Research On Incentive Issues And Countermeasures For R&D Personnel In Y Biomedical Company

With the rapid development of the socio-economy and the continuous improvement of people’s living standards,the biopharmaceutical industry has also been developing rapidly.Innovation is the essence of the development of biopharmaceutical enterprises,and the research and development(R&D)personnel are the main force for innovation,as they possess the core knowledge and technology.Effective incentive measures can tap the potential of R&D personnel,improve the efficiency and quality of scientific research,and help enterprises develop more new products and technological achievements.Therefore,it is crucial to further improve the incentive system for R&D personnel in order to effectively stimulate their work enthusiasm and innovative ability.However,due to the characteristics of "high investment,long cycle,and high risk" in the research and development activities of the biopharmaceutical industry,as well as the independence,personalization,diversification,and creativity of research and development personnel,it is difficult for them to integrate into the corporate culture,training is mere formality,performance evaluation is ineffective,and promotion and development is unreasonable.This also seriously restricts the development of biopharmaceutical companies.Therefore,in the practice of human resource management in pharmaceutical enterprises,the study of incentive schemes for R&D personnel has always been an important topic.This paper uses the case study of Y biopharmaceutical company,and research methods including literature review,questionnaire survey,statistical analysis,and case study to explore the issue of motivating R&D personnel in biopharmaceutical enterprises.Starting with the current state of incentives in the enterprise,this study used a survey questionnaire on R&D personnel incentives as the basis for in-depth understanding,and further analyzed the results and data from the five aspects of corporate culture,training,performance,compensation and benefits,and promotion.Based on the analysis of the above issues,improvement strategies were proposed,including playing a role in enterprise culture incentives,attaching importance to R&D personnel training,standardized management of performance assessment,improving compensation and benefits mechanisms,and optimizing career development paths,in order to further enhance the work efficiency and innovative ability of R&D personnel,strengthen the competitiveness and market position of the enterprise,and achieve faster and more stable development.It is hoped that this study can provide inspiration and suggestions for the R&D personnel incentive issue for related enterprises.