摘要:知识经济的发展，使得人力资本在社会经济发展中的地位获得空前提高，掌握着对民营企业发展至关重要的技术、信息和知识的知识型员工直接决定了民营企业是否能够健康顺利发展。然而，知识型员工是一个不同于普通员工的特殊群体，如何有效地吸引、留住和激励知识型员工，充分调动他们的主动性和积极性，己成为民营企业人力资源开发与管理的重心，也成为民营企业可持续发展的一个核心命题。
目前，针对民营企业知识型员工的流失问题及解决措施研究还很缺乏，已有的研究成果或多或少存在一定的局限性，尤其是对于知识型员工的非经济方式的激励措施方面的研究还比较匮乏，本文将从知识型员工流失的原因结合民营企业自身的特点从非经济激励措施的方面对民营企业知识型员工流失问题进行进一步解决。
关键词：知识型员工，民营企业，企业特点，核心竞争力
Abstract :As the development of knowledge economy，human capital becomes extraordinary in social economy development which makes knowledge workers who own important technique，information and knowledge to enterprise development determine whether a company can develop healthily and smoothly. However，knowledge workers are differ from common workers，so the core point of enterprise human resources development and management is how to attract，maintain and motivate knowledge workers effectively and enhance their initiative and enthusiasm，and also the point is the nuclear proposition to enterprise sustainable development.
Research on the Noneconomic Compensation should be put on the agenda, as the richening of Material situation, the rising in management cost as well as the decreasing of marginal effect in material motivation. The concept of salary will be discussed from the broad perspective in this paper。By studying the Knowledge Worker’s salary satisfaction factors and quoting the concept of Cafeteria compensation brought from John E.Tropman，I will propose a new model of pay incentives——Non-economic incentive pay effective method in this paper.
Keywords：Knowledge-type employees，Private enterprise，Enterprise characteristics，Core competitiveness
