Research On The Non-material Incentive Optimization Strategy For R&D Personnel Of QKC Company

Non-material incentives can induce the internal motivation of R&D personnel,enhance their work initiative and enthusiasm,thereby improving R&D output and enhancing the competitiveness of enterprises.The QKC company selected in this paper is a high-tech enterprise with R&D capability as its core competitiveness.In order to stimulate the enthusiasm of R&D personnel,the company has taken incentive measures such as optimizing performance management,increasing R&D personnel bonuses,improving welfare benefits,etc.,but the effect is very small,the incentive effect is not lasting,the R&D efficiency has shown a significant downward trend,and the R&D personnel have not produced new products in the past five years.With the intensification of market competition,the low efficiency of R&D and the increase of personnel costs caused by the improvement of incentive measures have greatly affected the development speed of the company.The market share of enterprises has dropped from 55% in 2017 to 46% now.How to adjust the incentive mode,effectively improve the enthusiasm of R&D personnel through non-material incentives,and enhance the innovation ability and competitiveness of the enterprise has become an urgent problem to be solved by the company.Non-material incentives can induce the internal motivation of R&D personnel,enhance their work initiative and enthusiasm,thereby improving R&D output and enhancing the competitiveness of enterprises.The QKC company selected in this paper is a high-tech enterprise with R&D capability as its core competitiveness.In order to stimulate the enthusiasm of R&D personnel,the company has taken incentive measures such as optimizing performance management,increasing R&D personnel bonuses,improving welfare benefits,etc.,but the effect is very small,the incentive effect is not lasting,the R&D efficiency has shown a significant downward trend,and the R&D personnel have not produced new products in the past five years.With the intensification of market competition,the low efficiency of R&D and the increase of personnel costs caused by the improvement of incentive measures have greatly affected the development speed of the company.The market share of enterprises has dropped from 55% in 2017 to 46% now.How to adjust the incentive mode,effectively improve the enthusiasm of R&D personnel through non-material incentives,and enhance the innovation ability and competitiveness of the enterprise has become an urgent problem to be solved by the company.Firstly,this paper summarizes the research on non-material incentives at home and abroad from three aspects: role,influencing factors and methods.At the same time,combining with the understanding of the company’s R&D personnel’s non-material incentives through questionnaires and interviews,it determines to evaluate the R&D personnel’s non-material incentives from five aspects: trust incentives,cultural incentives,emotional incentives,growth incentives,and work incentives.Then,according to the research of Chenglongyun,Baiguiyu and others,the 15 secondary indicators of the non-material incentive indicator system in this paper are set as full authorization,decision-making participation,communication and exchange,mutual respect,career planning,work autonomy,etc.Finally,based on the entropy flow value of the secondary system obtained through the incentive entropy coefficient,incentive entropy flow value and weight of each index,the quantitative analysis method is used to measure the immaterial incentive of R&D personnel by constructing the index level matrix,the weight matrix of each influencing factor,and the correlation matrix of each influencing factor.The analysis of the calculation results shows that the total entropy value of the company’s R&D personnel’s non-material incentives is negative,indicating that the overall incentive effect is good;However,the internal synergy effect is not good.The entropy value of growth incentive,emotional incentive and work incentive is low.The entropy value of growth incentive(0.0181)is positive,and the absolute value of entropy value of emotional incentive(-0.0797)and work incentive(-0.0474)is less than 0.1.This indicates that the immaterial incentive of R&D personnel in QKC still has problems such as insufficient growth incentive,low efficiency of emotional incentive and low efficiency of work incentive.Therefore,we can optimize and improve the non-material incentives of R&D personnel from three aspects:implementing the goal convergence strategy to improve the content of growth incentives,implementing the combination of universal and characteristic strategies to improve the emotional incentive effect,and implementing flexible strategies to improve the work incentive efficiency.