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知识经济时代下,企业保持创新优势的关键因素是如何充分利用知识员工的智力资本,随着全球范围内掀起的以团队为核心的企业变革,知识团队就成了企业发挥知识员工价值作用的重要载体,是企业提高其竞争力的重要运作单元。知识团队的薪酬管理是一个很复杂的系统,随着知识经济的发展,知识团队将倍受关注,而以此同时,对知识团队薪酬管理理论研究的匮乏和缺乏相应技术上的操作手段。本文以知识团队为研究对象,从团队成员能力和团队绩效的视角,以可行性和可操作性入手,分别对知识团队薪酬结构中的基本工资和绩效工资进行较为深入的研究,希望能为其他企业中的知识团队薪酬体系设计提供借鉴作用。
Under the era of knowledge-based economy, the key factor for enterprises to maintain their innovation advantage is how to make full use of the intellectual capital of knowledge workers. With the team-centered business transformation initiated globally, the knowledge team becomes an important role for enterprises to play the role of knowledge workers Carrier, is an important unit of business to enhance their competitiveness. Knowledge team’s salary management is a complex system. With the development of knowledge-based economy, knowledge team will pay close attention to it. At the same time, the lack of research on knowledge team compensation management theory and the lack of corresponding technical means of operation. This paper takes knowledge team as the research object, starting from the perspective of team member ability and team performance, starting with the feasibility and operability, to make a more in-depth study of the basic salary and performance salary in the salary structure of the knowledge team respectively, Enterprise knowledge team salary system design to provide reference.