文档介绍：中文摘要
知识经济丌始兴起并不断发展,企业的管理方式也从工业社会的生产管理向知识经济时代的创新管理和知识管理转变。具有专业特长和较高的个人素质的知识型员工作为企业核心竞争力的主要贡献者,在知识经济时代是企业人力资源管
理的核心对象。高科技企业作为知识与技术密集的经济实体,知识型员工是其生
存的基础和发展的保障,知识型员工的管理效率的高低直接关系企业的生死存亡。因此如何合理地管理这部分员工,以充分挖掘他们的潜能,提高他们对企业的附加价值,近来备受学者、企业高层管理人员的关注。
本文从高新技术企业知识型员工的特点以及高新技术企业知识型员工管理现状及存在问题出发,结合人力弹性理论及相关的研究成果,提出了高新技术企业知识型员工弹性管理的模式,该模式认为,高新技术企业知识型员工弹性管理应从激励着手,从员工的角度出发建立合理完善的弹性激励机制。具体的做法是从知识型员工的工作本身、工作制度及环境、工作报酬几个方面实施弹性管理,即职能弹性、弹性工作制、薪酬弹性。其中职能弹性管理强调在知识型员工的工作内容上面企业应做出工作内容丰富化等弹性调整,同时要注重员工丌发,为员工发展建立良好的机制;弹性工作制强调允许知识型员工根据自身的状态选择弹性的工作时间和工作环境;薪酬弹性管理则是建立公平合理且富有激励效应的薪酬机制同时让员工根据自身的需求,选择不同的薪资结构。最后通过三个高新技术企业的案例分析,证明对高新技术企业的知识型员工实施弹性管理,既可以提高员工的工作积极性和工作效率,也可以提高企业的运作绩效。关键词:高新技术企业:知识型员工;弹性管理
AB STRACT
As it moves into knowledge economic era,the mode of business management also turns from manufacturing management into creation management and knowledge special expertise and high qualities and being the main contributors for the enterprises petitiveness,knowledge staff is the central object for any enterprises ar e knowledge and technology anizations, knowledge staffis the basis for their existing and the guarantee for its developing,SO the management efficiency on them will determine these enterprises’life or death·
to manage them to bring the best out of them and improve the added
value foI"111 them has attracted the eyes of researchers and senior manager in enterprises·
By analyzing the features of knowledge staff,the existing management problems
and referring the theory of human flexibility,this article put forward a mode on knowledge staff flexible management,at last,by listing several cases to support the value of this present,the main problems on management in high’tech
enterprises are:lacking scientific performance assessment system resulting in the low working enthusiasm;lacking staff development program resulting in little chance for th锄to improve themselves;lacking working mechanism like flexible working time
and p