Research On Incentive Mechanism Of Knowledge Worker In High New-Tech Enterprises

Along with the development of knowledge economy, countries around the world taked high new-tech as a lever to develop economic and enhance overall national strength, so they have drawn up a series of supportive policies for the development of high new-tech industry. To develop high new-tech industry of us quickly, our country has formulated a series of strategic decisions too, and our country has established the country's high new-tech industrial development zones. High new-tech enterprise has become an important effort of national economic. However, as the world readjustment of the industrial structure, our country has more pressures in some emerging markets, so we should develop high new-tech enterprises vigorously and enhance their competitive edge comprehensively.As high new-tech enterprises take technical innovation as the core, their technical realization carriers are the staffs, in particular the knowledge workers which create values with mental labor. This part of staff is the enterprise's core competitiveness of the source. For high new-tech enterprises, how to attract knowledge workers effectively, retain and motivate them, and reassign their enthusiasm and initiative fully, is the focus of the human resources management of the modern high new-tech enterprise center of gravity.At present the high new-tech enterprises of our country put more attention to the knowledge worker's management. But restricted by the traditional mode of economic management constraints, the human resources management of the enterprises is still in the stage of the surface, particularly in the incentive mechanism design and the use of concrete measures. There are many problems, which greatly hurt the enthusiasm of knowledge workers. This article combines the theoretical research with application study, studying the demand features and encouragement tactics of knowledge works on the basic encouraging theory. This article seeks to explore the incentive measures suit to the characteristics of high new-tech enterprise and knowledge workers, try to put the principle of incentives which high new-tech enterprises should follow when they simulate their knowledge workers, and build incentive mechanism model. This article wants to combine personal growth of knowledge with enterprise's development while formulating and perfecting the measures. So provide useful ideas of the development of high new-tech enterprises make a virtuous circle of talent development of knowledge workers.This article is divided into six parts.The first chapter explained that there were different level significance to stimulate knowledge workers, to themselves, high new-tech enterprises and even the whole society, while through the era of development of high new-tech enterprises in the world and our country, the era of human resources management of our country. In view of the understanding of high new-tech enterprise and the knowledge worker is not unified, the first chapter defined high new-tech enterprise and knowledge worker, and analyzed the characteristics of high new-tech enterprises and knowledge workers. Finally the first chapter explicated the ideas and methods of research, provided an overview of research study characteristics and innovation.The second chapter has analyzed the theory of incentive, including content theories, process theories, principal-agent theory and human capital theory, which were the theoretical foundation of the study. This part has introduced the studies on the knowledge workers, and compared the findings of various scholars.The third chapter narrated the assumptions, the design of the questionnaire, survey and treatment areas on the survey questionnaire, analyzed the data. This part obtained overall findings from the basic situation, flow situation, satisfaction.The fourth chapter analyzed the principles of incentive mechanism which high new-tech enterprise should follow, and established the model of incentive mechanism.The fifth chapter proposed some measures such as designing meaningful work, building reasonable remuneration system, perfecting the system of training, using team-encourage and Building harmonious enterprise culture. The sixth chapter is the focus and follow-up ideas of this research.