Research On Non Economic Reward Incentive Model Of Knowledge Workers

In the background of the rapid development of the aviation industry, the demand for knowledge talent is increasing day by day. The key to improve the core competitiveness of airlines is to acquire and retain the knowledge talents. S Department is responsible for the management of all flight personnel of A airlines, the work is full of creativity and challenge, together with a large number of knowledge workers who have professional skills and rich experience. With the rapid development of the S Department, the problem of human resource management is relatively backward. The incentive with only economic returns is too single, and it is difficult to effectively enhance the enthusiasm of employees. In lack of perfect incentive system, S Departments should increase the incentive model of non economic reward, in order to reverse the current situation of poor talent incentive, staff job burnout, brain drain frequent This paper is based on the understanding of the most sensitive non economic reward incentive factors that affect the S Department of A airlines, Analysis and formulate targeted non economic reward incentive model, so as to retain talent, further develop its potential, and create greater value for the enterprise.This paper starts with the research on the human resource status and non economic reward incentive status of knowledge workers in S Department of A company. On the basis of theoretical research, the use of discussion, consultation and in depth interview, find out the existing problems and defects, summed up the need to improve the content, and then determine the factors that affect the incentive factors of non economic reward incentive of S Department knowledge workers: work environment, organizational relationship, and self growth of three dimensions of the 18 factors. On the basis of this, the non economic reward incentive questionnaire is designed and implemented. Based on the analysis of the data obtained, the conclusion can be drawn that the present incentive effect is a certain gap with the expectation, and the incentive mechanism has not played its due role.Through the further exploration of the different characteristics of employees in the various dimensions of incentive factors in the demand and the status quo, conclusions are summarized as follows: self growth dimensions incentive factors should be the key part for S Department to improve; total employee is more sensitive to the five incentive factors, in order to: promotion, fair and just, multi-channel development, training, emotional motivation.Finally, reference to the Incentive model and mechanism arrangement of the relatively mature companies at home and abroad, tailored to the S Department of non economic reward incentive model, including: work environment, organizational relationships, self growth of the three aspects of the incentive needs, Put forward to the five elements of incentives, makes the incentive to employees more comprehensive and effective than before, and improve the existing incentive mechanism of the knowledge employees of A company S Department, so as to further promote human resources play a greater performance.