I 摘 要 随着知识经济时代的迅猛发展，优质人力资源和知识资本在企业中的作用 日益突出，企业间激烈的竞争，给企业的生存和发展带来很大压力，S公司如何 在新的竞争形势取得主动权，实现从传统制造业向现代制造业转变，关键在于 企业的创新能力，而只有对企业自身的人力资源进行整合和最优配置才能更好 地提高创新能力。因此，知识创新和技术研发的载体—知识型员工是关键。在 这种背景下，企业应该明确知识型员工的职业生涯发展需求与欲望，打破传统 的激励机制，进一步对企业的激励策略进行优化，形成能适应复杂多变的市场 情况的激励机制，在这种激励策略下不仅能促进知识型员工的职业生涯发展， 发挥员工工作积极性和创造性，还能更好的实现组织目标，最终实现企业效益 最大化。 本文选择S公司作为研究对象，S公司是传统焊接材料制造企业，公司重视 技术创新对企业发展的推动力，坚持以高新技术改造传统欧亿·体育（中国）有限公司，传统的手工焊 接技术逐渐被自动化设备代替。随着近年来公司规模的逐渐壮大，公司在人力 资源管理方面的问题也暴露出来，特别是对满足知识型员工职业生涯发展需求 和对知识型员工的有效激励，因此，对S公司激励策略的优化研究成了公司需 要关注的重点。 本论文首先对国内外有关职业生涯发展和激励理论的文献欧亿·体育（中国）有限公司进行梳理， 通过采用查阅欧亿·体育（中国）有限公司、问卷调查和现场走访等方式分析了S公司知识型员工的人 力资源制度现状和职业生涯规划现状，随后分析S公司激励存在的问题并对其 原因进行剖析，最后从薪酬、职业发展、工作内容、工作环境四个方面对S公 司的激励策略进行优化设计，并提出建立科学绩效考评体系、加强企业对知识 型员工的重视、畅通信息沟通渠道三方面的激励策略保障措施。 关键词:知识型员工；职业生涯发展；激励策略；优化设计 Abstract II Abstract With the rapid development of knowledge economy era, the high quality human resources and knowledge capital have become an increasingly important role in the enterprises. Due to the competition between enterprises, it brings a lot of pressure to the enterprises about survival and development. The innovation ability of S enterprise is the key to gain the initiative in the new competitive situation and realize the transformation from traditional manufacturing to modern manufacturing. Only by combining its own human resources integration and optimal configuration，can it better improve the innovation ability. Therefore, the mode of knowledge innovation and the carrier of technology research— knowledge type staff are the key. In this context, the enterprise should clear career development needs and desires of the knowledge-type employees, breaking the traditional incentive mechanism in order to further optimize the enterprise’s incentive strategy, and adapt to the complex and changeable market situation of incentive mechanism. Under this kind of incentive strategy, it not only can promote the knowledge staff’s career development, stimulate the staff’s work enthusiasm and creativity, but also can better achieve organizational goals and finally can realize the enterprise benefit maximization. The reason why this article chooses S company as the research object is that S company is a traditional welding material manufacturing enterprises, and it attaches great importance to the technological innovation driving force of enterprise development, adhere to the high and new technology to improve traditional industry, and the traditional manual welding technology is gradually replaced by automatic equipment. As the company's scale has been gradually expanded in recent years, the company also exposed the human resource management problems, especially to meet the demand of the knowledge employees' career development and effective incentives of knowledge workers. As a result, the optimization of company S incentive strategy research focused on company's need. This thesis first combs the domestic and foreign literature about career development and incentive theory, by means of data, questionnaire survey and field Abstract III visit methods to analysis of the enterprise knowledge staff S system of human resources present situation and the present situation of career planning, then analyzes the reason of existing problems in S company, finally from four aspects of the company S incentive strategy: the salary, career development, job content, working environment, it proceeds with an optimization design, and raises to establish scientific performance evaluation system, strengthens enterprise, makes information communication channels unimpeded to the attention of the knowledge staff incentive strategy of three parties safeguards. Keywords: knowledge staff; Career development; Incentive strategy; optimization design 目录 IV 目录 第一章 绪论 ............................................................................................. 1 第一节 研究背景 ................................................................................................. 1 第二节 研究意义 ................................................................................................. 2 第三节 研究方法 ................................................................................................. 2 第四节 研究结构与流程 ..................................................................................... 2 一、 研究结构 .................................................................................................................... 2 二、 研究流程 .................................................................................................................... 3 第二章 相关理论综述 ............................................................................. 4 第一节 知识型员工定义及特征 ......................................................................... 4 一、 知识型员工的定义 ..................................................................................................... 4 二、 知识型员工的特征 ..................................................................................................... 4 第二节 职业生涯发展理论 ................................................................................. 6 一、 职业生涯概念梳理 ..................................................................................................... 6 二、 职业生涯发展阶段理论 ............................................................................................. 8 三、 职业锚理论 .............................................................................................................. 12 第三节 激励理论 ............................................................................................... 13 一、 关于激励的概述 ....................................................................................................... 13 二、 内容型激励理论 ....................................................................................................... 14 三、 过程型激励理论 ....................................................................................................... 15 四、 综合型激励理论 ....................................................................................................... 16 第三章 S公司知识型员工职业生涯现状 ............................................ 18 第一节 S公司概况 ............................................................................................ 18 一、 公司简介 .................................................................................................................. 18 二、 公司人力资源管理制度现状 ................................................................................... 19 三、 S公司知识型员工的需求特点................................................................................ 21 第二节 S公司知识型员工职业生涯现状 ........................................................ 21 一、 问卷设计与实施 ....................................................................................................... 21 二、 S公司知识型员工职业生涯现状问卷样本分析 .................................................... 22 目录 V 第四章 S公司知识型员工激励问题与原因分析 ................................ 30 第一节 S公司知识型员工激励的问题分析 .................................................... 30 一、 离职率高 ............................................................................................