互联网的真正魅力并不在于其新颖的功能、华丽的界面或先进的技术。互联网的魅力在于它以非凡的功效使我们轻松获得新想法和信息的最大来源。而这一切的实现归根结底为互联网企业的人才的魅力。从新型互联网企业的角度而言，如何设计有效的人才激励模式，做好核心研发人员的激励工作，留住优秀人才，充分发挥他们的聪明才智，关系到企业的成长与发展，是企业生死存亡的重要战略。 本文把理论研究与应用研究相结合，从基本激励理论出发，借鉴中、西方的优秀激励理论以及企业激励经验的总结，以哈佛商学院现任院长尼廷•诺里亚和另外两位哈佛商学院教授撰写的《员工激励的“四力模型”》为主要参照模型，结合研发人员的特征及心理需求，借鉴符合他们心理需求的激励因素，丰富员工激励的四力模型，并以此分析成长中的金山网络公司的公司现状，通过问卷调查与员工访谈的方法了解现有的研发人员激励体系，经过认真分析现有激励模式所存在的弊端，提出了优化金山网络研发人员激励模式应该采取的一系列对策，形成多纬度，不同层次的金山网络研发人员激励模式：（一）获取驱动力的组织奖励激励设计；（二）结合驱动力的文化激励设计；（三）满足驱动力的职业规划激励设计；（四）满足防御驱动力的工作公平激励设计。 通过持续不断的运营和改进，新的激励模式解决了面临着团队融合的新型互联网公司金山网络在人才激励过程中的困境，同时它也有效的满足了具有“渴望获得尊重、认同感和成就感”的知识型研发人员的心理需求，让他们在职业生涯过程中得到激励和满足，并最终成为金山网络核心的竞争力，从而最终促进金山网络的成长与发展。

The genuine charm of internet is not rest with the novel function, gallant interface or advanced techniques. It is a so charming thing that we can acquire the new ideas and extensive information easily with the internet. All it come true just because the talent person who master the charm of the internet. It is a critical strategy for the new-type internet company that how to motivate the core developers. The complete incentive mechanism is to attract talents, retain staff, give play to their abilities and intelligence, and promote the bases of company’s development. This paper combines the theoretical research with application study; proceed from basic motivational theory in china and abroad. Base on the 4-drivers model researched by professor Nitin Nohria, Boris Groysberg, and Linda-Eling Lee of Harvard business school. Through investigate of our company with development status, specialty of the developers, and the need of the employee, we know the whole incentive mechanism of the IJINSHAN Company, and find the main problems of the existing incentive mechanism. We design the new incentive mechanism with multi-dimension and multi-level to satisfy the demands of the developers: (1) organizational motivate to fulfill the “Acquire” driver demand.(2) culture motivate to fulfill the ”Bond” driver demand.(3) career planning motivate to fulfill the ”Comprehend” driver demand.(4)Work motivate to fulfill the “Defend” driver demand. Following the operating and improving the incentive mechanism of our company continually, we have resolved the problems during the optimal process and satisfied the demands of “desire for self-identity, respect, and success” of developers. Now the new incentive mechanism based on 4-driver model is a strong competitive advantage of IJINSHAN Company. It is not only an effective factor to development and growth of the IJINSHAN Company, but also a powerful way to employee motivation.