The highest state of management is "rule by doing nothing", that is, to stimulate employees' enthusiasm for work through internal control. Intellectual employees basically have good autonomy, and they are more engaged in thinking work. Rigid work rules do not make much sense to them. They prefer to work with autonomy and challenge, and they like more intense work. arrange. Therefore, the work design in the organization should take into consideration the personal wishes and values of employees, and create a safe and comfortable working environment for employees as much as possible. The work scope is continuously expanded, the work content is enriched, and the work is diversified and complete. At the same time, gradually implement the flexible working system, increase the scalability of working hours and the flexibility of working places, and establish a corporate style and corporate culture that emphasizes team friendship, so that employees feel that work itself is a kind of enjoyment. Only by showing one's skills in work and fully realizing self-worth can the enthusiasm and creativity of employees be maximized.
First of all, increase the wages and benefits of employees. For intellectual employees, salary is a measure of self-worth. Salaries higher than the market average will make employees feel that the company values them. The salary design should be based on human abilities, reflecting the different values of employees at different levels of the enterprise organization. Welfare has always been a means for companies to attract and retain important employees. Many people consider whether the company can provide competitive benefits as an important weight when choosing a company. ——Secondly, provide compensation linked to work performance. On the premise of perfecting the employee performance appraisal system, the employee's contribution income and the company's development prospects are tightly bound together. A feasible way is to share risks and benefits, such as allocating equity or stock options. ——Finally, meet the spiritual needs. Material interests are certainly the basic factor for enthusiasm, but spiritual needs are also a huge driving force. They are higher-level needs than material needs and can last forever. Therefore, when improving the comprehensive treatment of knowledge workers, we must also focus on job satisfaction, including the challenge and fun of the job, allowing creativity and personal satisfaction, etc.; achievement recognition includes colleagues and superiors’ work performance Recognition and so on are very economical methods.
Intellectual personnel, for their own and professional needs, will pay more attention to the opportunities provided by enterprises for training or re-learning. Therefore, in addition to providing employees with a remuneration commensurate with their contributions, companies should also improve their talent training mechanism, provide intellectual employees with learning opportunities to be educated and continuously improve their own skills, so that they have a life-long employment ability. In this way, the company can organically integrate the development of the company with the development of the individual to achieve the goal of win-win °. From the perspective of social trends, the survey shows that corporate training fees are on the rise every year, and companies with higher knowledge content pay more per capita training fees and time. Therefore, strengthening the training of intellectual employees is particularly important for knowledge-based enterprises. Small and medium-sized enterprises should increase their training investment when the financial resources of the enterprise permit.
Intellectual employees have high requirements for personal development. Enterprises must fully understand the personal needs and professional development wishes of intellectual employees, provide them with challenging development opportunities, and create the greatest space for development. Let them have a say in their work and a certain degree of management decision-making power, and provide an upward path that suits their requirements. With the growth and contribution of the company, they can get a fair promotion or create new career opportunities, so that employees can clearly Seeing their own development prospects in the organization, make them a long-term cooperation with the organization, a partnership of honor and disgrace, and dedicated themselves to the enterprise.
As the key capital of knowledge-based enterprises, human capital puts forward higher requirements on the management of human resources. Designing and formulating a human resource management plan that meets the characteristics of knowledge-based enterprises, especially small and medium-sized enterprises, will not only help the development of such enterprises, but also help the development of more small and medium-sized enterprises. In the fierce market competition, those who gain talents and those who retain talents win the world.