Non-material Incentives In Human Resource Management Role

The twenty-first century heralds an age of competition in the human capital market,an age that human capital turns out to be of paramount importance. The competition of acompany tends to be determined by its knowledge-oriented employees' quality and ability.Therefore, how to manage and motivate these employees to fully develop their talents andpotentials is pivotal to the success of a business to win out in the market competition.Knowledge-oriented employees are generally enterprising and have strong desire to realizetheir own ambitions, hoping, in the company, to have much more freedom forself-development. Whilst preferring to enjoy much more freedom, they always bearresponsibility and pursue excellence. They play a critical role to the corporate development.It can be said that they represent the core competition of the corporation. This thesis targetsthe subject on the corporate knowledge-oriented employees, probing into some problemsof the motivation system in the management of corporate human resources. Theargumentation is based upon the Two Factor Theory of Frederick Herzberg, that is, theHygiene factor which helps retaining enthusiasm and maintaining work morale, and theMotivation factor which originates in and closely involves the intrinsic motivators of thejob elements. This thesis's focus is on the motivator of pay in the job elements, and takesinto consideration the features of knowledge-oriented employees mentioned above.Oldham & Hackman's research result is also synthesized into this thesis, i.e., the first fourfactors of motivating knowledge-oriented employees: individual growth, high jobperformance, high job satisfaction, money and fortune. The conclusion is that forknowledge-oriented employees, guiding them to grow and achieve and advance overweighmoney, and the systematization of motivation measures also be stressed.The thesis integrates a number of successful corporate cases and the writer's own workexperience, stressing that motivation management should be systematized through corporateculture, growth opportunity, job design, relationship, and the personalization of motivation.