Research On Optimization Of Incentive Mechanism For Knowledge Workers In Company C

With the continuous establishment of modern economic system and the continuous development of knowledge economy,knowledge has become an important force to promote the development of enterprises.In the era of knowledge economy,enterprises are facing severe challenges.Knowledge is replacing capital and becoming the core resource of enterprises.As the creator and owner of knowledge,knowledge workers are increasingly replacing capital as the most important factor of production.Guided by the basic theories of modern management and human resource management,this paper takes the motivation of knowledge-based employees in enterprise C as the research object.On the basis of defining and analyzing the characteristics of knowledge-based employees in enterprise C,according to the motivation factors in the theory of two factors,combined with the actual situation of enterprise C,it deeply analyzes the motivation mechanism of knowledge-based employees in enterprise C,as well as the motivation that affects the work enthusiasm Incentive factors provide basis for management improvement of enterprise C.On the basis of previous studies on incentive factors,the questionnaire is designed from four aspects:salary and welfare,corporate culture,personal growth and team building.On this basis,it is divided into 14 secondary indicators and 40 tertiary indicators.Using the method of hierarchical classification,the subjects were divided into technicians and managers,and the questionnaire data were collected and analyzed.Combined with the overall data analysis of the questionnaire,the importance index and satisfaction index of the technicians are lower than that of the managers,among which the technicians(3.721)is lower than that of the average importance index of the managers(4.247),and the technicians(3.160)is also lower than that of the average satisfaction index of the managers(3.452).Through the comparative analysis of the importance and satisfaction of knowledge-based employees in enterprise C,it is found that the secondary indicators of high importance but low satisfaction of technical personnel include salary,training and learning,work itself and career planning.For managers,secondary indicators of high importance but low satisfaction include work itself,training and learning,promotion opportunities,career planning and working atmosphere.These factors are important but not satisfactory.They have a great impact on the work enthusiasm of technical personnel and management personnel,which is the practical problem to be solved in the letter of enterprise C,and also the basis of the sustainable development of the enterprise.Based on the analysis of the questionnaire data of knowledge workers in enterprise C,the paper puts forward the countermeasures to improve the incentive mechanism of technicians and managers.The countermeasures to improve the quality of technical personnel are:(1)carry out targeted training and improve professional skills;(2)attach importance to non-material incentives and improve participatory management;(3)improve career development channels and promote the internal rotation system;(4)improve the salary and welfare assessment system.The countermeasures to improve the quality of management personnel are:(1)to establish a training course system and improve management skills;(2)to improve the agent system of management personnel and authorize them in time;(3)to strengthen the management of promotion qualification assessment and form the mechanism of being able to go up and down;(4)to improve the career development path of management personnel;(5)to grasp the scale of trust and supervision and create a good working atmosphere.