| Xinjiang Concentric Engineering Management Consulting Co.,Ltd.(hereinafter referred to as concentric company)was established in 2011,the enterprise mainly relies on the intellectual work of knowledge-based employees,engaged in engineering consulting services,after years of rapid development,since 2019,there has been a lack of motivation among the company’s knowledge-based employees,such as passivity,pseudo-diligence and formalism,and the departure,job-hopping and slacking of the knowledge-based employees,the current incentive measures for knowledge-based staff,incentive effect is not good,incentive dynamics is not enough,incentive results are not obvious.How to ensure the stability of knowledge-based staff,knowledge-based staff to solve the lack of motivation,unwillingness to assume,lack of innovation and other issues become an urgent business,knowledge-based staff motivation is particularly important.Through the study on the optimization of incentive measures for knowledge-based employees in this enterprise,we hope to give some reference to the same type of enterprise knowledge-based employees.Based on the research results and theories of motivation by domestic and foreign scholars,this thesis selects the knowledge-based employees of the same-core company as the research object,and comprehensively grasps the basic situation of the enterprise,we conducted in-depth interviews with management and representatives of Knowledge Workers,designed a questionnaire on satisfaction related to incentive measures,and conducted a survey on 69 knowledge workers in the company,this thesis analyzes the deficiencies and causes of the present incentive measures of the company,optimizes the incentive measures in the light of the deficiencies found,and establishes the guarantee system for ensuring the implementation of the optimized measures,at last,three managerial inspirations on motivation of knowledge-based staff are obtained.This article through the research summary,it is found that there are some problems in the incentive measures for knowledge workers in the same core company,such as unscientific incentive system,unreasonable salary and welfare,imperfect assessment system,unsatisfactory training results,blocked promotion channels,lack of long-term incentive measures,etc.,the causes of these problems are that the incentive measures are not in place,the value of work in the distribution of insufficient,lagging management ideas,enterprises and knowledge-based staff lack of communication.According to the problem and reason analysis,the thesis puts forward some optimization measures,such as optimizing the structure of distribution system,optimizing the content and distribution of work,increasing the negative incentive measures,optimizing the structure of salary incentive,perfecting the performance appraisal system,supplementing and optimizing the basic welfare,introducing the optional welfare plan,perfecting the training evaluation mechanism,classifying and optimizing the training content,strengthening the internal communication training,making the Career Development Plan,unblocking the internal promotion channel,establishing the long-term incentive mechanism,etc.,and has established the strategy,the system,the culture three aspects safeguard measures.The thesis concludes that the motivation of knowledge workers should be considered in the aspect of strategic human resource management,paying more attention to the needs of employees and organizations to grow together,and paying more attention to the implementation of the system,pay more attention to the fairness of the system implementation process,help employees to establish a career plan in line with the development of the enterprise,and involve knowledge-based employees in the decision-making of the enterprise,build a long-term effective incentive measures for knowledge-based staff in line with the reality of the enterprise. |
