【作者】 陈萌；

【导师】 苏慧文；

【作者基本信息】 中国海洋大学 ， 工商管理（专业学位）， 2014， 硕士

【摘要】 随着市场竞争环境的不断完善，知识要素在企业中的战略地位逐步得到凸显，已经成为企业核心竞争力的重要构成要素。作为知识要素的重要载体，知识型员工的激励和管理成为了企业技术创新和价值增值的核心环节。能否有效的激励知识型员工，建立与企业发展战略相匹配的激励体系，将直接影响到企业未来核心竞争力的培育。本文主要采用文献研究、问卷调查、案例分析等研究方法，在梳理国内外激励相关研究理论的同时，总结了知识型员工的概念、特点和需求，从各个角度展开对知识型员工激励方式和相关成效的探讨。在理论分析的基础上，选取A科研机构为代表，通过设计相应的调查问卷，分析该科研机构在激励知识型员工方面的主要措施以及面临的激励局限，最后结合该机构的实际情况，提出知识型员工激励的优化设计方案及实施保障措施。A科研机构是专门从事生物能源与过程领域科技创新研究的科研机构，知识型员工是机构中员工队伍的主力军。该机构目前已经初步形成一系列激励措施，但是通过对激励因素的调查问卷分析，发现在知识型员工激励方面仍然存在着一些问题，如薪酬福利不合理、忽视职业发展需要、缺乏文化建设等等。探究其存在的不足及原因，并结合员工需求和机构的实际情况，按照不同激励时期分别对A科研机构的激励方案进行了优化设计，具体包括短期激励方案中建立合理的薪酬体系、实行弹性福利计划、进行合理的工作设置，中期激励方案中健全员工职业发展管理、完善员工学习培训体系、构建创新共享组织文化，长期激励方案中采用股权延期分享计划、营造适宜的工作环境、传播沟通和谐的组织文化。最后，为了实现激励方案的有效执行，提出相关的保障措施。本文结合对A科研机构知识型员工的激励调查分析，提出相应的激励优化方案与实施保障，借此提升该机构知识型员工的工作积极主动性，期望能够为机构人力资源管理提供一定的战略支持与促进作用。除此之外，鉴于许多科研机构具有的一定管理相通性，且知识型员工本身也存在着一些共同的特性，所以本文设计的激励优化方案可以为相同类型的其他机构提供一定的经验借鉴和参考价值。更多还原

【Abstract】 With the improving of market competition environment, knowledge becomesmore and more prominent in the modern companies. It gradually turns into theimportant factor of core competitiveness. As an important carrier of knowledgeelements, the incentive and management of the knowledge-based employees is alsobecoming the important part of every company. They are the key power of corecompetitiveness in the development of every company. So how to motivate theknowledge-based employees efficiently and establish the suitable incentive systeminfluences the core competitiveness of enterprises.The thesis mainly uses document research, questionnaire survey and caseanalysis to summaize the concept, feature and requirement of knowledge-basedemployees. Meanwhile it reviews the classic managing encouragement theory,systematically clears up the achievements of employees encouragement at home andabroad. Then use the A institution employees as the basic objects to analyse thecurrent situations and diagnose the reasons. Last combine the actual conditions topropose the specific design proposals and supporting measures.A institution is specially engaged in biological energy and process fieldinnovation research. The knowledge-based employees are the main force. At present ithas already built a series of incentive measures. However it still has some problems inincentive system knowing from the questionnaire survey. For instance, theunreasonable salary and welfare, neglected career development, rare culturedevelopment, ect. According to the lacks reasons and practical situation, the thesismakes optimization design for incentive programs. For short-term, it includes buildmore reasonable compensation system, carry out elastic welfare plan and conductreasonable work mode. For interim, it includes perfect the staff career development management, perfect training system, build innovation sharing culture. For long-term,adopt stock postponed sharing plan, make comfortable work environment and spreadcommunicative harmonious culture. At last, to put the plan into effect, it also proposerelevant supporting measures.The thesis proposes relevant incentive designing scheme which combined thesurvey of A institution is sure to promote the management and development of thisinstitution. It aims to promote the initiative, enthusiasm and creativity of theknowledge-based employees. It offers HR strategy support. Many institutions havecommon characteristics in management. And the employees also have commonfeatures. The thesis will give other institutions some reference values and experience.更多还原