摘要
受传统经济管理模式的影响,我国的高新技术企业对知识型员工的管理尚处于表层阶段,尤其在激励措施设计和具体实施运用方面仍存在一些问题。知识型员工因其性别、年龄、教育背景、所在职位等基本情况的不同,需求也呈现出个性化和多样化,相同的激励因素对不同的员工会产生不同的效果。对于知识型员工要以长期激励为主,充分考虑他们的个性特征,制定合适的职业发展规划,在尊重员工个性化差异的同时也要给予他们更多的非物质奖励。
Subject to the traditional economic management model, our high-tech enterprises management of knowledge staff are still in its infancy. Especially in the implementation of incentives and specific application design, there are still some problems. Knowledge staff for the basic condition of gender, age, education background, position is different, the demand is also personalized and diversified. The same incentives to different employees will produce different results. For knowledge staff, enterprise should take long-term incentives, fully consider their personality, and develop an appropriate career development plans, in respect of the differences in individual employees while also giving them more intangible rewards.
出处
《安徽行政学院学报》
2016年第1期78-82,共5页
Journal of Anhui Academy of Governance
关键词
高新技术企业
知识型员工
激励
high-tech enterprises
knowledge staff
incentive
