On Human Resource Development In Knowledge Enterprises

Knowledge is the company's most important resource in the knowledge economy era. Knowledge-based enterprises is only through the continuous development of human resources in order in the fierce market competition to develop in order to ensure the enterprise's wealth and human capital continue to add value。In the first, thesis on human resource development theories, human capital theory, corporate knowledge management theory is summarized, in the extensive reading relevant literature and research, based on the integrated use of modern management, human resources and other relevant learning theory, analysis of knowledge-based enterprise human resource development status, characteristics and trends.Second, the papers focus from the development environment, conditions within the means integration and discusses the three aspects of knowledge-based enterprise human resource development mode. A, a good development environment, human resource development activities as a whole realized basis. Only through knowledge-based enterprises to create a favorable development environment in order to give employees has been in the process of continuous learning and growth. B, the conditions of individual and team level, integration is the key to affiliated enterprises and employees. Human resource development is the key by digging individual potential, in order to achieve the practical value of human resources. Paper mainly analyzes the development of knowledge-based enterprises in the environment, starting from the individual and teams level, how to strengthen human resources development. C, the development of an effective way to affect the core of development results. Papers from the knowledge acquisition and absorption of knowledge transfer, knowledge sharing, knowledge exchange, knowledge creation, and so analysis of individual learning process, training methods, organizational learning model, incentive models, career development content. Third, the design of human resource development process, mainly includes six areas: analysis of development needs, identify development objectives, design and development program, the implementation of development programs, assessment of development results and feedback from development information. The process is suitable for all human resources development approach, including individual learning, organizational learning, training, motivation, career development. When carrying out human resource development, each development activities can be used as a subsystem. Organizations or individuals through the needs analysis to determine the development goals, and design and development program, select the development of content and development of methods to implement development activities, and after effects in the development of assessment and feedback; if the feedback information to achieve the original development objective is the development of the next round, otherwise modify or re-design and development program, followed by feedback loops, until they reach the development goals set up.