知识经济的到来使整个社会都在发生着巨大的变化。公共组织作为社会的一部分，也不可避免的受到了冲击，要想公共组织在当前的知识经济浪潮中有更好的发展，知识创新不谓是一个很好的方法。现在越来越多的知识经济学研究学者认识到，人既是知识创新的主体，又是知识创新的主要载体和受益者，人力资源是所有资源中最宝贵的资源，物力、财力和其他资源都是通过人的因素来发挥其作用的；知识创新的各个环节关注的是人和行为的结合。因此，人力资源管理系统是知识创新的重要承载平台。本文正是从人力资源政策角度来探讨如何提高公共组织的知识创新。本文共分为以下五个部分：
第1章绪论部分从知识创新和人力资源管理的结合点出发，提出基于人力资源管理政策实现知识创新的可行性，交代研究课题的选题动机和目的，明确全文的研究框架和研究逻辑。
    第2章回顾了相关的文献。这部分包括国内外有关知识创新的研究和国内外有关人力资源管理的研究。
第3章定义了本文研究对象的内涵，其目的主要有两点：（1）限定讨论的范围，避免偏离主体；（2）澄清关键概念，保持概念和逻辑的前后一致性。
    第4章根据文献综述的结果，提出了本文的研究概念模型，提炼出“获取”、“共享”、“转化”、“创新”、“招聘”、“培训”、“激励”、“绩效”等八个变量，讨论了以上变量的定义以及变量之间的假设关系。并就公共组织人力资源政策对知识创新各个环节的影响进行实证分析。
第5章主要是在第4章的基础上，对实证模型和假设进行检验，并根据结果对如何从人力资源管理政策角度提高公共组织的知识创新提出可行性建议。

Knowledge economy makes the whole society have changed hugely. As one part of the society, the public organizations also inevitable have been under the impact. If the public organizations want to have a better development in the current knowledge economy tide, the knowledge innovation does not to say is a good method. Nowadays, more and more economists recognize that the human being is not only the main body of knowledge innovation, but also the main carrier and beneficiary of knowledge innovation. Human resource is the most important resource of all; material resources, financial resources and others have their functionary by human; every parts of knowledge innovation pays more attentions to the integration of human and their behaviors. Therefore, human resource system is the important carry roof of knowledge innovation. And this article is from the perspective of human resources management policies to discuss how to improve knowledge innovation of public organization. This paper is divided into five parts:
Chapter 1 is Introduction; this part is from the integration point of knowledge innovation and human resources management policies, lodged the feasibility of improving knowledge innovation which based on human resource management policies. This part also explains the motive and purpose of topics, and makes the research framework and logic of whole articles clearly.
Chapter 2 reviews the relevant literature. This includes the domestic and foreign related researches of knowledge innovation and human resource management.
Chapter3 defines the content of this study, there are two main purposes: (1) limited the scope of discussion, to avoid deviation from the main; (2) to clarify the key concept, and keep the coherence of concept and logic.
According to the results of Chapter 4 Review, bring forward the conceptual model of the study, to extract eight variables of “access”, “shared”, “transformation”, “innovation”, “recruitment”, “training”, “incentive”, “performance”, and discuss the definition of these variables and the assumption relationships between the variables. At the same time, give the empirical analysis to the impact of human resource management policy of public origination to its knowledge innovation.
On the basis of Chapter 4, the Chapter 5 inspects the empirical models and assumptions, put forward the feasibility proposals for public organizations from the results of human resource management policy how to make knowledge innovation improvement.