Research On The Effective Motivating Countermeasures For Knowledge

With the rapid development of knowledge-based economy in the world, knowledge-based employees are playing more and more important role in the enterprises,constructing one main source of enterprises'core competitiveness.How to design a rational and effective incentive mechanism to attract,retain and motivate knowledge-based employees has become the key for the high-tech enterprises to survival and development.This thesis applies motivation theory into the practice of high-tech enterprises,combined with personal characteristics and occupational characteristics of knowledge-based staffs.From the perspective of human resource management(position management,training development,performance management, compensation management,and work environment),this thesis builds a motivation model towards knowledge-based staffs,and strives to stimulate knowledge-based employees effectively in high-tech enterprises.This thesis conducts a case study with Communication Company A as the example,Through the company's policy research and questionnaire survey,combined with the author's practical work experience,this thesis provides improving measures towards the corresponding problems exiting in knowledge-based employee's incentive work.The results of this study are hoped to make a supplement to the knowledge-based incentive mode in Chinese high-tech enterprises.The feature of this study is to associate the needs of knowledge staffs to incentive measures and the basic functions of human resource management correspondingly. All of them are linked to the analysis of one-to-one,not just on the only aspect. Through the questionnaire survey,this study found that there exits some problems of human resources management in Company A,which has affected the motivation of knowledge-based staffs.They are as following:in salary management field,incentive form is single,short-term trend;in position management and compensation management field,there exit unfair problems;in the performance management aspects,it lacks of communication and feedback;in training and development field,it lacks of deep level and growth incentives;it lacks of targeted incentives in general. Based on the findings,this article suggests that,company A not only need to establish a fair and benefit-sharing of the compensation management system - to meet the basic survival needs of knowledge-based staffs',but also need to establish a fair,scientific position management and performance management system,effective training development system based on staffs'competencies,as well as the democratic, empowered work environment - to meet the growth and development needs of knowledge-based staffs.In this thesis,there are still some limitations,including limited sample,failing to analyze all the incentive system on the motivation of knowledge-based staff,etc.The author recommends that further research should be made from a different perspective and dynamic process,so that it may construct a more in-depth study of incentive model of knowledge-based staff.