本文選題：知識型員工 + 激勵策略��； 參考：《昆明理工大學(xué)》2014年碩士論文

【摘要】：在當(dāng)前知識經(jīng)濟的時代背景下,由于知識型員工掌握著比較先進的技術(shù)能力和文化知識,可以為企業(yè)的生產(chǎn)經(jīng)營帶來顯著的貢獻,知識型員工通過對于自身掌握知識和技能的利用,不斷創(chuàng)新,實現(xiàn)價值,成為企業(yè)獲得市場核心競爭力的關(guān)鍵所在；對知識型員工進行的激勵已經(jīng)受到各行業(yè)企業(yè)家以管理學(xué)、心理學(xué)領(lǐng)域?qū)＜液蛯W(xué)者的集中關(guān)注。 文章首先在闡述了論文的研究背景與意義、思路和方法、研究內(nèi)容等,對文獻進行整理和綜述；然后對知識型員工的概念做出相關(guān)界定,介紹經(jīng)典的激勵理論以及有關(guān)知識型員工的激勵原理和理論,同時闡述高科技人才重要作用的理論。 接下來文章主要是開展對KM企業(yè)知識型員工的激勵現(xiàn)狀及問題分析,從闡述KM企業(yè)概況、知識型員工概況著手,結(jié)合訪談結(jié)果分析以及知識型員工滿意度調(diào)查問卷的結(jié)果分析KM企業(yè)知識型員工激勵現(xiàn)狀及問題,最后分析KM企業(yè)知識型員工激勵問題的原因。 最后在提出KM企業(yè)知識型員工激勵提升原則的基礎(chǔ)上,從薪酬、個人發(fā)展空間、企業(yè)工作本身以及企業(yè)工作環(huán)境四個方面分別給出了KM企業(yè)知識型員工激勵提升的具體策略。薪酬方面的建議主要是基于薪酬結(jié)構(gòu)體系、市場競爭力、績效三個角度提出的；個人發(fā)展空間方面的建議主要是基于培訓(xùn)體系、晉升制度體系、職業(yè)認識以及職業(yè)信息四個角度提出的；企業(yè)工作自身方面的建議主要是基于崗位匹配性、工作挑戰(zhàn)性、工作自主性三個角度提出的；企業(yè)工作環(huán)境方面的建議主要是分為內(nèi)在環(huán)境和外在環(huán)境兩個部分進行分析的。
[Abstract]:Under the background of the current knowledge economy era, because the knowledge workers have more advanced technical ability and cultural knowledge, they can make remarkable contributions to the production and management of enterprises.Knowledge workers through their knowledge and skills to grasp the use of continuous innovation to achieve value, become the key to the core competitiveness of the market.The focus of experts and scholars in the field of psychology.Firstly, the paper expounds the research background and significance, ideas and methods, research content and so on, then makes a related definition to the concept of knowledge worker.This paper introduces the classical incentive theory, the motivation principle and theory of knowledge workers, and expounds the important function theory of high-tech talents at the same time.Next, the article is mainly to carry out the incentive status and problem analysis of km enterprise knowledge workers, from the elaboration of km enterprise general situation, knowledge employee profile,Based on the analysis of interview results and the results of knowledge employee satisfaction questionnaire, this paper analyzes the current situation and problems of km enterprise knowledge employee motivation, and finally analyzes the reasons of km enterprise knowledge employee incentive problem.Finally, on the basis of the principle of motivation and promotion of km enterprise knowledge workers, the specific strategies of km enterprise knowledge staff motivation and promotion are given from four aspects: salary, personal development space, enterprise work itself and enterprise working environment.Compensation proposals are mainly based on salary structure system, market competitiveness, performance; personal development space is mainly based on the training system, promotion system system,The suggestions are based on job matching, job challenge and job autonomy.The suggestion of working environment is divided into two parts: internal environment and external environment.
【學(xué)位授予單位】：昆明理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F426.92;F272.92;F272

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本文編號：1732594