摘  要
     21世紀(jì)是一個(gè)開(kāi)放和競(jìng)爭(zhēng)的時(shí)代。隨著經(jīng)濟(jì)全球化的快速發(fā)展和技術(shù)的不斷進(jìn)步,市場(chǎng)經(jīng)濟(jì)得到不斷完善，企業(yè)之間的競(jìng)爭(zhēng)變得越來(lái)越激烈。以知識(shí)為主導(dǎo)、以高新技術(shù)及其產(chǎn)業(yè)為基礎(chǔ)和支持的知識(shí)經(jīng)濟(jì)正在涌現(xiàn)，知識(shí)成為決定一個(gè)國(guó)家是否具有競(jìng)爭(zhēng)力的決定性因素，知識(shí)的較量歸根到底是人才的較量，特別是掌握重要科技的人才，稱之為知識(shí)型人才，知識(shí)型人才日益成為各個(gè)國(guó)家爭(zhēng)奪的對(duì)象。經(jīng)濟(jì)的全球化、知識(shí)化，也使得企業(yè)之間競(jìng)爭(zhēng)更加激烈，知識(shí)創(chuàng)新已成為決定企業(yè)生存與發(fā)展的核心要素之一，知識(shí)的創(chuàng)造、利用與增值，資源的合理利用與配置，最終都要靠知識(shí)型人才的實(shí)現(xiàn)，知識(shí)型人才是企業(yè)的生命源泉，是企業(yè)核心競(jìng)爭(zhēng)力的根本來(lái)源。因此，企業(yè)知識(shí)型人才的戰(zhàn)略地位得到不斷提高。如建立健全一個(gè)能夠有效吸引、留住、培養(yǎng)和激勵(lì)知識(shí)型人才的管理體系，是企業(yè)在競(jìng)爭(zhēng)中贏得優(yōu)勢(shì)的關(guān)鍵。。只有對(duì)知識(shí)型人才采取與其相應(yīng)激勵(lì)措施，才能真正激發(fā)他們的積極性和創(chuàng)造性，實(shí)現(xiàn)激勵(lì)效用的最大化。
     縱觀世界各國(guó)乃至各地區(qū)、各企業(yè)的發(fā)展，幾乎都有個(gè)共同點(diǎn)，即把社會(huì)、科技和經(jīng)濟(jì)發(fā)展的依靠放在“人才”這個(gè)支撐點(diǎn)上。 只有對(duì)知識(shí)型人才采取與其相應(yīng)激勵(lì)措施，才能真正激發(fā)他們的積極性和創(chuàng)造性，實(shí)現(xiàn)激勵(lì)效用的最大化。與時(shí)俱進(jìn)，不斷地提出新觀點(diǎn)，實(shí)行改進(jìn)措施，完善知識(shí)型員工的激勵(lì)，提升企業(yè)競(jìng)爭(zhēng)力，創(chuàng)造更多的財(cái)富

關(guān)鍵詞：知識(shí)型員工  職業(yè)生涯　 激勵(lì)  職業(yè)培訓(xùn)

Abstract
The 21st century is an opening and the competition time. Along with economic globalization's fast development and the technical unceasing progress, the market economy obtains consummates unceasingly, between enterprise's competition becomes more and more intense. Take the knowledge as leading, is emerging take the high technology and new technology and the industry as the foundation and the support knowledge economy, the knowledge becomes decided whether a country does have the competitive power determining factor, the knowledge contest is talented person's contest in the final analysis, specially knows the important science and technology the talented person, called that it the knowledge talented person, the knowledge talented person becomes the object which day by day each country competes. Economical globalization, knowledge-based, also causes between of the enterprise to compete is more intense, the knowledge innovation has become one of the decision enterprise survival and development core essential factors, the knowledge creation, the use and the increment, the resources reasonable use and the disposition, must depend on knowledge talented person's realization finally, the knowledge talented person are enterprise's life fountainheads, is the enterprise core competitiveness radical origin. Therefore, the enterprise knowledge talented person's strategic position obtains enhances unceasingly. If establishes perfect one to be able to attract, to detain, trained and the drive knowledge talented person's management system effectively, is the enterprise wins the superiority in the competition the key. . Only then adopts to the knowledge talented person with its corresponding drive measure, can stimulate their enthusiasm and the creativity truly, realizes the drive effectiveness maximization.
Looking over various countries and even various local, various enterprises' development, nearly has a common ground, namely social, technical and economic development's dependence places “the talented person” in this center of resistance. Only then adopts to the knowledge talented person with its corresponding drive measure, can stimulate their enthusiasm and the creativity truly, realizes the drive effectiveness maximization. Keeps pace with the times, proposes the new viewpoint unceasingly, implements the corrective measure, the perfect knowledge staff's drive, the promotion enterprise competitive power, creates more wealths。

