Research On Motivating Knowledge Employees In H Technology Company

The trade frictions between China and the United States are still going on.I believe that there will be various disputes and frictions between countries in the next few years,which also urges China to speed up the adjustment of industrial structure.In order to survive and develop,an enterprise must build its own core technology and core competitiveness.Knowledge workers are exactly the carrier of building core technology and core competitiveness.So improving and optimizing the incentive mechanism of knowledge workers,attracting and retaining excellent talents has become a very important issue in enterprise management.H company’s knowledge-based employees mainly include technical and management personnel of marketing,R&D,operation and other departments.They can use their knowledge to create wealth for the company.Their remarkable characteristics include excellent professional ability,strong innovation ability,strong self-management awareness and achievement motivation,which are very important for the embodiment of their own value and personal growth.H company is a high-tech enterprise specialized in R&D,production and sales of core components of industrial automation and new energy vehicles.Because of the characteristics of the industry and the needs of the company’s development,nearly 63% of the company’s employees are knowledge workers.At present,the company has a set of incentive mechanism in operation,which plays a certain incentive role.Based on the theory of motivation,this paper designs and optimizes the five motivation dimensions of knowledge employees,which are salary and welfare,personal growth,work motivation,organizational culture atmosphere and emotional attribution,through the questionnaire survey and analysis of motivation satisfaction of knowledge employees in H company.The optimization plan mainly includes establishing broad band salary system,strengthening the external competitiveness of enterprise salary,carrying out the reform of performance salary,giving employee equity incentive,improving employee welfare,making employee training and development plan,talent echelon construction,supervisor authorization,giving employees the opportunity to participate in management,carrying out post rotation mechanism,shaping excellent enterprise culture,doing well and knowing well In order to ensure that the optimal design measures of incentive mechanism can be implemented,such as emotional communication among knowledgeable employees,promotion of sense of belonging incentive and so on.