面向知识型员工的全面薪酬激励研究-劳动经济学专业毕业论文.docxVIP

1 1 2 2 摘要 知识型员工在知识经济的大环境下正凭借自身掌握的信息来推动时代不断 进步。因此，如何提高知识员工的工作热情、培养他们的责任感、发掘和利用 知识员工的创造力就成为了企业人力资源管理的核心问题。 知识员工是“那些掌握、运用符号和概念，利用知识或信息工作的人”。 较 普通员工，在个性上他们具有更强的独立自主性和实现自我价值的愿望、流动 的意愿强烈；工作方面首先过程难以监控，工作本身又富于创造性且多为团队 合作形式，因此工作成果难以衡量，所以说知识员工是企业组织中的特殊团体。 一直以来，货币化薪酬在传统的组织激励中就起着绝对性的主导作用，其 效果是毋庸置疑的，但在当前的经济背景下，知识员工开始成为企业中的核心 竞争力，考虑到他们自身在个性上与工作上所具有的独特性，任何一个组织都 应努力去突破传统的激励方法，尝试采用新模式去适应知识型员工的特点。于 是，全面薪酬产生了，它涵盖面广且内容丰富，实际操作的弹性较大。全面薪 酬不仅包括了货币化的外在薪酬，还包括了非货币化的内在薪酬。二者具有各 自不同的激励功能，相互联系、互为补充构成了完整的激励体系，所以企业需 要根据自身内部的情况来设计不同的薪酬激励方案,以满足对知识员工的激励 需求并帮助组织适应不断变化的环境。 本文在对知识型员工的定义、当前薪酬激励现状及激励理论进行细致阐述 后，采用调查问卷、运用了定性与定量相结合的研究方法，为知识员工全面薪 酬激励问题进行了实证分析，根据实际情况挑选出了薪酬关键构成要素并对其 特点进行了说明，从而作为指导我国企业实践的有效工具。 【关键词】知识型员工 激励机制 全面薪酬 内在薪酬 Abstract In knowledge-based economic environment, knowledge workers by virtue of their mastered information are making era improved. Therefore, how to improve the passion of staff, develop their sense of responsibility, explore and utilize the creativity of knowledge workers have become the core issues of human resource manage ment. Knowledge workers are those who master symbols and concepts, and use the knowledge or information to wok. Compared with ordinary employees, they have a stronger independent personality and the desire to achieve self-worth, strong will to flow; the ir work is more creative and formed of cooperation team, its process is hard to control, so work result is hard to measure. Therefore, knowledge workers are the special group of the organization. All along, the monetary pay is playing the absolutely leading role in tradional incentive and the effect is on doubt, but in the current economic context, the knowledge workers became the core competitiveness of enterprises; any organization should strive to break through the traditional methods of incentives and try new approaches to adapt the characteristics of knowledge workers, considering their unique differences in personality and work. Thus, total rewards emerge ; it covers a wide range and has a rich