90后知识型员工激励问题研究探讨.docVIP

摘要 企业的持续发展归根到底还是要以人才为基础，如何留住人才、发挥人才的最大潜力一直是企业必须思考、解决的一个问题。纵观国内企业，激励制度一直是管理人才的重要手段，但却并未随着社会经济的进步而有所变革。90后知识型员工具有鲜明的时代特色，目前正逐渐成为支撑企业发展的重要组成部分。然而，受到成长环境的影响，90后又被称为“最难管理的一代人”，这也为现代企业的管理带来了严峻的挑战。 研究发现，完善的激励制度对90后知识型员工的管理具有十分重要的作用。基于此，本文首先阐述了完善的激励制度对90后知识型员工的意义，提高人们对激励制度的认识；在此基础上提出了目前我国企业在90后知识型员工激励方面存在的问题，并提出相应的激励对策，旨在为企业对90后知识型员工的管理提供一定的参考。 关键词：90后知识型员工 激励制度 激励策略  Abstract In the final analysis, the sustainable development of enterprises must be based on talents. How to retain talents and maximize the potential of talents has always been a problem that companies must think about and solve. Throughout domestic enterprises, the incentive system has always been an important means of managing talents, but it has not changed with the social and economic progress. The post-90s knowledge workers have distinctive characteristics of the times, and they are gradually becoming an important part of supporting the development of enterprises. However, due to the influence of the growth environment, the post-90s are also called the most difficult generation to manage, which has also brought serious challenges to the management of modern enterprises. The study found that a perfect incentive system plays a very important role in the management of knowledge workers after the 1990s. Based on this, this article first expounds the significance of the perfect incentive system for the post-90s knowledge workers and improves peoples understanding of the incentive system; besides, we put forward the current problems of Chinese companies in the post-90s knowledge workers incentives, and corresponding incentive measures are proposed to provide a certain reference for the management of the post-90s knowledge workers. Keywords: Post-90s knowledge workers Incentive system Incentive strategy  引言 随着时代的发展，大量90后员工步入职场，且逐渐成为支撑企业发展的生力军[1]。与其他年代的人群相比，90后员工的成长环境、时代背景以及教育经历都有显著差异。他们成长于一个多元化的社会，全球化和互联网的普及深刻影响了他们的行为方式。 90后知识型员工是90后员工的重要组成部分，他们利用所掌握的知识和信息进行工作，并且工作输出并非仅仅是劳动输出，还包括思想、智慧输出。他们还拥有很多鲜明的特点，如自我意