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| 论文编号： | 1710 | |
| 作者编号： | 041926 | |
| 上传时间： | 2010/5/20 16:39:17 | |
| 中文题目： | 论文－研发团队薪酬体系设计研究 | |
| 英文题目： | R&D Team | |
| 指导老师： | 崔勋 | |
| 中文关键字： | 研发团队 团队薪酬 薪酬体系 | |
| 英文关键字： | R&D Team | |
| 中文摘要： | 知识经济时代下，企业保持创新优势的关键因素是如何充分利用员工的智力资本。而研发团队就是企业研发部门发挥研发人员价值作用的重要载体，也是企业提高其竞争力的重要运作单元。 但是团队的群体共同的生产方式往往会使得团队内部“搭便车”效应变得明显，而作为研发团队主要成员的研发人员是一个特殊的群体，他们主要从事脑力劳动，流动性大，对自己的领域十分了解，往往比上司更懂得自己的工作。他们的工作潜力是否发挥出来，工作是否负责等都带有一定的不可预知性，很难从工作中体现出来。因此建立和实施适当的薪酬激励机制对于提高研发团队绩效、降低“搭便车”效应就显得十分重要。 本研究系统地回顾了团队和团队薪酬的相关理论，主要包括团队的界定和分类，薪酬的界定和发展、团队薪酬策略、结构、模式和团队奖励计划。此外通过分析研发人员和研发团队的特点以及研发团队薪酬特点，并辨明研发团队薪酬的宏观微观及心理契约的影响因素的基础上，提出研发团队薪酬的运行机理、设计理念及薪酬体系设计方案，在设计薪酬体系时主要是从薪酬制度、薪酬策略、薪酬计划和薪酬设计四个方面来说明研发团队薪酬体系的构建。当然为了使研发团队薪酬体系更加完整，笔者还提出了研发团队薪酬体系的内外部动态管理过程和研发团队薪酬体系保障措施——绩效管理体系和管理信息系统的建立，至此构建了一个完整的研发团队薪酬体系，以期更好地激励研发团队成员，提高个人绩效、团队绩效乃至组织绩效，为企业提出可行性建议，使企业管理者有针对性地采取改进措施，有效地激励员工，赢得竞争优势。 | |
| 英文摘要： | In times of knowledge economy, the key of maintaining advantages of innovation is to make full use of the intelligence of our employees. In addition, R&D team is the most important carrier for our R&D department to realize the value of them and also is the key unit for our companies to increase their competency. But the “free-ride” behavior happened more and more frequently with the influence of common working method of R&D team. In addition, R&D member is a special group; they mainly engage brainwork with mobility. They are more familiar with their own working area than their supervisor. We even don’t know whether they are responsible and their potential can be explored in the future. So it’s so important to establish a proper team compensation system for increasing team performance and decrease the “free-rider” effect. Firstly, I systematically review the related theories of team and team compensation related theories including the definition and classification of “Team”, defining compensation and describing the development of compensation theory, analyzing the strategy, structure, mode of team compensation and the team awarding plan. In addition to that, I summarized the characteristic of R&D team and member, R&D team compensation. Besides I analyzed the influencing factor of team compensation especially focus on psychological contract. Based on the previous analysis, first I analyzed compensation mechanism and proposed the designing principle of R&D compensation system. Then I analyzed the frame of compensation system of R&D group, and designed its compensation strategy, compensation tactics, and compensation plan and compensation design of different level of R&D group. Of course, I also establish a dynamic internal and external managing process and a series of guarantee measures-performance managing system and management information system to ensure the team compensation system more complete and perfect. So we can more effectively motivate our employees and maintain our competency. | |
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