Research On The Incentive Problem Of R & D Personnel In PLK Bioengineering Company

High quality economic and social development cannot be separated from the important support of innovation and talents.As an important part of enterprise talent support,enterprise R&D personnel directly affect the stability,coordination and long-term orderly development of enterprises.How to establish an effective employee incentive system,fully stimulate the potential talents of R&D personnel,maximize their subjective initiative,and better develop and create benefits for enterprises has become an important part of technology intensive enterprise management,and also an important way to enhance the competitiveness of enterprises.PLK is mainly engaged in the R&D,manufacturing and sales of veterinary medicine.R&D personnel account for a large proportion of the total number of employees and play an important role in the development of the company.By using the questionnaire survey method,this paper analyzes the incentive status and incentive factor satisfaction of 15 aspects of 4 categories of research and development personnel in PLK Company,including corporate culture,personal growth,compensation and welfare,and performance evaluation,and finds out the outstanding problems of PLK Company at this stage,such as the imperfect salary system,the imperfect career development path,and the weak pertinence of performance management;In view of the problems in the PLK incentive,we innovatively put forward three incentive improvement methods,namely,the rank salary standard based on the position sequence,the position development path based on the optimization of the organizational structure,and the performance management based on the value contribution.The research results of this paper can not only provide PLK with constructive suggestions and optimization plans for the incentive system of R&D personnel,but also provide some reference for the research on the incentive system of R&D personnel in the biomedical industry.