Research On The Strategies Of Improving The Loyalty Of R&D Staff In C High-tech Enterprises

In recent years,China has focused on advancing the innovation-driven development strategy,combined with the background of the transformation and development of the central and western regions,more and more enterprises have paid unprecedented attention to R&D and innovation,especially for high-tech enterprises.In other words,under the multiple pressures of fierce market competition and the continuous development of enterprises,the importance of R&D personnel to the enterprise is self-evident,and there are higher requirements for the loyalty of R&D personnel.The issue of the loyalty of R&D personnel is not only related to the R&D personnel,but also closely related to the company where they work.This requires managers to attach great importance to the loyalty of R&D personnel,study the problems and shortcomings of the enterprise,continuously improve and perfect,and effectively increase the loyalty of R&D personnel,give full play to the intellectual advantages of R&D personnel,and achieve high-quality development of the enterprise.This article takes the research and development personnel of C high-tech enterprises as the research object,learns relevant domestic and foreign literature materials,and uses Mc Clelland achievement motivation theory,Adams fairness theory,and Herzberg two-factor theory as the basis,and uses questionnaires and interviews.The Organizational Commitment Scale analyzes the status quo of the loyalty of C company’s R&D personnel,and puts forward the corporate,personal and social factors that lead to the low loyalty of C company’s R&D personnel.At the corporate level,there are mainly problems of shortcomings in corporate culture construction,the disconnection of the working environment and R&D needs,and insufficient salary and welfare fairness and incentives;at the personal level,there are mainly problems of career planning that needs to be improved and the inability to correctly respond to negative emotions;At the social level,there are problems that the talent support policy is not perfect and the living environment needs to be improved.According to the characteristics and actual situation of C company,corresponding improvement measures are proposed: one is to strengthen the construction of corporate culture,the other is to establish and improve various systems and mechanisms of the enterprise,the third is to focus on the construction of R&D personnel,and the fourth is to give more attention to R&D personnel.And care,the fifth is to strive for policy and life support for R&D personnel.This article hopes that through the research on the loyalty of R&D personnel of C company,it will reveal the outstanding problems in the actual management process of R&D personnel of high-tech enterprises,put forward suggestions to improve the loyalty of R&D personnel,and enrich the theoretical research scope and innovation of employee loyalty.The theoretical paradigm of technology-based human resource management in small and medium-sized cities under the driving development strategy provides certain guidance for the practice of stabilizing scientific research talents in the context of innovation-driven development in China.