本文選題：初創(chuàng)期 + 高新技術(shù)企業(yè)　； 參考：《北京交通大學(xué)》2017年碩士論文

【摘要】：隨著科學(xué)技術(shù)的進步和知識經(jīng)濟的持續(xù)的深化,知識型工作已經(jīng)是目前經(jīng)濟時代主要的價值創(chuàng)造形式之一,企業(yè)管理中的新的重心也已經(jīng)開始逐漸的轉(zhuǎn)向知識管理,是否能有效的合理的開發(fā)人力資本將會對企業(yè)的持續(xù)性發(fā)展起到越來越重要的意義。企業(yè)的知識型員工已經(jīng)成為企業(yè)之間的競爭、價值創(chuàng)造、合理配置資源等目標(biāo)實現(xiàn)最終所依靠的核心的載體。對于高新技術(shù)企業(yè)而言更是如此,尤其是對于創(chuàng)業(yè)初期的高新技術(shù)企業(yè),能否對知識型員工進行有效激勵將直接決定著企業(yè)能否生存下去。本文在知識經(jīng)濟不斷發(fā)展和深化的背景對CW初創(chuàng)期高新技術(shù)企業(yè)知識型員工激勵問題進行研究,并利用馬斯洛層次需求理論、雙因素理論、期望理論進行分析,為CW初創(chuàng)期高新技術(shù)企業(yè)知識型員工的在激勵過程中所存在的問題進行分析并提出解決方案和思路,并希望能夠為初創(chuàng)期高新技術(shù)企業(yè)知識型員工的有效激勵提供借鑒意見。本文通過對CW公司作為初創(chuàng)期高新技術(shù)企業(yè)的知識型員工的激勵問題研究發(fā)現(xiàn):(1)CW公司作為初創(chuàng)期高新技術(shù)企業(yè)即具有初創(chuàng)期企業(yè)資源有限性和高新技術(shù)企業(yè)創(chuàng)造性的特點,同時知識型員工又具有知識性、創(chuàng)造性、高度自主性的特性,因此在對知識型員工激勵時必須重視初創(chuàng)期高新技術(shù)企業(yè)與知識型員工特殊性的結(jié)合。(2)CW公司在以薪酬對知識型員工的激勵時,要將知識型員工的價值創(chuàng)造過程納入薪酬體系當(dāng)中,充分考慮知識價值轉(zhuǎn)化為最終成果的價值創(chuàng)造過程中所帶來的隱形價值增值。(3)CW作為初創(chuàng)期高新技術(shù)企業(yè)在進行崗位配置以及工作豐富及擴大化時要與知識型員工的自我發(fā)展需求相結(jié)合。根據(jù)員工能力和意愿進行工作內(nèi)容安排,在考慮到初創(chuàng)期人力資源配置有限性的同時也要考慮到知識型員工對自我成長的需求,有效的進行工作內(nèi)容安排緩解人力資源有限性所帶來的人員配置問題。(4)CW初創(chuàng)期高新技術(shù)企業(yè)在對知識型員工工作自主性激勵設(shè)計上,既要結(jié)合知識型員工本身素質(zhì)及能力特點進行授權(quán)提高工作自主性又要考慮到與知識型員工的自我發(fā)展與自我實現(xiàn)相互結(jié)合。他們在工作上所帶來的成就感以及所體現(xiàn)的企業(yè)對自身的信任,對他們工作能起到很有效的激勵作用。
[Abstract]:With the progress of science and technology and the continuous deepening of knowledge economy, knowledge-based work has become one of the main forms of value creation in the present economic era, and the new focus of enterprise management has gradually turned to knowledge management. Whether the development of human capital can be effective and reasonable will play an increasingly important role in the sustainable development of enterprises. Knowledge workers have become the core carrier of competition, value creation and rational allocation of resources among enterprises. This is especially true for high-tech enterprises, especially for high-tech enterprises in the initial stage, whether they can effectively motivate knowledge workers will directly determine the survival of enterprises. In the background of the continuous development and deepening of knowledge economy, this paper studies the incentive problem of knowledge workers in the initial stage of CW high-tech enterprises, and analyzes it by using Maslow's hierarchy demand theory, two-factor theory and expectation theory. This paper analyzes the problems existing in the incentive process of the knowledge workers in the beginning period of the CW high-tech enterprises, and puts forward the solutions and ideas, and hopes to provide reference suggestions for the effective motivation of the knowledge workers of the high-tech enterprises at the beginning of the CW period. Through the research on the motivation of the knowledge workers of the CW Company as a start-up high-tech enterprise, it is found that: (1) the CW company, as a start-up high-tech enterprise, has the characteristics of limited resources and the creativity of the high-tech enterprise. At the same time, knowledge workers also have the characteristics of knowledge, creativity and high autonomy. Therefore, we must pay attention to the combination of the particularity of high-tech enterprises and knowledge workers in the initial period when motivating the knowledge workers. (2) when the CW company motivates the knowledge workers with salary, it is necessary to pay more attention to the combination of the characteristics of the high-tech enterprises and the knowledge workers. To incorporate the value creation process of knowledge workers into the compensation system, Fully consider the hidden value added in the process of transforming knowledge value into the final result. (3) CW, as a start-up high-tech enterprise, should cooperate with the knowledge workers in the process of job allocation, job enrichment and expansion. A combination of self-development needs. According to the ability and willingness of the staff to arrange the work, the limited allocation of human resources in the initial period should be taken into account as well as the needs of the knowledge workers for self-growth. Effective work content arrangements to alleviate the limited human resources brought about by the staffing problem. (4) the CW start-up high-tech enterprises in the knowledge workers work autonomy incentive design, It is necessary to combine the characteristics of knowledge workers' own quality and ability to improve the autonomy of work and to combine with the self-development and self-realization of knowledge workers. The sense of achievement they bring at work and the company's trust in themselves can provide an effective incentive to their work.
【學(xué)位授予單位】：北京交通大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

