Incentive Research Of Knowledge-based Staff Of Daqing Branch Of Mobile Communications

With the rapid development of China’s economy and economic globalization, knowledgehas become a decisive factor in economic and social development, knowledge workersbecome the core competitiveness of enterprise development, determines the rise and fall ofcorporate development. How to motivate knowledge workers effectively to achieve theaccumulation of knowledge, innovation, use and value-added, to complete a reserve ofknowledge-based workers for the development of an enterprise has become a hot topic inmanagement studies. After analog cellular communication systems, digital mobilecommunication systems, the development of3G mobile communication system, more andmore obvious features show that product update rate is fast in the industry, network upgradecycle is short with strong internal and external competition in the mobile communicationsfield Daqing Branch. The rapid growth of the knowledge-intensive industry employees havedistinctive characteristics of knowledge workers.This paper uses the mobile communications Daqing division knowledge workers as theobject to do the motivate research. First, the basic theory and incentive theory of knowledgeworkers in-depth study and research clarify clearly the characteristics and the needs ofknowledge workers and the incentives affected to them. In practice, the use of questionnaires,individual interviews, tracking study ways analyzes the mobile communications DaqingBranch knowledge-based workers overall situation and their satisfaction with the currentincentive system, the company’s current salary system, welfare system, training system, careerdevelopment planning and job promotion, cultural incentives and performance management,and other aspects of the actual situation, and finds that the analysis of existing salary structureis irrational, performance management is imperfect, inadequate work incentives, trainingpertinence, lack of career planning management, cultural incentives have not been fullyrealized, and this paper also analyzes the specific causes of the problems.In the basis ofoverall framework design, from the material incentives, mental stimulation, growth incentives,performance evaluation and other aspects knowledge-based system of staff motivation andincentive system of China mobile communications Daqing Branch have been optimized, andthis paper also provide the protection for the optimization of system security, cultural security,financial security, etc.