The Optimization Design Of The Motivation Of Knowledge Workers In T Group

In the era of knowledge economy, knowledge has become the first productivity beyond the other factors of production. As the carrier of knowledge, knowledge workers engaged in knowledge production, become the key resources of enterprises. The knowledge staffs creative labor constitutes the most important part of the core competitiveness of enterprises. How to attract and retain the best knowledge workers, to manage and exploit of them effectively, enhance their loyalty and dedication to become the most important issue facing to the enterprise human resources management nowadays.Since twenty-first Century, more and more scholars have added to study on the motivation of knowledge workers in this research, companies competing for culture and the construction of high-quality knowledge employees, in order to remain invincible in the increasingly fierce competition in the market environment. Therefore, research on the motivation of knowledge workers, has become important theoretical and practical significance.T group is a Sino foreign joint venture enterprise, founded in1993October; holding limited by Hong Kong East investment Co., LTD. In recent years, with the continuous development of the company and the external competition is becoming increasingly fierce, the company exposed some problems in the knowledge staff management, such as low employee satisfaction, job enthusiasm is not high, serious brain drain phenomenon, caused the company profit decline. This article from the human resources construction of, take the knowledge staff as the theoretical basis, to the T group of knowledge workers as the research object, through in-depth interviews and questionnaire survey of employees and T group knowledge, analysis of the T group of the current incentive problems and causes in the aspects of knowledge workers, and finally gives some suggestions to improve incentive status of knowledge type T the employees of the group’s recommendations, provide support for the strategy of strong human capital for the company’s future development. We also hope to encourage other knowledge workers and human resources management to provide useful experience for reference.