【參考文獻】

相關(guān)期刊論文 前10條

1 穆欣;譚伶伶;;新生代知識型員工心理契約對工作績效影響的管理研究[J];經(jīng)營管理者;2014年06期

2 廖書書;;企業(yè)發(fā)展中戰(zhàn)略性績效管理和員工激勵的意義及相關(guān)建議[J];現(xiàn)代商業(yè);2013年29期

3 何月;;德魯克知識工作者自我管理之“行”[J];經(jīng)營管理者;2011年01期

4 唐源;馮文全;;論現(xiàn)代企業(yè)知識型人才的管理[J];管理現(xiàn)代化;2010年06期

5 張建民;;國內(nèi)知識型員工激勵研究:現(xiàn)狀及展望[J];云南財經(jīng)大學(xué)學(xué)報;2009年05期

6 王富祥;;工作特征對組織公民行為的影響分析[J];科學(xué)與管理;2006年06期

7 尹艷冰;趙濤;羅鋼強;;企業(yè)科技創(chuàng)新人才的培養(yǎng)與激勵[J];科技管理研究;2006年11期

8 楊文彩;易樹平;張曉冬;楊沅釗;;知識工作者工作效率影響因素及其作用機理分析[J];重慶大學(xué)學(xué)報(自然科學(xué)版);2006年07期

9 文魁,吳冬梅;異質(zhì)人才的異常激勵——北京市高科技企業(yè)人才激勵機制調(diào)研報告[J];管理世界;2003年10期

10 劉冬瑩;知識分子職業(yè)滿意度與心身健康的相關(guān)研究[J];健康心理學(xué)雜志;2003年04期

相關(guān)碩士學(xué)位論文 前2條

1 楊華;高新技術(shù)企業(yè)R&D團隊的激勵模式研究[D];武漢科技大學(xué);2007年

2 李玉霞;高新技術(shù)企業(yè)人才激勵機制研究[D];長安大學(xué);2006年

，

本文編號：2102842