Research On Non-monetary Compensation Incentive Of Knowledge Workers In A Company

Since China’s accession to the WTO in 2001,China’s automobile manufacturing industry has begun to usher in a golden period of development.It has become the world’s largest automobile production country and the largest new car market for 10 consecutive years,and a new economic growth point of China.The automobile manufacturing industry is a highly technology-intensive industry.knowledge-based employees such as technical talents,managerial talents and top-notch talents,to a large extent,determine the innovation and competitiveness of enterprises,and are "hot cakes" in the market,enterprises need to adopt effective incentive strategies,especially non monetary salary incentive strategies to attract and retain knowledge workers.Based on the case of independent brand a automobile company,this paper analyzes the characteristics of knowledge-based employees and the current incentive situation of the company,and finds that the current incentive system of the company is obviously inadequate in non monetary salary incentive,especially in the work environment and personal promotion,resulting in low enthusiasm for work,high turnover rate and other problems.According to the reality of a company,this paper analyzes the shortcomings of non monetary salary incentive,and puts forward some targeted improvement suggestions,aiming to provide ideas for a company to better manage knowledge workers,help the development of the enterprise,and also bring thinking to other vehicle enterprises in China.On the basis of incentive theory,this paper makes an empirical study by visiting and investigating.First,it expounds the basic situation of company a and knowledge-based employees,and then analyzes the results of the empirical investigation.Then,it comes to the specific problems existing in non monetary compensation incentive,the causes behind it and the adverse consequences caused by the lack of incentive.It puts forward the importance and necessity of non monetary compensation incentive After that,the paper makes a deep analysis of the specific needs of a company’s knowledge-based employees’ non monetary salary incentive,and finally puts forward some targeted suggestions from the implementation principles,improvement measures,implementation guarantee of optimized design,etc.This paper holds that knowledge workers are the guarantee of a company’s stable development,from the five aspects of work,organization,emotion,corporate culture and personal growth,optimizing the non monetary salary incentive of knowledge workers can effectively improve their work enthusiasm and realize the positive interaction between enterprises and employees.The research significance of this paper is as follows:in China,the research on non monetary salary incentive is relatively late,and there is no unified opinion on its concept,connotation and classification standards,while the research on non monetary salary incentive for knowledge workers is less.This paper summarizes the concept and connotation of non monetary compensation,systematically summarizes the content and methods of non monetary compensation incentive,expounds and analyzes the non monetary compensation incentive from the theoretical aspect,proves its feasibility,and then probes into the suitable non monetary compensation incentive mode by finding and discovering the specific problems existing in the current incentive of knowledge-based employees of company A,it can not only improve employee performance,break through the bottleneck of enterprise management,but also enrich the domestic research in this area.