Research On Knowledge-based Employee Incentive Mechanism In Ningbo XX Cabinet Lock LLC

With the development of era of knowledge-driven economy, the pattern of enterprise’s dependence on low-cost competition has passed with increasingly fast speed in knowledge upgrading, mastering of elements based on knowledge like science, technology, information and professional technology and so on has become key of enterprise in order to improve core competitiveness. The competition among enterprises has transferred to competition for technology and science. As a result, those knowledge-based employees mastering frontier science and technology as well as management skills have become lifeline of enterprise survival and development. At present, more and more enterprises start to focus on introducing and recruitment of knowledge-based employees but with insufficient attention on management over knowledgebased employees, especially with imperfect incentive mechanism targeted at knowledge-based employees. Most employees can not give full play to their talents.Under such background, the author selects a high-tech technical enterprise-SJ company as research object combined with psychological contract theory, with the attempt to find problems existing and appropriate incentive mechanism for knowledge-based employees of this enterprise through researches on incentive mechanism of knowledge-based employees in this enterprise, in order to help enterprise in better management over knowledge-based employees team, give full play to its talent to the largest extent, and improve competitiveness of the enterprise comprehensively.The main contents and structure of the thesis is: first, it indicates background meaning and ideas of research on knowledge-based employees incentive problem in SJ company and make s systemization about incentive problem of knowledge-based employees theoretically; the third chapter starts to introduce about existing incentive system of knowledge-based employees in SJ company. The fourth chapter adopts questionnaire investigation and further interview to make investigation about current incentive needs of knowledge-based employees in the company and finds that the salary incentive is too simple lacking of performance assessment system with pertinence, which lacks attention on growth and development of knowledge-based employees as well as on organizational culture cultivation and so on. the fifth chapter proposes improvement suggestions for incentive system in SJ company based on problems found from perspectives of three dimensions of psychological contract including transaction, development and relation, of which incentive measures based in transaction dimension includes establishment of competitive salary system and scientific performance assessment system; incentive measures based on development includes design of reasonable promotion channels, development of training with pertinence and reasonable planning of career; the incentive measures based on relation include establishment of excellent enterprise culture, creation of excellent working environment and sufficient authorization to knowledge-based employees.The research on knowledge-based employees’ incentive from perspective of psychological contract becomes popular mode of many enterprises in exploration about incentive pattern of employees. The author hopes to propose some practical improvement suggestions in aspect of incentive of knowledge-based employees as to SJ Company through investigation and survey and at the meantime to provide reference for numerous enterprises with knowledge-based employees in aspect of incentive.