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摘要
2016年初，科技部联合财政部和国家税务总局印发了《高新技术企业认定
管理办法》，将认证行业列入高技术服务类别，将认证机构纳入高新技术企业；
同年，人力资源和社会保障部将认证人员纳入国家职业资格目录清单，对认证人
员的管理成为了认证机构管理和发展的重要问题。在认证机构这种知识密集型企
业中，工作的开展是以其知识型员工的智力为基础的，知识型员工是认证机构的
核心竞争力。但知识型员工自身具有独特的特征及需求，认证机构在管理的知识
型员工时，面临着一系列难题，如工作效率低下、职业懈怠、跳槽频繁等，因此，
如何培养、吸引和激励知识型员工，调动他们的积极性，已成为影响认证机构可
持续发展的重要问题之一，也是各认证机构人力资源工作面临的挑战
本文研究对象C认证机构成立于1993年，是国内最早被批准成立的认证机
构之一。该机构总部在北京，在全国有二十几个分支机构，业务分为体系审核、
产品认证、管理咨询、专项培训、节能减排、安全评价、产品检验、集装箱检验
等九大板块，均是典型的以人的知识作为生产力的业务类型。知识型员工在C
认证机构发展中都起着重要作用，激发他们的积极性、创造性，让他们更好地发
挥自身潜能，已成为提升C认证机构的核心竞争力重要途径
企业实行激励机制的根本的出发点是其知识型员工的需求，只有抓住其真实
需求，以需求为起点，激励才能达到最大的效用。本文以基于需求特征的激励相
关理论为依据，从知识型员工的特点及内在需求特征出发，采用问卷调查的形式，
对C认证机构知识型员工的需求和C认证机构激励机制现状进行调查和剖析，
研究分析C认证机构知识型员工激励存在的主要问题。针对C认证机构知识型
员工激励机制存在的问题，以需求导向性、以人为本、公正性和差异化为原则，
对其激励机制结构进行调整，并基于薪酬激励、工作激励、个人成长激励、文化
激励等四个方面提出改进对策。本文旨在通过分析和改进，将多种激励措施协同
运用，探索更科学公平、行之有效的激励机制，激发知识型员工潜能的进一步发
挥，实现企业的发展和个人的发展 “同频共振”，相互促进
关键词：知识型员工；C认证机构；知识型员工激励
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Abstract
In early 2016, the Ministry of Science and Technology and the State
administration of taxation issued the High-tech Enterprise cognizance Management
measures, the certification industry into High-tech service categories, the
certification body into High-tech enterprises; the same year, the Ministry of Human
Resources and social Security will be certified into the National Professional
Qualification catalogue, The management of certified personnel has become an
important issue in the management and development of certification bodies. In this
knowledge-intensive enterprise, the work is based on the intelligence of the
knowledge-based staff, and the knowledge-based staff is the core competence of the
certification body. However, the knowledge employees have their own unique
characteristics and needs, the certification body in the management of
knowledge-based employees, faced with a series of problems, such as inefficient,
professional slack, frequent job-hopping, so how to cultivate, attract and motivate
knowledge workers, mobilize their enthusiasm, has become one of the important
problems affecting the sustainable development of certification bodies, and also the
challenge of human resources work of each certification body.
The object of this article C Certification body was established in 1993, is the
earliest approved the establishment of one of the certification bodies. The agency's
headquarters in Beijing, has more than 20 branches nationwide, the business is
divided into system audit, product certification, management consulting, special
training, energy-saving emission reduction, safety assessment, product testing,
container inspection, such as nine major sections, are typical of human knowledge as
a productive business type. The knowledge worker plays an important role in the
development of C certification organization, stimulates their enthusiasm and creativity,
and lets them exert their potentials better, which has become an important way to
promote the core competence of C-certification organizations.
The basic starting point for the enterprise to implement the incentive mechanism
is the demand of its knowledge workers, and only by grasping its real demand and
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taking the demand as the starting point, can the incentive achieve the maximum utility.
Based on the theory of demand-related motivation, this paper based on the
characteristics of knowledge workers and the characteristics of intrinsic needs, this
paper investigates and analyzes the demand of knowledge workers of C-certification
organization and the status of incentive mechanism of C-certification institutions by
means of questionnaire survey, and analyzes the main problems of the motivation of
knowledge workers in C certification organization. Aiming at the problems existing in
the incentive mechanism of knowledge workers in C certification organization, this
paper adjusts the structure of incentive mechanism based on demand-oriented,
people-oriented, impartiality and differentiation, and puts forward some improvement
measures in four aspects, such as salary incentive, job motivation, personal growth
incentive and cultural motivation. The purpose of this paper is to analyze and improve,
combine various incentive measures, explore more scientific and fair and effective
incentive mechanism, stimulate the further exertion of the potential of knowledge
workers, realize the development of enterprises and the development of individual,
resonance of the same frequency and promote each other.
Key words
: knowledge workers; C certification organization; The knowledge
staff motivation。。。。。。