XX公司研发人员激励方案设计工商管理专业论文.docxVIP

I I 摘 要 摘 要 高新技术企业的发展依赖于创新的环境与机制，特别是研发人员的作用，而 这些在发展中的中小型民营高新技术企业由于其一般只顾眼前的短期利益，往往 忽视了有利于公司长远发展的长期利益，缺乏对公司的研发人员进行真正有效的 激励。在现代竞争日益激烈的高新技术行业竞争中,对研发人员合理的有竞争力的 激励方案就显得更为重要。有竞争力的激励方案不一定是高工资、高待遇，而是 能保证组织内部的公平性和在市场上的竞争性。 本文首先论述了有关激励理论，包括管理学激励理论和经济学激励理论，概 述了国内外研发人员激励问题的研究现状。然后以一家民营高新技术企业的研发 人员为研究对象，论文着重分析了目前 XX 公司研发人员激励方案存在的问题，以 激励理论为基础，从经济激励、精神激励、成长激励三方面对 XX 公司的研发人员 进行激励方案设计，特别是在经济激励方面，本文根据 XX 公司的研发项目比较小， 与同行业国有研究所相比，属于外围、非核心项目的特点上，采取研发人员的激 励与研发项目紧密结合，在项目团队的绩效考核下，对研发人员进行物资激励方 案为主的多种激励方案的组合设计。 关键词：研发人员，经济激励，精神激励，成长激励 II II ABSTRACT ABSTRACT The growth of a hi-tech enterprise is dependent upon an innovative environment and mechanism, particularly on the role of RD personnel. However, small and medium private hi-tech enterprises generally focuses only on short-term gains while neglect long-term development, which results in want of truly effective incentives to RD personnel. Therefore, sensible and competitive motivation modes are especially important against the increasing competition in hi-tech industry. A competitive motivation mode may not necessarily mean high salary or good welfares, but the internal fairness and personal competitiveness in labor market. This article starts with narrating the relevant incentive theories, including theories in management and economics, and generalizing the status quo of the incentives to R D personnel at home and abroad. Then, it takes an example of a private hi-tech enterprise, analyses the problems existing in the motivation modes to the RD personnel in the company, and designs a motivation mode incorporating incentives in economic, spiritual and personal growth aspects, with economic incentive highlighted. In view of its RD projects being small, peripheral and non-core, compared with state-owned research institutes in the same sector, the article suggests to closely link incentives for the RD personnel with the RD projects and evaluate the performance of the whole project team, then practice a combined mode of incentives with the mate