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论文编号：	1375
作者编号：	2120072118
上传时间：	2009/12/24 15:05:12
中文题目：	H公司关键技术人员主动离职中的知识持续管理对策研究
英文题目：	The stragic study regarding the Continuous Knownoledge management of the initiative demission of key talents in company H
指导老师：	袁庆宏
中文关键字：	关键技术人员 主动离职 知识持续管理
英文关键字：	Key technical talent, initiative demission, continuous knowledge management
中文摘要：	现代企业的竞争究其根本就是核心能力的竞争，而核心员工是企业能否取得竞争优势的关键。他们掌握着关键资源，是企业盈利的第一要素，所以企业间的竞争归根结底是核心员工的竞争。然而企业间激烈的竞争，也导致了人员流动率的提高。关键技术人员作为企业核心员工之一，掌握着企业的核心知识技术、关键诀窍或专利机密等核心资源，他们的主动离职所直接导致的知识、技术、机密的流失足以使企业陷入停滞甚至破产。如何应对员工，特别是关键技术人员主动离职后给企业带来的知识损失，成为很多企业面临的挑战。因而“知识持续管理”在企业提升价值的过程中起到最为关键的作用，并成为现代企业的发展趋势和动力。 本文采用理论研究与实际相结合的方法，首先对离职管理理论，知识管理理论、企业知识的持续管理理论、人岗动态匹配模型、离职过程中的知识保全等理论与相关文献的进行了梳理，作为案例企业的研究理论基础和研究框架；其次结合H公司作为生物制药企业的行业特点以及关键技术人员管理的现状，分析了关键技术人员主动离职的原因与离职产生的后果；在此基础上，提出了基于关键技术人员自身知识特点的知识持续管理的主要对策，包括“对现有知识的保全管理”、“对组织内部的知识传递管理”以及“对关键技术人员离职的风险防范措施”三个方面，从而构成了H公司防范企业关键技术人员主动离职的知识风险防范体系。 本文研究的目的是希望通过对H公司这样一个生物制药企业关键技术人员主动离职中的知识持续管理的研究，能够对其他处于同等环境的知识密集型企业有所参照及借鉴作用。
英文摘要：	Core competence is the essence of competition for modern companies. Key talents are vital to a company’s survival and development. Key talents are the carrier of a company’s core competence, mastering the key resources in a company, which is primary for profit-making. The competition between companies is at bottom the competition of Key talents. However competitions between companies are more severe, which increase the staff turnover rate. The key technique person is one part of the key talents who master the key knowledge technique, key know-how or patent confidentiality etc. The initiative demission of them will lead the drain of knowledge, technique, and confidentiality which cause the stagnation or even bankrupt of the company. Many companies are facing a practical challenge: how to deal with the knowledge loss caused by demission, especially the demission of senior core talents. As a result, As a result, “continuous knowledge management” plays a pivotal role in the process of value promoting and becomes the trend and motility of top companies in the industry. Combining academic research with practical study, the article firstly reviews demission management theory, knowledge management theory, continuous management of company knowledge, Dynamic Person-post Matching System and knowledge maintenance during staff demission, as the foundation and frame for further research and analysis. Then the article provides a case study of company H, which is a pharmaceutical company, exploring the current status and existing problems of key technical talents management and bringing up a pertinent strategy to continuous knowledge management for the key technical talents. On this basis, the main countermeasures having three aspects which are “Preservation of existing knowledge management”, “Internal knowledge transmission management” and “Risk precautionary measure of key technique persons’ demission” was proposed based on the acknowledge continuity management of key technique persons’ knowledge characters. All above constitute the knowledge risk prevention system raised from key persons’ demission of Company H. The article studies the continuous knowledge management in a pharmaceutical company when it faces an initiated demission by key technical talents. The purpose of this study is to provide useful references to other Knowledge-intensive companies under comparably similar environments with company H.
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