管理知识产权组织的过程是连续的，员工组织应该很好，组织中的关系应成为合作伙伴，在某种程度上，这是通过让员工参与公司资本化以及从股票中分配股息来实现的。日本人长期以来一直关注公司中知识产权的发展，需要为员工进行持续的培训费用，即知识搜索，但日本质量在世界范围内已知，并且比十个秩序领先于十个。行业。然而，俄罗斯在核工业和军事技术中仍然很强大。智力资本的发展需要大量资金。经理创新类型必须与企业的简单经理具有非常不同的质量。一个简单企业的经理必须是一名领导者，可以按计划行事，迫使他的下属发行一定时间，以促进回收，惩罚停机时间。创新经理不应获得大量的某个产品，而应获得一个很好的创新想法，该想法是在合格的选择下进行的，并将这一想法转化为现实。智力资源是创新发展的基础。每个阶段都会导致灾难。 For example, when an innovative idea, who gets right to the idea, how much income will get by, how to protect the idea. Sometimes useful ideas that have worked for years over the entire R & D, left, and brought good profits, only to other organizations, sometimes even foreign. Employee innovation unit should not think about the material well-being, he must have a stable income that allows him to lead a normal life, so that he could devote himself completely to intellectual development. Employees innovative units should share their experiences with each other. The idea originated in a single head has already finalized collectively on the basis of experience. Even when working in order, creating a product of a certain quality to the customer leaves the sample, technical documentation, and developers still have the experience, drafts, copies of technical documentation, laboratory sample, etc. The price of such collaboration is increasing, intellectual resources have more accumulated experience of following the path of further development, creating new products. This is one of the development ofdumine结果。还可以从其他公司，书籍设计和代理公司中购买知识工作的结果，他们开始使用公司的智力资源来形成。功能信息是，丰富的信息，不会失去其价值，可以在时间，空间，信息中分配信息，不会从频繁使用中磨损，无限期地收到信息的人数，而是最重要的信息缺乏信息。是它很快变得过时了。可以向公司的授权资本进行智力资源，他们可以计算折旧，可以出售，承诺等。
