China's E-commerce Environment Problem Of Supply Chain Management

In the talent competition with the salient features of the 21st century, human capital is the most important capital, human resources are the primary resources, which in small and medium sized enterprises in high-was particularly prominent. This thesis is to W's case of very small high-tech companies who are deeply concerned about the confusion of the problem-knowledge workers incentives. Small high-tech enterprise knowledge workers with high level of knowledge, demand high level, in particular the existence of a large number of individual needs, desires, skills and capabilities such as private information, leading to the traditional human resource management has been unable to effectively carry out their motivation and management makes the problem become their survival and development of the primary challenges and constraints.In this thesis, medium and small high-tech enterprises in China Management of Knowledge Workers in the analysis of small and medium sized high-tech enterprises and knowledge workers to define, respectively; then W companies as research object, the characteristics of their knowledge workers to describe and analyze China's small and medium sized high-tech enterprises in the knowledge-based employee incentive management common problems, based on the knowledge of the W company employee incentive management on existing features in-depth analysis, and then leads to a series of clear and urgent problem; followed,drawing on the knowledge workers at home and abroad scientific motivation success stories,with two-factor theory of Herzberg, Victor. Fromm's expectancy theory, Skinner's reinforcement theory as the theoretical basis for integrated model in light of contemporary motivation theory, the essence of the theory of incentive to learn more ideas and core concepts, the company made for the W for small and medium sized high-tech enterprises in China Motivating knowledge management strategies, such as:material incentives combined with the non-material incentives;hardware and software incentives encouraging the combination; short-term incentive combined with the long-term incentives; independent motivation and overall incentive compatible; three-dimensional training pattern matching; mandatory measures to stimulate the change in the management of soft incentives. Hope that these countermeasures can to W represented by small and medium sized companies to solve high-tech enterprise development bottlenecks, streamline human resources and incentive models to achieve sustained and rapid growth companies will provide some help.