Research On The Improvement Of Incentive Mechanisms Of The R&D Personnel Of Guoxing Corporation

In a world economic environment where trade and investment disputes are intensifying and the global industrial pattern is changing,core technologies are undoubtedly the key to the survival and development of enterprises.Increasing technological innovation is an inevitable choice for enterprises to increase their endogenous power and respond to market competition.The key to breakthrough core technologies lies in talents,especially core R & D personnel.How to introduce talents,retain talents,cultivate talents,and then mobilize the subjective enthusiasm of the talents is one of the important tasks of enterprise human resources management.As a leading enterprise in China's rail transit equipment manufacturing industry,Guoxing company is a "gold card" company that implements the "Belt and Road" initiative.Guoxing company is used as a sample for research of incentive mechanism for R & D personnel,first,relavent incentive theories can be used to deeply analyze problems existing in the incentive mechanism of R & D personnel of Guoxing company,to dig deep into the reasons,and solve practical problems of insufficient R & D personnel's work initiative,low work quality,and high turnover rate etc,and then provide theoretical basis and practice guide for the improvement of R & D personnel's incentive mechanism,Second,this article fully considers the particularity of Guoxing company as a large state-owned equipment manufacturing enterprise,this research has certain reference value for the establishment and improvement of the incentive mechanism for scientific research personnel of equipment manufacturing state-owned enterprises.Combined with the survey situation,this article uses the ERG needs theory to design a questionnaire from existence needs,relatedness needs and growth needs in 9 dimensions of Guoxing R & D personnel.Based on 378 valid questionnaires(accounting for 49% of the total number of Guoxing R & D personnel).Through structured data analysis,it is identifiedthat Guoxing's R & D personnel are less satisfied with job development,workload,work remuneration,and personal development needs.Furthermore,using Maslow's hierarchy of needs theory and Herzberg's two factor theory,by designing questionnaires,and conducting supplementary surveys and structured interviews,it identifies problems and reasons of the current R&D personnel incentive mechanism of Guoxing company existing in the career development channels,talent evaluation and employment,subject planning,salary level,distribution mechanism,training,and system construction etc.Based on the relevant incentive theory,it summarizes and refines the ideas for improving the incentive mechanism of R & D personnel of Guoxing company.According to the future development goals and strategies of Guoxing company,it proposes improvements to the current incentive mechanism,including salary distribution,career development of R & D personnel,specific incentives for management systems,training,working time arrangements,and intellectual property.Through the research in this article,initially,clear improvement directions and measures are put forward for the improvement of the incentive mechanism of R & D personnel of Guoxing company,which can enable Guoxing Company to maximize the enthusiasm and creativity of R & D personnel and enhance the comprehensive competitiveness of the company.Furthermore,it sums up and extracts that we should implement a variety of incentive mechanisms for sciential personnel,rather than stay on one or more incentive factors.Additionally,it concludes that for the R & D personnel of different ages and different career development stages,the main motivating factors will change,which has played an effective guiding role in designing our incentive mechanism.Finally,in the research on the optimization of the incentive mechanism of R & D personnel of Guoxing Company,this article fully considers the special characteristics of Guoxing Company as a state-owned enterprise,the construction of its incentive mechanism has been applied in practice to the establishment of an incentive mechanism for scientific research personnel of equipment manufacturing state-owned enterprises and it has certain reference value.