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论文编号：	12838
作者编号：	2320190499
上传时间：	2021/12/9 23:23:31
中文题目：	L公司科研人员激励机制优化研究
英文题目：	Research on Optimization of Incentive Mechanism for R&D staff in L Company
指导老师：	武立东
中文关键字：	科技型中小企业；科研人员；激励机制；优化
英文关键字：	Technology-based small and medium-sized enterprises；R&D staff；Incentive mechanism；Optimization
中文摘要：	近年来在我国政府的大力支持、引导下，科技型中小企业发展势头十分迅猛，已然成为了我国经济和科技发展的主要力量。但伴随着信息物联网技术的冲击、以及疫情时代的经济格局大洗牌，国内的科技型中小企业也面临了更加复杂严峻的市场环境。如何能在这样激烈残酷的市场竞争中立足生存下来、并持续发展，对于科技型企业来说，在很大程度上要取决于科研人员能不能发挥出专业创新引领作用，所以关于如何建立科研人员激励机制，实施合适的激励措施以此来调动科研人员的积极性、创造性这类话题，近年来一直在持续升温，越来越多的企业管理者们也开始关注这些问题。 本论文对科技型中小企业L公司科研人员激励机制展开优化研究。论文系统梳理了激励理论，通过数据统计的方式对L公司及其科研团队情况进行了全面的说明，设计三步调研步骤，对L公司科研人员进行了激励要素满意度问卷调查，内容涉及薪酬、授权、职业发展、培训等共计28项满意度调查，并对该公司核心科研人员进行了激励话题的深入访谈，以及对离职科研人员开展电话访谈，全面地呈现出L公司科研人员激励现状，并在此基础上对L公司目前的科研人员激励机制进行了深入地分析，最终得出激励措施缺乏针对性、忽视精神激励、绩效考核制度设计粗糙、薪酬制度设计存在缺陷、以及缺乏沟通渠道等五方面是造成L公司科研产出不足、科研人员流失严重、无法形成合理的科研梯队的主要原因。之后提出五项优化建议，分别是要制定有针对性的激励措施、物质激励精神激励并行、建立规范的绩效考核制度、创建合理的沟通渠道，此外，还建议L公司辅以组织、技术、资金三方面的保障措施，确保L公司科研人员激励机制优化取得良好的效果。 论文的创新点在于创新薪酬激励时，针对核心科研人员设计了股权激励机制，针对普通科研人员设计了弹性薪酬机制。论文希望能通过对此优化案例的深入研究，使得L公司管理层能够充分地意识到科研人员激励机制的重要性，同时也是希望L公司能在未来的日子里，严抓科研人员需求，采取有针对性的激励措施，激发出科研人员的积极性、创造性，最大限度地确保科研实力的发挥与实现，推进企业持续性发展。同时本论文也是希望能通过对L公司科研人员激励机制的优化分析，为国内同样规模的、遇到此类困惑的科技型中小企业提供一定的帮助和借鉴意义。
英文摘要：	In recent years, under the strong support and guidance of the Chinese government, high-tech small and medium-sized enterprises have developed rapidly and have become the main force in my country's economic and technological development. However, with the impact of the Internet of Information Technology and the economic reshuffle in the epidemic era, domestic technology-based small and medium-sized enterprises are also facing a more complex and severe market environment. How to survive the fierce and cruel market competition and continue to develop, for technology-based enterprises, to a large extent depends on whether the R&D staff can play a leading role in professional innovation, so how to establish an incentive mechanism for R&D staff and implement proper incentives for R&D staff to mobilize their work enthusiasm, creativity and other topics has been continuously heating up in recent years, and more and more business managers have begun to pay attention to these issues. This thesis conducts an optimization study on the incentive mechanism of R&D staff in the L company of technology-based small and medium-sized enterprises. The thesis systematically sorted out the incentive theory, provided a comprehensive description of the situation of L company and its R&D team through data statistics, designed a three-step survey procedure, and conducted a questionnaire survey of incentive element satisfaction for the R&D staff of L company. The content involved salary, authorization, career development, training, etc., and conducted in-depth interviews with the company’s core R&D staff on incentive topics, as well as telephone interviews with resigned R&D staff, which fully demonstrated the current incentive status of L company’s R&D staff, and On this basis, an in-depth analysis of the current incentive mechanism of R&D staff in the L company was carried out. Finally it was concluded that the incentive measures lacked pertinence, the spiritual incentives were ignored, the performance appraisal system was designed rough, the compensation system design was flawed, and the lack of communication channels. They are the main reasons for the insufficient scientific research output of L company, the serious loss of R&D staff, and the inability to form a reasonable R&D echelon. After that, five optimization suggestions were put forward. They were to formulate targeted incentive measures, material incentives and spiritual incentives, establish a standardized performance appraisal system, and create reasonable communication channels. In addition, it is also recommended that L company be supplemented by organization, technology, and capital. The three safeguard measures ensure that the optimization of the incentive mechanism for the R&D staff of the L company achieves good results. The innovation of the thesis lies in the innovation of salary incentives, an equity incentive mechanism is designed for core R&D staff, and a flexible salary mechanism is designed for ordinary R&D staff. The paper hopes that through in-depth research on this optimization case, the management of L company can fully realize the importance of the incentive mechanism for R&D staff. It is also hoped that company L can strictly grasp the needs of R&D staff in the future and adopt appropriate measures. Targeted incentive measures stimulate the enthusiasm and creativity of R&D staff, ensure the display and realization of scientific research strength to the maximum extent, and promote the sustainable development of the enterprise. At the same time, this thesis also hopes to provide certain help and reference significance for domestic technology-based small and medium-sized enterprises of the same scale who encounter such confusion through the optimization analysis of the incentive mechanism of the R&D staff of the L company.
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