本文選題：科研機(jī)構(gòu) + 知識(shí)型員工　； 參考：《中國(guó)海洋大學(xué)》2014年碩士論文

【摘要】：隨著市場(chǎng)競(jìng)爭(zhēng)環(huán)境的不斷完善，知識(shí)要素在企業(yè)中的戰(zhàn)略地位逐步得到凸顯，已經(jīng)成為企業(yè)核心競(jìng)爭(zhēng)力的重要構(gòu)成要素。作為知識(shí)要素的重要載體，知識(shí)型員工的激勵(lì)和管理成為了企業(yè)技術(shù)創(chuàng)新和價(jià)值增值的核心環(huán)節(jié)。能否有效的激勵(lì)知識(shí)型員工，建立與企業(yè)發(fā)展戰(zhàn)略相匹配的激勵(lì)體系，將直接影響到企業(yè)未來(lái)核心競(jìng)爭(zhēng)力的培育。 本文主要采用文獻(xiàn)研究、問(wèn)卷調(diào)查、案例分析等研究方法，在梳理國(guó)內(nèi)外激勵(lì)相關(guān)研究理論的同時(shí)，總結(jié)了知識(shí)型員工的概念、特點(diǎn)和需求，從各個(gè)角度展開(kāi)對(duì)知識(shí)型員工激勵(lì)方式和相關(guān)成效的探討。在理論分析的基礎(chǔ)上，選取A科研機(jī)構(gòu)為代表，通過(guò)設(shè)計(jì)相應(yīng)的調(diào)查問(wèn)卷，分析該科研機(jī)構(gòu)在激勵(lì)知識(shí)型員工方面的主要措施以及面臨的激勵(lì)局限，最后結(jié)合該機(jī)構(gòu)的實(shí)際情況，提出知識(shí)型員工激勵(lì)的優(yōu)化設(shè)計(jì)方案及實(shí)施保障措施。 A科研機(jī)構(gòu)是專門從事生物能源與過(guò)程領(lǐng)域科技創(chuàng)新研究的科研機(jī)構(gòu)，知識(shí)型員工是機(jī)構(gòu)中員工隊(duì)伍的主力軍。該機(jī)構(gòu)目前已經(jīng)初步形成一系列激勵(lì)措施，但是通過(guò)對(duì)激勵(lì)因素的調(diào)查問(wèn)卷分析，發(fā)現(xiàn)在知識(shí)型員工激勵(lì)方面仍然存在著一些問(wèn)題，如薪酬福利不合理、忽視職業(yè)發(fā)展需要、缺乏文化建設(shè)等等。探究其存在的不足及原因，并結(jié)合員工需求和機(jī)構(gòu)的實(shí)際情況，按照不同激勵(lì)時(shí)期分別對(duì)A科研機(jī)構(gòu)的激勵(lì)方案進(jìn)行了優(yōu)化設(shè)計(jì)，具體包括短期激勵(lì)方案中建立合理的薪酬體系、實(shí)行彈性福利計(jì)劃、進(jìn)行合理的工作設(shè)置，中期激勵(lì)方案中健全員工職業(yè)發(fā)展管理、完善員工學(xué)習(xí)培訓(xùn)體系、構(gòu)建創(chuàng)新共享組織文化，長(zhǎng)期激勵(lì)方案中采用股權(quán)延期分享計(jì)劃、營(yíng)造適宜的工作環(huán)境、傳播溝通和諧的組織文化。最后，為了實(shí)現(xiàn)激勵(lì)方案的有效執(zhí)行，提出相關(guān)的保障措施。 本文結(jié)合對(duì)A科研機(jī)構(gòu)知識(shí)型員工的激勵(lì)調(diào)查分析，提出相應(yīng)的激勵(lì)優(yōu)化方案與實(shí)施保障，，借此提升該機(jī)構(gòu)知識(shí)型員工的工作積極主動(dòng)性，期望能夠?yàn)闄C(jī)構(gòu)人力資源管理提供一定的戰(zhàn)略支持與促進(jìn)作用。除此之外，鑒于許多科研機(jī)構(gòu)具有的一定管理相通性，且知識(shí)型員工本身也存在著一些共同的特性，所以本文設(shè)計(jì)的激勵(lì)優(yōu)化方案可以為相同類型的其他機(jī)構(gòu)提供一定的經(jīng)驗(yàn)借鑒和參考價(jià)值。
[Abstract]:With the continuous improvement of market competition environment, the strategic position of knowledge elements in enterprises has gradually been highlighted, has become an important component of the core competitiveness of enterprises. As an important carrier of knowledge elements, the motivation and management of knowledge workers have become the core link of technological innovation and value added. Whether we can effectively motivate knowledge workers and establish an incentive system that matches the development strategy of an enterprise will directly affect the cultivation of the core competitiveness of an enterprise in the future. This article mainly uses the literature research, the questionnaire survey, the case analysis and so on research method, combs the domestic and foreign incentive related research theory, summarizes the knowledge worker's concept, the characteristic and the demand, This paper discusses the motivation methods and related effects of knowledge workers from various angles. On the basis of theoretical analysis, select A scientific research institution as the representative, through designing the corresponding questionnaire, analyze the main measures and incentive limitations faced by the scientific research institution in motivating knowledge workers. Finally, according to the actual situation of the organization, the optimal design scheme of knowledge-based staff incentive and the implementation of safeguard measures are put forward. A scientific research institution is specialized in the field of bioenergy and process science and technology innovation research institutions, knowledge workers are the main force of the staff in the organization. At present, this institution has formed a series of incentive measures, but through the questionnaire analysis of incentive factors, it is found that there are still some problems in the motivation of knowledge workers, such as unreasonable salary and welfare, neglecting the need of career development. Lack of cultural construction and so on. This paper probes into its shortcomings and reasons, and combines with the needs of employees and the actual situation of the organization, carries on the optimization design of the incentive scheme of A scientific research institution according to the different incentive periods, Including the establishment of a reasonable salary system in the short-term incentive scheme, the implementation of a flexible welfare plan, the implementation of a reasonable job setup, the improvement of staff career development management in the medium-term incentive scheme, and the improvement of the staff learning and training system. In order to create a suitable working environment and spread the organizational culture of harmonious communication, we should construct innovative and shared organizational culture, adopt the stock right deferred sharing plan in the long-term incentive scheme. Finally, in order to achieve the effective implementation of incentive programs, put forward the relevant safeguards. Based on the investigation and analysis of the motivation of knowledge workers in A scientific research institution, this paper puts forward the corresponding incentive optimization scheme and implementation guarantee, so as to promote the active and active work of the knowledge workers in this institution. It is expected to provide strategic support and promotion for human resources management. In addition, in view of the fact that many scientific research institutions have a certain degree of commonality in management, and the knowledge workers themselves have some common characteristics, Therefore, the incentive optimization scheme designed in this paper can provide some experience and reference value for other organizations of the same type.
【學(xué)位授予單位】：中國(guó)海洋大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：G311;F272.92

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