Research On Incentives Of R&D Staff In HY Company

With the rapid development of science and technology,high-tech enterprises are facing fierce market competition.If enterprises want to maintain their position and develop rapidly,they can only rely on technological innovation.For high-tech enterprises,having continuous innovation and independent R&D is the top priority,these mainly depends on the company’s R&D team,companies need to attach great importance to the selection and retention,use effective measures to encourage R&D staff to give full play to their subjective initiative and innovation ability to enhance the core competitiveness and market position of the enterprise.HY is a scientific and technological enterprise focusing on research and development,integrating production,sales and service.It mainly provides users with services such as energy management services and safe power supply.With the government support for high-tech enterprises,competitors have increased.HY began to focus on the development and investment of new products to improve market competitiveness and market share,the core driving force is R&D staff,how to effectively motivate them has become an important issue.Although HY’s incentive system has achieved certain results,it is not obvious and poorly targeted,the turnover rate has increased,resulting in insufficient innovation,which has a negative impact on the company’s development.This article is based on modern management theory,taking R&D staff of HY as the research object,using questionnaire survey,literature research,interview method,and statistical tools,to comprehensively analyze the incentive factors and incentive effects of R&D staff,the following conclusions were drawn:R&D staff expect higher salary and fairer performance,they attach great importance to their long-term growth and development,on the other hand,HY’s spiritual motivation needs to be strengthened.Based on the above conclusion,combined with the strategic objectives and characteristics of R&D staff,this article has carried out specific optimization and improvement:establish a diversified career development system,including vertical dual-channel development planning and horizontal development planning;strengthen performance management,combining the personal performance with organizational performance;changing the salary structure,combining R&D work results with business performance;encourage entrepreneurial incubation and enrich spiritual incentives.The smooth advancement of the incentive system is inseparable from the support of various safeguards,such as the talent training committee,the establishment of rules and regulations,the construction of enterprise culture,sufficient funding and resource support,and professional technical support.Through the research and analysis,we provide a rich incentive menu for R&D staff,including both material and spiritual incentives,short-term incentives and long-term incentives,according to the different characteristics of R&D staff,conduct differentiated incentives,fully tap their potential,stabilize the team,so as to ensure the innovation ability and sustainable development of the enterprise.