Study On The Staff Relationships Management Of The Knowledge Enterprises

As we enter the era of the knowledge economy, knowledge enterprises replace traditional industrial enterprises, thus becoming the focus of social interests. Knowledge enterprises depend largely on the talents of the staff as well as their creativity, to develop a competitive competition, obtaining competitive advantages and realizing the sustainable development of those enterprises. Moreover, the relationship between knowledge enterprises and the staff has greatly changed: there is a strong stress on staff loyalty; the individual value of staff members has been greatly enhanced; these new workshop dynamics have traditional employee-employer relationships so that the staff becomes shareholders, stake-holders as well as being part of the management structure. In the meantime, the shortage of staff, the rise of the new career opportunities as well as the sharpening of competition in the market-place for qualified staff have made it more and more difficult for enterprises to obtain and retain staff. Therefore, there are more and more risks for personnel retaining. Moreover, it is rather important to build partnership based on trust and mutual respect, and a cooperative partnership between the management of an enterprise and their staff. However, this has created new challenges for management of staff.This thesis will examine the management of staff in knowledge enterprises. Based on methodology of both theory and practice, the thesis will suggest conclusions about modern methods of staff relationships and management, summarizing theories, analyzing regularities and staff management practice and using case studies, suggesting reorganized staff relationship model based on a strategic performance partnership. It will also include further theoretical analysis.Chapter One will state the research background and the significance of the thesis, and will introduce the scope of the research as well as the research method.Chapter Two will examine and further analyze popular theories. The management of staff relationships is commonly based on an understanding of human values. The understanding of the relationships between enterprises and staff bases on employee-employer relationships. It changes from labor and capital management to the staff relationships and management, focusing on the human resource management theory.Chapter Three will begin with knowledge enterprises and knowledge staff, analyzing the internal and external impetus factors of the staff relationships and management in knowledge enterprises. Firstly, rise of human capital management theory has changed the traditional employment relationship basis; the realization of staff holding the shares and the stock option enterprises has reinforced the mutual relationship of enterprise interests; the research of consumer relationships and management as well as interest related theories has improved the formation of the strategic performance partnership. All these have made the enterprise staff relationships take on a new development tendency and this has become an external impetus factor of the staff relationships and management in knowledge enterprises. Secondly, knowledge staff are the back-bones; management focuses on knowledge staff; the characteristics of knowledge staff has made the staff relationships and management be full of more challenges; the staff relationships and management are very beneficial for opening, obtaining of the brand as well as the retaining of gifted talents; the increasing work stress for the knowledge staff requires the good staff relationships and management to soften. This has created an internal impetus factor of knowledge enterprises.Chapter Four will analyze empirically the staff relationships and management at home and abroad from the viewpoints of both enterprise culture and management practice, then exposing the construction of the enterprise staff relationships and management by way of enterprise culture and management practice.Chapter Five will further illustrate the staff relationships and management theory based on the above research, and then will put forward the integrated staff relationships and management system with the basis of strategic performance partnership, that is, strategic performance partnership replaces traditional employee-employer relationships; the dimensional relationships and management are characterized by the enterprise culture and labor relationships, interest allotment relationships, the central role of people in charge and staff relationships, and staff career management. Furthermore, it manages through the comprehensive way of dynamics and step process. It comprehensively combines the management of top leaders in enterprises, chief of staff with the management of staff relationships and management departments. It will have a further theoretical analysis.In conclusion, this thesis will summarize all the viewpoints.