The Motivation Research Of Knowledge Employee In BDT Company

Dr. Scott Perry, American famous Master of Business Management, pointed out sharply, in the future market, outstanding talents rather than capital shall become the rare resources. Human resources, as one of the strategic resources in the modern enterprises, have become one of the most important factors to the enterprise development. Motivation is treated as one of the most important methods to explore and manage human resources, which is well adopted in more and more enterprises. This article will take BDT company for example. It will set up an effective motivation framework for the knowledge employees, in order to develop the working enthusiasm and creativity, to improve the business performance, and to achieve the integration of the personal goals and the enterprise targets.First, this article systematically review the relevant motivation theories, making a brief introduction to the core value of the motivation theories and discrepancies between each motivation theory. This article will also briefly state the representative comments on the employee motivation in and abroad. Then this article briefly introduces the basic status of human resources in BDT company. Upon the analysis to the questionnaires on employees motivation factors, wage rewards, promotion, personal usage, and training opportunity are identified as the most important factors. This article use Factor Analysis to analyze the investigation data, and found three structural motivation factors:cultural motivation, organizational motivation, and security motivation.This article setup the motivation system and proposes some motivation measures to BDT knowledge employees. First, set-up the wage motivation scheme for R&D related knowledge employees to identify the timeliness and differentiation of the incentives; Second, set-up a duel career development channel for the knowledge employees; Third, propose some human measures such as flexible working hours and free communication channel; Forth, allow the key staffs to extend the labor contract period automatically; Last but not the least, guarantee the yearly salary increase ratio to the staffs. At the same time, this article also identifies several indicators to measure the effectiveness of the motivation scheme, e.g. the leaving ratio of the knowledge employees, the satisfaction of the knowledge staffs, and the improvement on business performance. The timely assessment will be helpful to the effectiveness and the improvement of the motivation scheme. The article also proposes some security measures to the smooth operation of the motivation scheme.This article proposes some motivation measures to satisfy the knowledge employees, in consideration of the requirements of the knowledge employees and the research conclusion of the motivation theories. These motivation measures will well meet all the requirements of different knowledge employees, inspiring their working initiative to keep pace in the development of the company and the improvement of the business performance. The conclusion of this article will provide theory and empirical evidence to the set-up and operation of the knowledge employees’motivation scheme in BDT company.