of the present difficulties that private enterprises have faced in the management of the talented people, and gives the innovation spot.The second part of the thesis summarizes the traditional incentive theories. It introduces the research achievements about the incentive of knowledge-worker, and obtains several enlightenments through comparison of the past research achievements.In the third part the author first analyzes the knowledge-worker's characteristic and related demand, then discusses the flowing-away of knowledge-worker in private enterprises. First of all, the writer enumerates the present problems in the management of knowledge-worker, then points out the risk that these problems have brought to the enterprise, finally analyzes factors that cause the loss of knowledge-worker from three aspects, which includes outside of the enterprise, inside of the enterprise and knowledge-worker themselves.On the basis of knowledge-worker s ' incentive mechanism in private enterprises, the author elaborates knowledge-worker s ' incentive mechanisms in private enterprises, which are divided into property right incentive mechanism, compensation incentive mechanism, organization incentive mechanism and cultural incentive mechanism. The property right incentive mechanism is set up according to the principle that intelligence capital share surplus claim power. It comprises the EVA stockholder's rights incentive mechanism and the technology-buy-stock incentive mechanism. EVA stockholder's rights incentive mechanism may be suitable for company's majority of knowledge-worker, but the technology-buy-stock incentive mechanism is designed for the technical personnel. The designation of compensation incentive mechanism manifests the concept of"comprehensive compensation". It considers the salary, welfare, career and environment, paying attention to both physical demand and mental demand of knowledge-worker. The organization incentive mechanism focuses on the adjustment of enterprise organizations and agencies,establishment of work team and re-designation of work system, through which it can reduce the company level system, encourage cooperation, build good corporate culture and corporate atmosphere and enhance the staff satisfaction. The culture incentive mechanism construction mainly includes corporate culture incentive, working conditions incentive, staff authorization and psychological contract incentive. The consideration of corporate culture incentive and working conditions incentive comes from macroscopic angle, while staff authorization and psychological contract incentive from the characteristic of knowledge-worker's individual demand.In fifth part of the paper the author suggests to build the corresponding system, which can begin from the following aspects: the performance inspection, strategic human resource management and human resource management information system. The knowledge-worker creates most of the enterprise's value, which are regarded as the essential resources and core ability. Therefore, the performance inspection in view of knowledge-worker has great significance. It combines every activity in human resource management with company's competitive strategy, and uses them to promote the status of human resource management, helps the company to gain the competitive advantage and achieve the organization goal. The arrival of information economy requires the enterprise to construct human resource management information system (HRMIS) with the combination of information technology and the human resource management technology. This system can optimize the structure of human resource management service, integrate information resource and develop interactive management space.The sixth part selects GX Corporation as a representative case. At first the author introduces GX Corporation, and then elaborates incentive measures of the company (including compensation incentive, career plan incentive and culture incentive). At last the author analyzes advantages and disadvantages about company's incentive measure, and gives proposes some corresponding measure to improve.The last part is the conclusion, which summarizes the main research situation, the research achievements and future research directions of the thesis.