KLA Company Technology R&D Personnel Incentive Optimization Design Research

Throughout the country's small and medium-sized high-tech enterprises,the lack of talent is a common problem.On the one hand,there are very few excellent talents,especially those with research and development capabilities and innovation.On the other hand,enterprises choose to “dig the wall” and exclude employee training.Form a vicious circle.Obviously,the work efficiency of core employees affects the development speed of enterprises in the increasingly fierce market competition environment,and designs detailed and specific incentive optimization,which not only has a rich management theory system for employee incentive optimization design research of small and medium-sized high-tech enterprises.The theoretical value also has the practical significance of helping KLA and other similar companies solve the core employee incentive problem.However,although small and medium-sized high-tech enterprises have made certain attempts in employee incentives,they have not yet made a set of scientific incentive systems for core employees.KLA Corporation is a small and medium-sized high-tech company that relies on fire science research to transform the results of scientific laboratories to meet the needs of customized fire protection.The core driving force of the company is software technology R&D personnel.Therefore,how to effectively motivate them becomes the primary issue of corporate management,but the company's existing incentives are not effective.Based on this,KLA needs to optimize the company according to the company's actual design technology research and development personnel to achieve better development.Based on the motivation theory of modern management,this paper combines the characteristics of the company's technology research and development personnel with the characteristics of the company's technology research and development personnel,using literature research,questionnaires and other methods,through the use of basic statistical tools.The analysis of the status quo of KLA's technology R&D personnel is carried out,focusing on the comprehensive and systematic analysis of the incentive needs of KLA's technology R&D personnel and the existing status of the incentive status,and on this basis,the KLA company's technology R&D personnel are encouraged to optimize the design.The research shows that whether it is the four major incentive factors or the incentive factors,there is a certain gap between the incentive demand value of the technology research and development personnel and the actual experience value.To improve the satisfaction of technical R&D personnel and make them better engaged in their work,it is necessary to systematically think about their incentive programs,establish a personalized compensation system,design a more scientific performance evaluation system,and broaden the promotion path.Incentives and optimizations such as building a good corporate culture,stimulating the responsibility and subjective enthusiasm of the company's technology R&D personnel,so that the needs of different levels of technology R&D personnel can be satisfied,enhance work enthusiasm,and build a virtuous cycle development model to enhance the overall strength of KLA.