浅谈如何激励知识型员工的发展

在知识经济时代,知识成为经济发展、企业生产经营的主要资本,而知识型员工拥有的人力资本是企业价值增值的重要源泉.激励是研究如何真正调动其员工的内在积极性,是企业管理中的重要组成部分.本文对知识经济时代的特点和知识型员工的特点进行了分析,从企业知识型员工的特殊性出发,对知识型员工的激励提出了基本要求.     

医院知识型员工的激励

医院是知识型员工密集的组织,本文在分析知识型员工特点的基础上,提出了医院知识型员工激励的方法和策略.     

物流企业中知识型员工的激励探析

物流在国民经济中起到桥梁的作用,知识型员工又在物流企业中起到支撑作用,是企业的宝贵财富,物流企业中的知识型员工除了具有知识型员工的共性外,又有其独特的特点.如何激励物流企业中的知识型员工,关系到物流企业的生存和发展.     

浅谈企业知识型员工的柔性化激励

知识经济的崛起,企业之间的竞争,使得知识的载体-知识型员工已成为企业生存和发展不可或缺的关键要素.本文从知识型员工的特点和激励因素出发,探索建立柔性化激励机制,以满足知识型员工的高层次需求,实现企业与知识型员工价值增值的双赢目标.     

浅谈知识型员工流动管理

知识型员工作为企业的优质人力资源,是企业价值的重要创造要素.在当今竞争日益激烈的知识经济时代,科学技术飞速发展,社会对知识型员工的需求有增无减.随着网络技术和传播媒体的迅速普及,知识性员工流动也日益加剧,如何有效的对企业的知识性员工流动进行管理,决定了企业今后的生存和发展.本文从分析知识性员工的流动原因和影响的基础上,提出对知识性员工管理的有效建议.     

谈企业知识型员工的激励机制

人力资源是现代企业的战略性资源,也是企业发展至关重要的因素,由于知识型员工有着不同于普通员工的特征,对他们的激励策略设计必须建立在对其需求要素的把握之上,在薪酬、自主性等方面给予有效的激励策略.     

基于心理契约视角的"80后"知识型员工流失研究

心理契约是员工和组织之间的一种隐含的、未公开说明的对相互义务和责任的理解和期望.以心理契约理论为基础,结合80后知识型员工的群体特性,分析80后知识型员工流失的原因,并在此基础上构建了减少80后知识型员工流失的动态模型,以期对管理者如何减少80后知识型员工流失提出建议.     

创建学习型企业 打造高技能员工队伍

阐述了设备检修协力中心为创建学习型企业,打造高技能人员工队伍,探索解决高技能人才短缺的问题,努力建立和完善职工培训、鉴定、使用、待遇相结合的激励制度,构建适应企业发展要求的高技能人才培养机制,培养了一大批知识型员工。     

信息经济时代企业知识型员工的管理

本文对信息经济时代企业中知识型员工的特点进行分析,并针对其特点主要从激励性和人性化管理等角度提出了适宜的管理方法。     

创新中的知识性工作与管理结构

在彼得·德鲁克创造了"知识型员工"这一术语后的半个世纪里,知识型员工在劳动力大军中所占的份额稳步增长,由此也出现了各种旨在提高知识型员工工作效率的技术工具.然而,许多庞大开支的技术工具并没有提高生产率,甚至在某种程度上降低了工作效率.     

Effects of performance appraisal format, age, and performance level on retirement decisions.

79 college business administration students reviewed completed performance appraisal forms and other personal data and arrived at recommendations with regard to employee retirement. Three independent variables—performance appraisal format (trait scales, behaviorally anchored rating scales, or management by objective reports), employee age (58, 65, or 69 yrs), and performance level (high, medium, or low)—were manipulated. Significant age of employee effects were found, with the 69-yr-old employee receiving the least favorable treatment. Age effects on retirement decisions tended to be very similar regardless of the type of performance appraisal format used. Significant performance effects were also found, and high performers were judged to be fit to continue regardless of age. (5 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Employee perceptions of performance appraisal fairness in two organizations.

