Study On Incentive Mechanism Optimization Of R&D Personnel In H Company

With the development of new technologies,the life cycle of new things is becoming shorter,and enterprises must maintain strong R&D capabilities in order to avoid being eliminated in the competitive market.During the “two sessions” of 2017,governments at all levels stressed that "give the researchers a free hand to innovate" and innovation is the decisive factor for an organization to compete and develop.Product innovation leader-R & D personnel becomes the most important strategic resources for enterprises.Holding a team of outstanding R & D personnel and effectively motivating the team can significantly enhance the competitiveness of enterprises.Then how to establish effective incentives of R&D personnel for enterprises to arouse their enthusiasm,initiative and innovation and how to retain the core talents and use their knowledge to serve and bring benefits to the enterprises is increasingly the focus of enterprises.This paper first summarizes the classical theory of motivation and current situation of R & D personnel motivation research,and analyzes the inspiration of the current theoretical research on the optimization design of R & D personnel incentive mechanism of H company.In the introduction of the research object,it points out the multiple game relationship between the management and the R & D personnel of H company,uses interview outline and questionnaire to investigate,summarizes the problem and expectation of incentive mechanism,states the nature of R & D work and the characteristics of R & D personnel,analyzes the reasons that caused the incentive problem from subjective and objective aspects,constructs a framework of incentive mechanism that fits H company by applying incentive principle,competency evaluation index and motivation transformation theory.The framework is the core of this paper.Based on the framework,this paper provides feasible and targeted incentive methods and approaches for H company from aspects of broadband pay setting,task allocation,resource allocation power,benefit sharing system,horizontal monitor,differentiation incentives,knowledge capitalization and authorization,vertical and horizontal development in work content and common goal reinforcement.Based on the differentiation need and the characteristics of R & D personnel,the paper classifies R&D personnel by performance,attitude and capability,draws lessons from relevant R&D personnel competency evaluation index and constructs an incentive framework matching the H Company's problem.In the last chapter,this paper carries out specific incentive methods and approaches in which broadband pay setting is the basic policy and gives different solutions for the four types R&D personnel based on various demand.The optimization methods don't significantly increase the cost of H Company,but through the improvement in mechanism,it is expected to take effects in the following ways: 1.fully meet the incentive needs of R & D personnel;2.inspire R&D personnel to work harder towards organizational goals.