中国企业知识型员工管理问题研究

Research on knowledge workers management in China context

知识型员工是创新的中坚人才。本文基于中国情境对企业知识型员工管理问题进行了综合研究。从企业与员工的交互视角,分析了现阶段知识型员工管理尚存的若干重大问题;针对问题、结合中国知识型员工思维与行为特点,从动态和静态的双重视角,重点研究了招聘管理中组织和个人的匹配问题、员工相对稳定状态下的组织管理探新。研究得出一些探讨性的结论:中国知识型员工目前仍更看重薪资待遇;新员工招聘是组织最为重要的人力资源管理实践,招聘管理要把握好个人与组织维度匹配等四项原则;组织对知识型员工的管理可以模拟内部市场、分类管理、刚柔适度,以防范知识型员工的职业倦怠、激发其持久创新。

This paper carried out a comprehensive study of knowledge workers management in China context. From two--way perspective between employees and organizations which are enterprise or non-- enterprise, this paper analysed some major problems existing in Chinese knowledge workers management; Then it discussed whether the knowledge workers need management, self--management, organization management and the rigid--flexible degree of organization management and organization performance; It focused on the two--way match observation test of organizations and individuals in entrance management, and contingency management according to the differences of the organization character and organization size. At last ,the paper drew some conclusions： knowledge workers management should be guided by the general human resources management laws and its marketable process should be sped up; The entrance management is also important to organization development and employees＇ career growth; If employees didn＇t dedicate to ＂input＂, instead of pursuing freedom or playing over games with organizations after they selected organization platform, there won＇t be good ＂output＂ for organizations and individuals. At the same time, the negative impact will be stronger for organizations in short--term while in long--term will be stronger for individuals.