The Research On Knowledge-based Employees’ Incentive System Optimization Of Suzhou S Company

Science and technology are the primary productive forces.More and more enterprises attach great importance to the incentive management of knowledge-based employees.In the traditional manufacturing industry,although the proportion of knowledge workers is not high,they play decisive roles in the development strategy of enterprises.At present,many problems,such as the lack of incentive,high turnover rate and low degree of satisfaction,exist in the management of knowledge-based employees in this type of enterprises.How to retain knowledge talents and constantly attract fresh blood to achieve continuous reform and innovation is a realistic problem that the enterprises must take into consideration.S Company,the research object of this paper,is a high-tech foreign-funded manufacturing enterprise with R&D centers in Chinese factories.At present,the enterprise is in the stage of building the core competitiveness in China,and it is eager to scientifically and effectively strengthen the incentive for knowledge employees,so as to realize the talent value of knowledge employees to the greatest extent.In terms of basic concepts and theories,this paper firstly sorts out domestic and foreign researches on the definition and characteristics of knowledge-based employees,and then summarizes relevant incentive theories,including content-based,process-based,behaviorbased and comprehensive incentive theories.In terms of research methods,this paper,on the basis of literature research,conducts personnel interview and questionnaire surveys,and adopts qualitative and quantitative analysis methods.Based on integrating theories with practice,this paper summarizes four main problems regarding to current knowledge-based employees’ incentive system of S company.The salary adjustment is too average and salary structure is much too fixed.The performance evaluation is one-sided and the contents of evaluation are simple.The types of rewards and punishment are limited,also incentive strength is insufficient.The company pay little attention on the professional staff training and career development channels.In view of the existing problems,and one by one,this paper analyses the reasons behind,and by connecting with the company’s environment and the enterprise culture,put forward following five aspects to improve the strategy:establish a scientific,diversified and modern compensation system,improve the perfect performance management system,upgrade the open and reasonable reward and punishment system,set up a correct training concept and develop the career planning system for knowledge-based employees,and also improve the position management system to optimize the work content incentive.In addition,this paper also proposes to strengthen the construction of enterprise organization and corporate cultural system to provide the guarantee for the incentive system optimization of knowledge-based employees.