Optimized Study Of Incentive System For Knowledge Workers In SDLK Design Institute

Nowadays, knowledge has become the leading driving force of economic development in this era of knowledge explosion. As the carrier of knowledge in practices, knowledge-based employees, different from the ordinary employees, are equipped with high professional skills and autonomous learning ability. Their competence and application ability of knowledge jointly determine the production efficiency. In the economic globalization, the competition among enterprises actually lies in the talents with exceptional skills and high qualities. Therefore, such employees become the study and attention of all the enterprises. It has become a significant realistic problem from both theoretical and practical perspectives regarding how to inspire these employees, motivate their subjective initiative, and stimulate their creativity.SDLK Design Institute, mentioned in this paper, is a public institution of own revenue and expenditure. Founded in 1980, it was one of the earliest state-owned design institutes in Shandong Province in the reform and opening up. After over thirty years of development, SDLK has grown from a dozen of employees at the very founding to a high quality team comprised of more than 300 employees.As a public institution specialized in design and consulting services, SDLK is confronted with dual pressure, namely, fierce competitiveness and the reform of public institutions. Under such complicated conditions, it must find out an appropriate way to marketize itself. Considering the nature of the industry, high quality talents are the foundation of long-term development. In order to maintain high level competitive edges, it is necessary to ensure a complete personnel structure, stable talent resources and accumulation of core technologies. The existing traditional incentive system of public institutions has been unsatisfactory in facilitating development. SDLK has encountered such problems as loss of key employees, low efficiency, and weak competitiveness, so on, in recent years. It faces the difficulties of formulating more people-oriented incentive system and enhancing core competitiveness.This article has briefly described the definition and characteristic of knowledge-based employee first, by means of research and investigation of theoretical documents. It has also explained the related motivation theories in detail, and laid theoretical foundation of the optimization design of motivation theories mentioned in this article. Then it introduces and analyzes the status quo that how SDLK designing institute motivate its knowledge-based employees. By carrying out questionnaire survey, analyzes the existing problems of the company, as well as the reasons behind the problems. Combining with the theory, it has integrally designed a set of optimization program that fits for the motivation of knowledge-based employees of the above-mentioned institute, from the aspects of organization, team and individual.The paper aims to carry out a preliminary analysis of the knowledge-based employees in SDLK, and optimize the overall incentive system, in consideration of the current policy environment and market development demand, so as to achieve practical effects.