Research On The Optimization Of The Incentive System For R&D Personnel Of H Company

For small and medium-sized science and technology enterprises in the initial stage,having independent research and development ability is the key.The survival,growth and development of enterprises all depend on innovation and creation,and the innovation and creation of the company depends on the innovation and creation ability of r&d personnel.R & d personnel are the dominant player in product innovation,and play an important role and influence in the company,which can be said to determine the survival of the company.How to motivate r&d personnel effectively,let them give full play to their initiative in work,improve the core competitiveness of enterprises,and how to improve the innovation ability of r&d personnel through incentives has become the focus of enterprise management.Material reward and work incentive are two effective ways for r & d personnel.However,in different development stages of enterprises,they play different roles.How to effectively use these two ways to motivate r & d personnel has become a difficult problem for many enterprise managers.This is also a problem faced by H company in the stage of start-up development.Therefore,this paper takes the r&d personnel of H company as the research object and summarizes and analyzes the problems existing in the incentive system of r&d personnel of H company based on the work incentive theory,material incentive theory and effective synergy theory of material incentive and work incentive.At present,H company faces a series of problems in motivating r&d personnel: it is difficult to quantify the performance within the assessment cycle,and the average salary phenomenon is serious;Equity incentive lag,pay satisfaction is not high;The position setting is not perfect,the work value demand is not fully prominent;The promotion channel is relatively narrow,the training channel is limited,the work morale is insufficient.The lack of incentives led to the loss of core r&d talents and the outflow of technology during the critical period when the product was about to be launched after more than two years of research and development,which seriously affected the longterm development of the company in the future.Based on the above problems,this paper has carried out specific optimization and improvement from the aspect of effective coordination between work incentive and material reward.The arrangement of incentive is made based on the consideration of the choice between work incentive and material reward.Set up the position of product manager;Through work enlargement and enrichment to enhance the work incentive effect;Carry out research and development technology competition and cooperation exchanges to further optimize the work incentive effect;We will accelerate the implementation of equity incentives,adjust the compensation structure,and enhance the synergy between material incentives and work incentives.The research shows that: Incentive system is in a dynamic process of constant change,looking for a dynamic balance point of effective coordination between material reward and work incentive,and exerting the maximum incentive effect of the two incentive methods.Equity incentive is of great concern to r&d personnel working in start-up enterprises.The company should start to implement equity incentive for design r&d personnel.The incentive of the work itself to r&d personnel should be optimized to meet the needs of r&d personnel whose work value is fully reflected.