The Futures Company Research Non-currency Salary Incentive Method To Knowledge Employee

With the rapid development of economy, our country entered the era ofknowledge economy quickly. The core of competition between the enterprise and thesource of economic growth, have been transferred from the past corporeal capital tothe knowledge capital. Knowledge workers as the carrier of intellectual capital aremore and more important in the enterprise. They are not only human resourcemanagement focus on the object in the various companies, but also have become theindispensable core characters for the enterprise survival, sustainable development,gain competitive advantage. So the enterprise must strengthen the knowledge-basedstaff to scientific management and effective incentive, and constantly improve theknowledge-based staff ’s loyalty to organization. The managers should arouse theworking enthusiasm of knowledge employee, giving full attention to the role ofknowledge workers in enterprises. However, from the actual situation of the currentmanagement, there is too much emphasis on monetary incentives in the vast majorityof enterprises in human resource management, and working enthusiasm is not high.Turnover rate is higher and higher, and more and more serious brain drain problem.Therefore, enhancing effective communication and knowledge-based employeesto understand the needs of knowledge workers to analyze their pros and cons of theexisting incentives targeted effectively motivate and retaining the core of keyemployees to stimulate the knowledge-based employees to maximize their potential toachieve their maximum value has become the focus challenges of human resourcemanagement.With the rapid development of Chinese economic construction, people’s livingstandards continue to improve. The modern material life becomes richer and tastesalso have become more. The demands of knowledge workers are more and morediversified. The traditional monetary incentives have been unable to meet their needs,and the incentive is not effectively to improve the job satisfaction, a sense ofaccomplishment, training and occupation career planning, to create a safe and comfortable working environment, good working environment and non-monetaryincentive pay to motivate knowledge workers is particularly important. Non-monetarycompensation refers to employees obtained from work or the enterprise itself, whichis not measured purely in monetary. Employees can be considered to be valuable togive their some compensation to inspire them become more active.This article draws on research on the domestic and international about non-monetary incentive remuneration method and non-monetary incentive factors, usingof organizational behavior, human resources management and other related theories,to investigate the most typical of knowledge-intensive enterprises—future companies,choose our country of different development degree of several provinces in differentscale futures company, different gender, age, education, marital status, area, year,income status of the knowledge workers as the research object, using interviewmethods, questionnaire survey methods, literature methods to the futures companies’knowledge employee on non-monetary compensation demand degree, non-monetaryincentive status, effect of the combination of qualitative and quantitative analysis.According to the results of the study knowledge employee of futures company onnon-monetary compensation demand is high, and the different workers’ non-monetarycompensation demands also are the different; all futures companies are differentdegrees of some non-monetary incentive ways to motivate staff and obtained certainresult, but different employee specific incentive is lack, and the knowledge employeesof non-monetary incentive compensation demand and non-monetary incentivecompensation exist gaps and mismatches. During the foundation of investigation andstudy, the article proposes a good promotion of non-monetary compensation incentiveof the proposal of the futures companies.