Key words: Knowledge workers  Career  Incentive  Vocational training

                            目錄
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引言―――――――――――――――――――----――――――---―1
論文的研究背景-------------------------------------------------1
論文研究意義---------------------------------------------------1
1． 關(guān)于知識(shí)型員工的綜述---------------------------------------1 
1．1．1 關(guān)于知識(shí)型員工的定義-----------------------------------2
1．1．2 關(guān)于知識(shí)型員工的特征-----------------------------------3
1. 1. 3知識(shí)型員工在現(xiàn)代企業(yè)中的作用---------------------------4
 1. 2 知識(shí)型員工的需求-----------------------------------------5
1 .2.1構(gòu)建知識(shí)型員工激勵(lì)機(jī)制----------------------------------6
1. 2.2知識(shí)型員工激勵(lì)機(jī)制的特點(diǎn)--------------------------------7
1. 2.3激勵(lì)機(jī)制的原則------------------------------------------8
1.3知識(shí)型員工的激勵(lì)-------------------------------------------9
1.3.1激勵(lì)的概念-----------------------------------------------10
1.3.2激勵(lì)的特點(diǎn)及原則-----------------------------------------11
1.3.3激勵(lì)的作用-----------------------------------------------12
2．知識(shí)型員工激勵(lì)中現(xiàn)有困境-----------------------------------13
2.1、知識(shí)型員工激勵(lì)的現(xiàn)實(shí)困境----------------------------------14
2.2知識(shí)型員工激勵(lì)中現(xiàn)有困境的原因分析 ------------------------15
2.2.1人力資源管理理念滯后 ------------------------------------16
2.2.2缺乏科學(xué)的員工管理體系-----------------------------------17
2.2.3重視組織價(jià)值，忽視個(gè)體需要------------------------------18
2.2.4重使用輕開(kāi)發(fā)--------------------------------------------19
.2.5薪酬制度欠合理-------------------------------------------20
2.2.6激勵(lì)機(jī)制欠完善------------------------------------------21
3、激勵(lì)知識(shí)型員工的對(duì)策--------------------------------------22
3．1建立優(yōu)秀的管理機(jī)制---------------------------------------23
3．2加強(qiáng)人力資源信息管理-------------------------------------24
3．3完善職業(yè)培訓(xùn)機(jī)制-----------------------------------------25
3．4運(yùn)用現(xiàn)代激勵(lì)政策-----------------------------------------26
3.4.1設(shè)計(jì)誘人的職業(yè)生涯--------------------------------------27
3.4.2建立學(xué)習(xí)型組織------------------------------------------28
3.4.3創(chuàng)建優(yōu)秀的企業(yè)文化--------------------------------------29
3．5建立綜合測(cè)評(píng)體系-----------------------------------------30
3．6實(shí)施全面薪酬戰(zhàn)略-----------------------------------------31
3. 7充分授權(quán)，委以重任---------------------------------------32
3．8實(shí)行彈性工作制-------------------------------------------33
4.結(jié)束語(yǔ)-----------------------------------------------------34
結(jié)論---------------------------------------------------------35
參考文獻(xiàn)-----------------------------------------------------36
致謝――――――――――――――――――――――――――-――37