Knowledge Innovation And Human Resources

Theoretical and practical studies of the development and management of human resources are all based on the conditions in a knowledge economy era, aiming to reveal that the key to the development and management of human resources is knowledge innovation. The studies are conducted from the following three perspectives:I. TheoryStarting with the four stages of scientific philosophy, i.e. logical positivism, philosophical studies of scientific discoveries, directly shifting to studies of the growth patterns of scientific knowledge and the dispute between realism and anti-realism, further reveals the relation between scientific philosophy and knowledge innovation and points out that scientific philosophy is entering a new stage, a stage of knowledge innovation studies, and studies of knowledge innovation is the fledging subject of the conventional scientific philosophy studies. All study results of scientific discoveries and knowledge growth can be of reference to the study of knowledge innovation. Meanwhile, following a main theme, i.e. cognition of subject and object and its time significance, this article undertakes a thorough study that spans from Descartes's and the interaction between subject and object in quantum mechanics to the rise of subject and "respect for the individual". The "start" and the "theme" together give rise to the issues of subject andjalent in knowledge innovation. After analyses, conclusions are drawn: the intelligentsia is the subject of knowledge innovation as well as the powerful hard core in knowledge society. While redefining the talent concepts of the industrial economy, call for innovative intellectuals. The marriage of high-tech and individuality is believed to make the most ideal talent.The article has also brought up the issue of ideological innovation with regard to the conditionality, dynamism and transformation of human resource development concepts; with real-life cases, demonstrate the dynamic role of the policies on the development and management of human resources; analyzed the issues of process, interrelation and sustainable development from a philosophical point of view; and initiated thorough discussions on transferability (certification of qualifications, change of professions). The author believes, in the development and management of human resources, technology is the powerful backup, organization is the force for implementation, whereas knowledge innovation and knowledge management is the core and soul. Moreover, from the point of view of Feierbaha 's humanist theory, the author undertakes an in-depth study of humanist management and with special references, brings forth the issues regarding the viewing and applications of social technologies. After studying the internal relations between knowledge innovationand human resources development, the author identifies the dialectical interactive relation between the two and, in the meantime, sets the target for the development -creativity and innovation.II. PracticeWith Marxist theory of practice as the guideline, the author focuses on three areas, i.e. model, level and policy, in analyzing the practical issues of human resources development and management. Models fall into two categories: development model and management model. Case study indicates that the existing models are redundant in design, which makes them difficult to run. With reference to the evaluation of Conway life game models by Bruno Jarrosson and Oakum's Razor, the author suggests redefining models and proposes the simplification of the models. In terms of level, in conjunction with the experiences of IBM's management training and companies such as Aosideng, the author proposes different target levels with different development methods and contents. In terms of policy innovation, the author thinks that integrity and coordination is the key and undertakes extensive analyses of the two types of policies, i.e. policies that represents the will of the nation and corporate policies.III. Methods and conclusionsWe...