CW初创期高新技术企业知识型员工激励问题研究

发布时间：2018-07-06 12:50

本文选题：初创期 + 高新技术企业　；参考：《北京交通大学》2017年硕士论文

【摘要】：随着科学技术的进步和知识经济的持续的深化,知识型工作已经是目前经济时代主要的价值创造形式之一,企业管理中的新的重心也已经开始逐渐的转向知识管理,是否能有效的合理的开发人力资本将会对企业的持续性发展起到越来越重要的意义。企业的知识型员工已经成为企业之间的竞争、价值创造、合理配置资源等目标实现最终所依靠的核心的载体。对于高新技术企业而言更是如此,尤其是对于创业初期的高新技术企业,能否对知识型员工进行有效激励将直接决定着企业能否生存下去。本文在知识经济不断发展和深化的背景对CW初创期高新技术企业知识型员工激励问题进行研究,并利用马斯洛层次需求理论、双因素理论、期望理论进行分析,为CW初创期高新技术企业知识型员工的在激励过程中所存在的问题进行分析并提出解决方案和思路,并希望能够为初创期高新技术企业知识型员工的有效激励提供借鉴意见。本文通过对CW公司作为初创期高新技术企业的知识型员工的激励问题研究发现:(1)CW公司作为初创期高新技术企业即具有初创期企业资源有限性和高新技术企业创造性的特点,同时知识型员工又具有知识性、创造性、高度自主性的特性,因此在对知识型员工激励时必须重视初创期高新技术企业与知识型员工特殊性的结合。(2)CW公司在以薪酬对知识型员工的激励时,要将知识型员工的价值创造过程纳入薪酬体系当中,充分考虑知识价值转化为最终成果的价值创造过程中所带来的隐形价值增值。(3)CW作为初创期高新技术企业在进行岗位配置以及工作丰富及扩大化时要与知识型员工的自我发展需求相结合。根据员工能力和意愿进行工作内容安排,在考虑到初创期人力资源配置有限性的同时也要考虑到知识型员工对自我成长的需求,有效的进行工作内容安排缓解人力资源有限性所带来的人员配置问题。(4)CW初创期高新技术企业在对知识型员工工作自主性激励设计上,既要结合知识型员工本身素质及能力特点进行授权提高工作自主性又要考虑到与知识型员工的自我发展与自我实现相互结合。他们在工作上所带来的成就感以及所体现的企业对自身的信任,对他们工作能起到很有效的激励作用。
[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.
【学位授予单位】：北京交通大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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