QL Company Technical Personnel Incentive Strategy Research

QL company was formally established in July 2004,the main business for the preservation of cord blood hematopoietic stem cells and related technology research and development and consulting services.In recent years,with the rapid development of the company,the enterprise management for the company's technical staff incentive has become more and more attention,but enforcement is not enough,is only in the aspect of training system is different than other employees,not according to the characteristics of the technical personnel specially designed a set of reasonable incentive system,incentive effect is not very well reflect,brain drain is serious.Therefore,as soon as possible to establish a scientific and reasonable incentive strategy against the technical staff of the company,very urgent task.Considering the technical personnel in different phases of career pursuit of career development will be different,the thinking of writing this article,mainly put forward problems,related theoretical foundation and concept definition,QL company technical personnel incentive status quo analysis,incentive strategy based on stage of career choice,conclusion and prospect.First of all,the thesis research background,purpose and significance,the research basic mentality and the main research method is discussed.Secondly,For defining the relevant concepts and theoretical basis of thesis writing.Third,introduce QL company with technical personnel incentive status quo.Then adopt the method of questionnaire to collect company technical personnel advantage needs different career stage,the results summary,analysis and technical personnel in different stage of career choice because of different incentives and QL company technical staff at different stages of his career.In the final analysis company technical personnel in the incentive problems.Fourth,according to the results of questionnaire survey,combined with QL company technical personnel characteristics and problems of incentive,for the company technical personnel in different stages of career choice corresponding incentive strategy.Finally,summarizing the research achievements of the paper and the research prospects.In this paper,the research methods are mainly adopted literature research,questionnaire investigation and the combination of theoretical research and application,etc.For technical personnel in the different phases of career choice of incentive strategy is as follows: in the early career in two stages to select the incentives: exploration phase and stable phase.Exploring stage to choose from the salary,working environment,training and corporate culture from four aspects to improve the work enthusiasm of technical personnel;Stable stage,choose from the salary,promotion,work achievement motivation and provide career planning guidance four aspects to the stimulus.In the middle of the career,to satisfy the need for technical personnel during this period,choose from compensation,participation in decision-making and management,job autonomy and authority and leadership colleagues recognition and respect four aspects to carry out incentive;On late in his career and technical personnel,from giving reasonable compensation,supplementary pension plan,consider incentives to build a learning team,etc.In order to stimulate the technical personnel to the greatest degree of work potential,enhance the competitiveness of companies in the same industry.Current technical staff career incentives on biological industry management research are very few,so this article about the QL company technical personnel incentive strategy based on career stage study has certain innovative,can broaden the scope of enterprise technical personnel's career management research.The significance of this study was based on the analysis of the company for the lack of technical personnel incentive mechanism,based on the theory of career development,combined with the technical personnel of QL company questionnaire result analysis after formulated the corresponding incentive strategy,can make the company face thorny issues such as brain drain can effectively relieve,and can provide a reference for other enterprises.