Studied the characteristics comprising the appraisal process from the employees' perspective and how those characteristics related to employee perceptions of performance appraisal fairness. Based upon factor analysis of survey data from a total of 397 management and professional employees in 2 large Canadian organizations, 6 characteristics were found to comprise the appraisal process: appraiser's knowledge of the employee's job and performance, opportunity for employee participation, establishment of specific and relevant job goals, discussion of employee development goals, discussion of company and department goals, and feedback on results. The relative importance of these characteristics to overall appraisal fairness ratings was different in the 2 companies. The favorableness of the most recent appraisal was associated with the employee's belief in the overall fairness of the appraisal process in both companies. (French abstract) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Forecasting Construction Staffing for Transportation Agencies

When the volume of construction projects let to contract increases significantly, state departments of transportation must critically examine internal construction project management staffing capabilities and accurately forecast the manpower required to execute future projects. This paper describes the development of a model or process to forecast manpower requirements as a function of project type and cost for selected employee classifications. Using data from 130 recently completed highway construction projects and over 11,000 employee payroll entries, regression analysis plots were generated to predict overall manpower requirements for projects of a given type and cost. These overall requirements were then adjusted to predict manpower requirements for individual employee classifications using typical task allocation percentages obtained from questionnaire data. The output from the model serves as input into commercially available critical path method scheduling software to facilitate manpower planning and resource leveling.     

Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality.

Extant research on high-performance work systems (HPWSs) has primarily examined the effects of HPWSs on establishment or firm-level performance from a management perspective in manufacturing settings. The current study extends this literature by differentiating management and employee perspectives of HPWSs and examining how the two perspectives relate to employee individual performance in the service context. Data collected in three phases from multiple sources involving 292 managers, 830 employees, and 1,772 customers of 91 bank branches revealed significant differences between management and employee perspectives of HPWSs. There were also significant differences in employee perspectives of HPWSs among employees of different employment statuses and among employees of the same status. Further, employee perspective of HPWSs was positively related to individual general service performance through the mediation of employee human capital and perceived organizational support and was positively related to individual knowledge-intensive service performance through the mediation of employee human capital and psychological empowerment. At the same time, management perspective of HPWSs was related to employee human capital and both types of service performance. Finally, a branch's overall knowledge-intensive service performance was positively associated with customer overall satisfaction with the branch's service. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

浅析环保设备的企业价值

随着社会经济的不断发展,经济与环境的矛盾也日益突出,企业的环境意识、员工的健康及环境管理模式已引起越来越多的关注。环保设备正在逐渐走入企业,本文主要介绍中色沈阳冶金机械有限公司引进的RCL无泵水幕喷漆室设备对于公司各个方面的价值及设备的工作原理及特点。加强对环保设备的认识,增强环保意识。     

Some interactions between personality variables and management styles.

Administered rating scales and Rotter's Internal-External Control scale to 110 hourly employees of a large chemical plant to investigate the interaction between management style and locus of control on workers' satisfaction with supervision and job involvement. Satisfaction with supervision was found to be a function of the interaction between management style and employee internality. Job involvement was directly related to employee internality, with the interaction of management style and employee internality having a negligible effect on this dependent variable. (22 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

天铁企业员工信息管理程序的设计

阐述了天铁企业员工信息管理程序的设计过程,通过对业务需求的分析,对管理程序进行全新开发,实现了员工信息的录入、管理、查询等功能,增强了软件实用性,提高了人力部门的工作效率,实现了人员管理规范化、系统化、科学化.     

矿山客运安全管理的实践与思考

本文在对德兴铜矿客运安全实践全面总结的基础上 ,进一步对矿山客运安全管理进行探讨与思考。     

浅淡企业怎样创建学习型组织

提倡团体学习,加强企业学习的制度化建设,建立和完善员工自主管理机制、激励机制和培训机制。从而提升企业的核心竞争力,促进企业和整个社会的可持续发展。     

Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis.

Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and these business-unit outcomes. One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit. (PsycINFO Database Record (c) 2010 APA, all rights reserved)