Research On The Optimization Of Non-material Incentive For R&D Employees In High-tech Enterprises

With the continuous progress of society,technology has become one of the core competitiveness of every enterprise.The competition among enterprises is ultimately the competition of talents,while the competition among high-tech enterprises is the competition of research and development level and research and development talents.Research on the incentive mechanism of R&D employees has become a key issue that high-tech enterprises must tackle.However,due to some deficiencies in the cognition and management practice of the enterprise,the continuous loss of R&D staff leads to a series of problems,such as insufficient R&D capacity of high-tech enterprises,inability to achieve organizational goals,and the impact of enterprise benefits.Therefore,the research on the optimization of incentive schemes for R&D employees is of great practical significance to high-tech enterprises.In view of the fact that high-tech enterprises pay more attention to the material incentive of R&D employees,R&D employees often have a relatively satisfactory salary.Therefore,the establishment of an effective non-material incentive program can positively promote the R&D employees’ work enthusiasm,creativity mobilization and the completion of organizational goals.Based on existing research results of domestic and overseas,the main content of this thesis is based on K enterprise as an example,research and develop high-tech enterprise class staff of non-material incentive scheme optimization.The main process is as following.Firstly,it is engaged with the departure of the loss of R&D employee K data analysis and K type enterprise R&D employees the importance of non-material incentives to confirm the object of study for research and development of high-tech enterprise class staff of non-material incentive scheme optimization.Then,through the design and release of questionnaires,the operation of non-material incentives for R&D employees in K enterprise is explored,and the problems existing in non-material incentives for R&D employees in K enterprise are obtained,and the reasons are also analyzed.Finally,by referring to the excellent cases of domestic and foreign enterprises that have been done well in the aspect of non-material incentive,and combining the characteristics of R&D employees,the principle of non-material incentive implementation and relevant incentive theories,this thesis puts forward targeted optimization measures for the non-material incentive program of R&D employees in K company.The main research conclusions of this thesis are as following.The optimization suggestions on non-material incentive schemes for R&D employees in K Company are involved with five key dimensions.Include personal development,employee participation,leadership improvement,work-life balance,communication and care.The corresponding optimization measures are as following.Include extending the professional and technical grade sequence to a higher level,diversifying career development channels,golden idea project which encourage employees to participate in the company’s decision-making and enhance their influence,strengthen the training and assessment of the management incentive staff;Implementation of flexible core working hours system,communication and caring program is called as "one to one" and "heart to heart" communication.Through these optimization schemes,this paper intends to help K enterprise make corresponding improvements and achieve sustainable development.In addition,this thesis also hopes that the conclusion of the case analysis can provide some enlightenment for other high-tech enterprises to find a suitable non-material incentive program for R&D employees.