本文選題：知識(shí)員工 + 吸引�。� 參考：《華東理工大學(xué)》2015年碩士論文

【摘要】：知識(shí)員工是推動(dòng)經(jīng)濟(jì)和社會(huì)發(fā)展的重要源泉。據(jù)國外學(xué)者測算,20世紀(jì)初的西方發(fā)達(dá)國家,知識(shí)資源和人力資本對(duì)經(jīng)濟(jì)增長的貢獻(xiàn)率為5%～20%。到20世紀(jì)末,該貢獻(xiàn)率已經(jīng)躍升為60%～80%。預(yù)計(jì)在新世紀(jì)里,隨著高科技的迅猛發(fā)展和信息高速公路的開通,上述貢獻(xiàn)率將高達(dá)90%。作為社會(huì)經(jīng)濟(jì)的組成細(xì)胞—企業(yè),對(duì)知識(shí)員工的管理就成為了企業(yè)成敗的關(guān)鍵因素。 知識(shí)員工是知識(shí)經(jīng)濟(jì)的核心,他們?cè)谝灾R(shí)型經(jīng)濟(jì)為主的企業(yè)中起到?jīng)Q定性的作用,將直接影響企業(yè)是否能夠健康發(fā)展,甚至可以決定企業(yè)的存亡。知識(shí)員工存在多樣性,除技術(shù)專業(yè)人才外,還有管理、市場營銷人才等等。本文主要根據(jù)D公司目前人力資源管理的實(shí)際狀況以及對(duì)知識(shí)員工的需求,通過分析目前公司吸引和保留知識(shí)員工方面存在的問題或亟需完善的方面,依據(jù)國內(nèi)外關(guān)于激勵(lì)和開發(fā)知識(shí)員工的相關(guān)理論和實(shí)踐提出了符合公司發(fā)展戰(zhàn)略的吸引和保留知識(shí)員工的對(duì)策和建議。研究范圍主要包括如何提高知識(shí)員工的招募和甄選效率、如何為公司長期持續(xù)發(fā)展培訓(xùn)和開發(fā)知識(shí)員工、建立有競爭優(yōu)勢(shì)的薪酬福利體系以及公平高效的績效管理系統(tǒng)等方面。
[Abstract]:Knowledge staff is an important source of economic and social development. According to foreign scholars' estimates, the contribution rate of knowledge resources and human capital to economic growth in the western developed countries in the early 20th century is 5%. By the end of the 20th century, the contribution rate had jumped to 60. In the new century, with the rapid development of high technology and the opening of the information highway, the contribution rate will be as high as 90. As a cell of social economy, the management of knowledge workers becomes the key factor of success or failure of enterprises. Knowledge workers are the core of knowledge economy. They play a decisive role in the enterprises with knowledge-based economy, which will directly affect whether the enterprise can develop healthily, and even determine the survival of the enterprise. Knowledge staff diversity, in addition to technical professionals, but also management, marketing and so on. According to the actual situation of human resource management and the demand for knowledge staff in company D, this paper analyzes the problems existing in attracting and retaining knowledge staff or the aspects that need to be improved. According to the theory and practice of motivating and developing knowledge employees at home and abroad, this paper puts forward some countermeasures and suggestions to attract and retain knowledge employees in line with the development strategy of the company. The research scope mainly includes how to improve the efficiency of recruitment and selection of knowledge staff, how to train and develop knowledge staff for a long time, how to set up competitive advantage salary and welfare system and fair and efficient performance management system and so on.
【學(xué)位授予單位】：華東理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92

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本文編號(hào)：2099560