Research On Motivate System Of New Generation Knowledge Staff Of F Training Company

In the era of knowledge economy,human capital and knowledge capital become the key component of enterprises' competitive advantages.Knowledge is the basis of economic development and social progress,so as the carrier of knowledge,human resource has become the most important resource and wealth.With the constant change of the external environment,each enterprise is facing new competition environment,whether the role of human resources in enterprise development can be fully utilized,to a certain extent,decides the success or failure of the enterprises where the knowledge staffs consist of the majority of the employees.As more and more new generation knowledge staffs working into many companies,which affect enormously society gradually.Considering new generation employees unique personality characteristics,there is no useful to the original management system of each company.However,over the years,most enterprises have different degrees of problems in managing the knowledge workers.As a result,their low working efficiency and frequent personnel flow increase the management cost of companies.At the same time,with more and more the new generation knowledge staffs walking into the enterprises,how to effectively manage the new generation of knowledge staffs,attract and retain them as well as fully mobilize their working enthusiasm has become a great new challenge of human resource management in the age of knowledge economy.The text summarizes incentive theory of the domestic and foreign,combining with research status quo of the knowledge-type employees at home and abroad.the questionnaire survey and analysis is made from the four respects of salary welfare system,employee career development,employee self value realization and enterprise culture motivation,which research Incentive status and incentive strategy of the new generation knowledge staff incentive in F firms by four aspects,and there are many problems founded in motivating Cenozoic knowledge-type employees of the F company,which has no long-term salary incentive,imperfect performance evaluation system,less corporate welfare;and the implementation of staff career planning has no real imperfect training system;promotion system should be optimized;employee recognition of work should be improved,the employees strong self value realization incentives design does not match with the job,and the enterprise culture is not get to resonate to workers.Through Analysis of the existing problems,according to the principles of the people-oriented,equity and diversity as well as the material incentive and spiritual incentive,the following solutions are suggested: keep employees' base salaries,establish proper performance appraisal and bonus distribution scheme,make fair and open performance appraisal plan,improve the system of welfare salary,develop the staffs' personal career development planning,increase training opportunities,improve the system of promotion,optimize work link,enrich a corporate culture to strengthen formal and informal communication with staffs,etc,which are used for optimizing gradually the incentive strategy for the new generation of knowledge workers,so as to improve the competitiveness of F.