| With the advent of the knowledge economy, R&D staff of the enterprise has an increasingly important role. How to effectively motivate researchers enterprises need to face a problem. Reasonable salary incentives can be a way for enterprises to attract, retain talent. For the company’s incentive compensation system, can greatly improve the work of the staff and mobilize the enthusiasm and creativity to improve the work performance of employees.Our country is a big manufacturing country, the coastal areas of industrial manufacturing-based, knowledge-based R&D personnel as core staff, the design of new products and new technology innovation plays an important role. R&D personnel due to its wealth of technical knowledge, with greater independence and flexibility than traditional workers, enterprise R&D personnel turnover is more prominent issue, through reasonable salary incentives, appropriate increase for enterprises to do contribute to the outstanding staff, moderate gap, improve benefits, and ultimately improve customer satisfaction research and development personnel for enterprises retain key personnel, R&D personnel incentive for businesses to make greater contributions.Research on R&D staff of foreign companies start incentive pay much earlier than our country, made a lot of achievements dramatically success. Country due to various reasons, started late, but also constantly absorbing advanced foreign experience, combined with China’s national conditions, continue to improve incentives for R&D staff salaries in order to achieve better results. Currently most of our businesses, build corporate culture is weak, did not establish a fair, just and effective compensation system, there is no detail on the research and development staff to analyze and evaluate positions, ignoring the distinction between research and development personnel and other employees, management still using the traditional methods, resulting in a large number of knowledge workers can not get real excited, can not effectively tap the potential and creativity can not be fully realized. The face of an increasingly competitive market environment, companies rely solely on the sea Tianjin original low-cost strategy has been difficult to achieve a dominant position in the international market, companies become bigger and stronger, you need to rely on the continuous efforts of a large number of excellent staff, incentive pay constantly improve the system can continue to motivate employees to improve their own level, forming a virtuous cycle of incentive systems.This paper attempts to integrate theory with practice, to Tianjin sea company specific case studies, research and analysis on the status of the company’s R&D personnel incentive compensation, research and discuss their problems and solutions. First, the main use of relevant theories of motivation and incentive pay, for the current R&D staff to analyze the existing remuneration system, and through questionnaires in this way, employee satisfaction surveys and measures the remuneration system, in order to identify defects of the existing system, are:the proportion of low-pay incentive compensation structure; lack of career planning research and development staff; research and development team of poorly designed remuneration; performance appraisal system unscientific; welfare-oriented content is not in the staff; some employees’pay is not disclosed the existence of dissatisfaction. Finally, the optimization and improvement into existing remuneration system and salary incentives, mainly from the following aspects:adjust the salary structure, the establishment of broadband pay system; pursue R&D dual career development programs; perfect team salary system, improve team salary scale; improve the performance appraisal system, the rational design of assessment indicators, clear performance goals, emphasis external evaluation, timely and detailed feedback performance appraisal results; establishment of suitable employees need welfare programs; modest public salary payment information. |
PDF Full Text Request