| In the era of knowledge economy, knowledge staff has been replaced the traditional staff to become the principle part of the enterprise. And the importent point of the human resource management of the enterprise is how to effectively manage and inspired the knowledge staff, at present, Compared with the traditional staff, the knowledge staff 'incentives has its own particularity, the specific performances as follows: on one side, knowledge staff 's human capital is specific, while traditional staff 's human capital is universal. Therefore, the implement of enterprise incentive must take full consideration of the characteristic of knowledge staff's specific capital. At the same time, enterprise motivation must satisfied the knowledge staff's need of specific investment. On the other side, the existence of capital human specificity produced the enterprise quasi rent which caused the holding-up action, so, in order to avoid the knowledge staff holding-up behavior, enterprise must adopt the different incentive mode and the content to the traditional staff.Begin with the specificity of knowledge staff incentives, the thesis analysis the residual sharing incentive mechanism, co-governance incentive mechanism and training incentive mechanism. At first, the residual sharing incentive mechanism could satisfied the knowledge staff 's demands of the enterprise ownership, but in practice, the residual sharing incentive mechanism must pay attention to the combination of the long-term incentive pattern and the short-term incentive pattern when it is exert the function to the real practice. Co-governance incentive mechanism can lend the institutional guarantee to the knowledge staff of the specific investment and the obtainment of the residual sharing; knowledge staff could realized it through the direct and indirect participation. The establish of the training incentive mechanism can meet the demands of the knowledge renewed for knowledge staff, which realized it through constituting the tutorial system, E-learning training and school-enterprise union training. On the base of the learning from the foreign motivation experience, the thesis have put forward proposals for our enterprises 'knowledge staff .we should establish laws and regulations of equity incentives and enhance the knowledge staff' s performance assessment. While in the process of enterprise training, we should pay attention to the employee' career planning and establish a good cultural atmosphere. |
