SMEs In Knowledge-based Employee Incentive Echanism

With the development of knowledge economy, human resources, especially high-quality talent in the growing role of enterprise, its even more important than material resources. Information infrastructure upgrades and the rapid development of information technology to enable production of knowledge storage, sharing and use of more technically feasible and economically more cost-effective, the various elements of economic activity in the configuration of combinations would be more reasonable, more is valid. Competition between business management focused on the knowledge, information,science and technology complex-a knowledge-based personnel,The various elements of economic management, the management of the final analysis, is a high-quality personnel management-the management of knowledge workers. How to effectively motivate knowledge workers to improve their work, enthusiasm and creativity has become the focus of enterprise human resource management has also become a modern enterprise for sustainable development a core proposition.China's SMEs to attract and retain highly qualified personnel, competition for talent in the world in an invincible position, you must do business knowledge workers work motivation. But now China's SMEs, the incentive for knowledge workers, there is lack of understanding, leading enterprises in the development process of a serious brain drain, recruitment of excellent staff difficult.This paper summarized the results combined with previous research related to motivation theory, based on the knowledge workers from the inherent characteristics and needs of departure, through my staffs own knowledge-based learning and understanding, through analysis of the needs of knowledge workers, as well as the analysis of incentives problems arising in the process, combined with knowledge of contemporary domestic and international business-to-staff incentive mechanism, drawing on the well-known economist's view of the small and medium enterprises knowledge workers to build an effective incentive mechanism to raise some questions and solutions. This paper is divided into six parts. Chapter I:Introduction.This paper summarized the results combined with previous research related to motivation theory, based on the knowledge workers from the inherent characteristics and needs of departure, through my staffs own knowledge-based learning and understanding, through analysis of the needs of knowledge workers, as well as the analysis of incentives problems arising in the process, combined with knowledge of contemporary domestic and international business-to-staff incentive mechanism, drawing on the well-known economist's view of the small and medium enterprises knowledge workers to build an effective incentive mechanism to raise some questions and solutions. This paper is divided into six parts. ChapterⅠ:Introduction.The main features of this paper:First, dig a knowledge-based employees of SMEs have their special temperament, character, this systematic analysis of the SME specific knowledge workers, unlike other employees of the personality characteristics and psychological needs of the future. Second, is to build a knowledge-based workers for SMEs guidance, incentive and restraint mechanisms. Induction of staff as and "compulsory education" as important as the things, which will for their life's work style, set the tone, and built for this specific group of constraints, incentives.This is one of the small and medium enterprises lack of knowledge workers incentives narrow scope of the study. Second, small and medium enterprises in a knowledge-based employee incentive system, the measures the author of some of the problems is not enough in-depth and thorough study.