Guangzhou Unicom Knowledge-base Research Staff Motivation Mode

With the advent of the era of knowledge economy, knowledge has become a driving force of economic development, and technology has become the most important enterprise resource one of the elements, knowledge, technology creation, utilization and value-added, to finally play a knowledge-based employees to rely on the inherent enthusiasm to implementation. Therefore, the knowledge-based research staff motivation has quickly become the focus of attention at home and abroad scholars. As Drucker said that the productivity of knowledge workers will become the center of the management of personnel issues and the management of 21st century the greatest challenge. In the era of knowledge-based economy, knowledge is the most important resource of an enterprise, and is considered the most valuable capital rather than substantial assets, as were previously. The keys for a company to maintain its core competitiveness are to effectively motivate knowledgeable employees who posses the asset of knowledge and thus determine the company's future, and to constantly improve the efficiency while allocating and utilizing this rare resource.On the basis of many fundamental motivation theories, Reviewed and summed up the knowledge-based research related to staff motivation theory, then the foreign business-to-knowledge-based research staff summarized thus give our country's enterprises to provide some practical experience .the author analyzes the behavior features, characteristic of needs and current motivation situation of Hunan Telecom knowledgeable employees, and points out existing problems of the company's motivation mechanism accordingly. Enlightened by developed countries' practices in this area, the author then framed a motivation mechanism designed for Guangzhou unicorn knowledgeable employees. The mechanism is featured as keeping knowledgeable employees with career development opportunities, substantial rewards and corporate culture. From the performance appraisal is based on, from the salaries of management, career, training, building of enterprise culture and so on to describe the incentive model of specific content.. The dissertation concludes by putting forward proposals for implementing the mechanism and anticipating its efficiency.