Enterprise Knowledge Staff's Mr, Sd, Sn Dimension Analysis And Tacit Knowledge Performance Research

Enterprise’s survival and development cannot leave the enterprise resources, and the value,scarcity, difficult to imitation and irreplaceability of the enterprise resources determine theenterprise’s competitive advantage. Tacit knowledge in the enterprise knowledge has theseproperties, which can lead to sustainable competitive advantage for the companies, whichestablish its strategic position in the enterprise. Therefore, the conversion and sharing of tacitknowledge will become the important content of research and application of enterpriseknowledge management. As the core competitiveness of modern enterprise in marketcompetition, how to make the conversion, sharing of tacit knowledge produce effectiveperformance is a problem that is difficult to solve now for the business community andacademia.This research carries on the analysis from the perspective of incentives that consider tacitknowledge conversion and sharing is difficult, because the characteristics of tacit knowledge,and the executors of tacit knowledge conversion, sharing lacking motivation. The incentivemechanism based on requirement fully stimulate the enthusiasm and creativity of knowledgeworkers. Paper analyzes the demand of the tacit knowledge carrier—the knowledge staff,according to maslow’s hierarchy, which in theory can be divided into three dimensions: materialrequire, security demand and spiritual needs, and takes Delphi expert decision determine the keyindicators of knowledge staff requirements in three dimension. Knowledge staff’s careerdevelopment life cycle determines its requirements are not the same in different stage, but thedemands of knowledge employees in three dimensions exist at the same time, and they cancustomize a three dimensional demand balance according to the development of enterprises andthe requirements of individuals. the paper analyzes the demand characteristics of knowledgeworkers in different life cycle, using the analytic hierarchy process to determine the threedimensional demand balance of knowledge staff.Tacit knowledge performance is difficult to achieve, and the paper tries to find the answerfrom three aspects: needs and characteristics of the carrier of tacit knowledge, the knowledgestaff, the characteristics of tacit knowledge. We find process of tacit knowledge conversion andsharing are difficult to supervise and management, therefore, we will put the process of tacitknowledge conversion and sharing as a black box, by controlling the input and output to achievewhat we want. We control the body of knowledge transformation and sharing, knowledgeworkers in the input, through the incentive methods, and improve the enthusiasm of knowledgeworkers to transform and share tacit knowledge.Paper carries empirical study. according to the theoretical assumptions and reference data,paper completes the questionnaire design, through the questionnaire survey, using SPSS18.0software analyze and conclude that providing the impetus for the development of enterprises,knowledge management is the powerful guarantee of enterprise in the market competition,however, if knowledge management mechanism can effectively play a role, the carrier ofknowledge, knowledge workers must have the energy to improve the performance of tacitknowledge. Therefore, high efficiency of the tacit knowledge performance must be based on thepremise of appropriate incentive factors.