The international economy development process indicates that human has entered the era of knowledge economy, the development of high-tech industries and the production capacity of the high-tech enterprises has become the important measure of comprehensive national strength index. By studying the scale and structure of high-tech enterprise in all countries we can easily find that small and medium high-tech enterprises play a mainstay function in the development of high-tech industries, and increasingly become the foundation of knowledge economy era. Obviously, the knowledge employees who grasp and control the intellectual capital in high-tech. company are very important for the survival and development of company. However, the lack of fully motivation and training on knowledge employees in most of the small and medium high-tech enterprises lead to low efficiency of the knowledge employees and the waste of human resources. So identifying the motivation and training needs of knowledge employees and improving the work efficiency of knowledge employees is an important part of the rapid development process in small and medium high-tech enterprises. This paper focused on more than 500 knowledge employees of small and medium high-tech enterprises for the study, firstly to survey most important motivation , motivational factors and incentive degrees of employees, by descriptive statistical analysis , knowledge employees of small and medium high-tech enterprises at this stage have believed that the most important motivators of 22 kinds motivators were: salaries and benefits, job promotion, teamwork, management systems, leadership qualities, its prospects and relationships. Secondly, the use of factor analysis resulted motivators of knowledge employees have been divided into three categories: institutional incentives, job incentives and cultural incentives. Thirdly the use of variance analysis resulted knowledge employees' gender, age, education, work age, company age, position, title and salary took different effect on various types of incentives and the incentive degrees. Fourthly the use of correlation analysis resulted that institutional incentives, job incentives and cultural incentives of knowledge employees have been significant positive correlation with incentive degrees at the 0.01 level. Finally, the use of regression analysis built a model of knowledge employees incentives, resulted that institutional incentives have been stronger than job incentives and cultural incentives on level of explanation, and gave the corresponding countermeasures and suggestions by the incentives and training system based on the model of knowledge employees of small and medium high-tech enterprises and analysis of the problems in incentives and training according to interviews.