1) intellectual personnel
知识性员工
1.
The intellectual personnel have rapidly developed into the most influential resource in all nations.
知识性员工已迅速成为各国最具份量的资源。
2) knowledge worker
知识员工
1.
Management and inspiriting of knowledge workers;
谈知识员工的管理与激励
2.
Empirical study on acceptability of methods of work measurement of knowledge worker;
知识员工工作测量方法认可度实证研究
3.
Analysis of The influence and countermeasure of improving knowledge worker s productivity——The case of A soft group;
知识员工生产率提高的障碍及对策——以A软件集团为例
3) knowledge employee
知识员工
1.
Fuzzy comprehensive appraisal of knowledge employees in knowledge-based enterprises;
知识型企业知识员工的模糊综合评价
2.
However,empirical research has not explored the relationship between knowledge employee s career development management and knowledge sharing in China.
本文以知识员工为研究对象,从实证的角度。
3.
This article analyzes the function of encouraging mechanism in improving the working efficiency of the knowledge employees.
知识员工本身的特征可能导致低效率。
4) knowledge workers
知识员工
1.
Research on principle of KPI for knowledge workers;
基于知识员工的KPI设定原则探讨
2.
Research on knowledge workers compensation management;
对知识员工的薪酬管理体系研究
3.
A research on the key problem of knowledge workers incentive compensation mechanism in China and its solvement;
我国知识员工薪酬激励:核心问题和对策思路
5) knowledge staff
知识员工
1.
How to attract and retain knowledge staff is becoming the focus of management at the era of the knowledge economy.
知识经济时代,如何吸引和留住知识员工已成为企业管理者关注的焦点。
2.
Therefore,in order to solve this problem,this text will do as follows: standing from the characteristics of the knowledge staff,being explicit about the factors of encouragement,combining the theory research achievment as well as the real diagnosis research achievement,building the encouragement mechanism that suits the characteristics and demand of the staff,and finally achieving the d.
由于目前很多企业现行的激励机制存在一定的缺陷,不能有效地激励知识员工,文章为了解决这个问题,从知识员工的特征出发,明确他们的激励因素,再结合激励理论的研究成果以及实证研究的成果,建立适应企业特色和员工需求的激励体系,实现企业与知识员工的双赢与多赢。
3.
A trade that IT enterprise grew up rapidly at the end of the 20th century, has attracted the most outstanding enterprise of the world equally, participate in the competition of the Chinese market, and Hi-Tech, innovation, advanced person, knowledge staff nearly become pronouns of IT enter.
IT行业做为在20世纪末迅速成长的一个行业,高科技、创新、先进、知识员工几乎成了IT企业的代名词,特别是在这一行业世界最优秀的企业都在中国市场上与中国企业竞争,因此对IT企业而言人员激励的问题就尤为重要。
6) knowledge employees
知识员工
1.
After being satisfied with the demand of living and safety,People will have high-level demand,especially reflected by the psychological contract of knowledge employees.
知识员工心理契约就反映他们这些高层次需求。
2.
On the basis of organizational support theory, this paper analyzes the characteristic of knowledge employees demand and the potential effects of organizational career management on their behavior and feeling.
本文以知识员工的需求特征为出发点,运用组织支持理论分析了组织职业生涯管理对知识员工的心理和行为可能产生的影响。
3.
This article from the perspective of the features of knowledge employees,discusses the factors affecting the psychological contract of knowledge employees.
本文以知识员工的特点为视角,探讨了知识员工心理契约的影响因素,着重研究心理契约对知识团队的影响,探讨知识团队心理契约的表现形式及形成机制,并着重探讨造成心理契约违背现象出现的影响因素,并根据国内外知识企业的管理实践提出知识团队心理契约管理的若干对策。
补充资料：陈述性／程序性知识
陈述性／程序性知识
declarative-procedural knowledge
陈述性程序性知识(d eelarative一proeeduralknowledge)现代认知心理学所划分的两种基本的知识类型。陈述性知识指知道是什么，即关于事实的知识;程序性知识指知道怎么做，即关于技能的知识。大部分陈述性知识能够用语言表述，而程序性知识却很难被意识到。例如，大多数人知道怎样骑自行车，但不能用语言清楚地表述出来;而3 X4二12则能用语言表述。前者是程序性知识，后者是陈述性知识。认知心理学主要关心这两类知识在头脑中是怎样被表征的。一般认为，陈述性知识有言语、意象和命题三种表征方式，而程序性知识则是由一套产生式系统来表征的。 (谭立海撰粤藕铃审)
说明：补充资料仅用于学习参考，请勿用于其它任何用途。
参考词条