Research On The Innovation Of Human Resource Management In Knowledge Based Enterprises In China

Knowledge-based enterprises is a necessary condition and the inevitable trend of modern economic environment for enterprise development, and knowledge level of the enterprise is related to a business in the future survival and development, is in a leading position in the competition or be eliminated by the times. Today, the role of human resources in the knowledge of the enterprise is not limited to the selection of personnel, they tend to have a staff of career planning, organizing its future development path and adjust its attitude to help in its work on the skills of employees training visits, so that every employee in the most appropriate position to play to their maximum benefit.This paper is divided into five chapters:The first chapter describes the background, theoretical and practical significance of the topic, research status, research methods and architecture. The second chapter I define with knowledge-based enterprises and knowledge-based enterprise human resources are described, and description of self-development and self-initiative have a breakthrough of knowledge-based enterprise human resources to achieve mental inventions, unique personality traits, high staff mobility this is a trait. The third chapter of the knowledge-based human resource management features are analyzed and pointed out that our knowledge-based human resource management in the presence of the current lack of systematic management, inadequate investment in human resources management, HR function is reduced, for incentive and restraint mechanisms do not attach importance to human resources management and other scientific issues, human resources management and forecasting future trends.The fourth chapter discusses the theoretical innovation, mechanism innovation and practical innovation of human resource management in our country from three aspects, requires human resources in the "people’s return", "globalization and integration", "scientific" and in-depth analysis of these points, in order to carry out theoretical innovation,then it analyzes the talent mechanism, restraint mechanism, competition mechanism and incentive mechanism.Finally, from the personnel training, performance management, human resources maintenance and maintenance, management methods and so on, the innovation of human resource management practice is analyzed.The last chapter is the conclusion of the thsis.Knowledge-based enterprises to change the past, "iron rice bowl" of remuneration, based on their intelligent quality of the staff, the results of the work, work attitude, in which a flexible position to formulate their pay, who are willing to innovate, the courage to create value for the company’s staff to give the highest awards, this multi-index performance appraisal system flexibility in human resources management remuneration. In addition to wages reflect material reward, human resources but also for spiritual rewards employees based on performance, the manner Certificate of recognition and affirmation of employees to work, and thus set an example within the enterprise, or giving employees more management authority, so that employees feel they have been recognized by enterprises, leaders attach importance to and actively create more value for the enterprise. Policy and management innovation of human resources essential to the development of enterprises, this paper hope that through the mechanism innovation and management innovation of human resource management to change the existing traditional management, fully stimulate the human potential to achieve maximum integration of personnel needs and business development.