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论文编号：	309
作者编号：	2120062173
上传时间：	2008/12/14 16:07:02
中文题目：	制造业企业核心研发人员的激励研
英文题目：	The core manufacturing busines
指导老师：	李维安
中文关键字：	核心研发人员;委托—代理;人力资
英文关键字：	Core of the R&D personnel; Pri
中文摘要：	随着技术的快速发展，市场竞争更加激烈，个性化消费导致产品生命周期大大缩短，这些都使得制造业企业为了争得市场份额、拓展生存空间、求得长远发展，必须不断地开发新产品，改进产品质量，降低生产成本，缩短投放市场时间。而这些都依赖于企业研究与开发，连续、高效、敏捷的研发核心能力成为企业的生命线。 知识的创造、利用和增值，资源的合理配置，最终都要依靠知识的载体——核心研发人员来实现。如何有效的激励核心研发人员，激发其工作积极性、创造性已成为企业人力资本激励管理和公司治理的重心，也成为了现代企业可持续发展的一个核心命题。 本文从界定制造业企业核心研发人员的概念入手，指出核心研发人员的本质特征：拥有知识资本的产权，自主性强，具有较高的创造性，着重自我发展有较强的流动意愿，因其工作具有创新性特点，工作过程难以监控，结果难以预测和评价。核心研发人员在制造业企业中属于最难以管理的一层，如何激励使其发挥其最大的人力资本是本文的重点研究所在。 文章回顾公司治理、激励等相关知识理论，对技术人员职业取向、研发活动中的委托—代理关系等研究成果进行了综述，并对解决委托代理、人力资本问题的长期激励方式—股权激励进行了总结。文章论证了对核心研发人员进行股权激励的必要性，结合制造业企业的特点，结合不同职能核心研发人员的特点、对制造业企业核心研发人员股权激励中的激励对象选择、激励方式以及实施激励的条件进行了探讨。之后通过实际案例进一步对上述股权激励的研究内容进行了分析与验证。文章还对股权激励起相辅相成的其他激励方式进行了论述。最后对全文进行了总结，提出了本文的创新及不足之处。 本文采用理论分析、案例分析相结合的方法，对现实问题进行了论证与探讨，起到了一定的实际意义。
英文摘要：	With the rapid development of technology, the market competition become more intense, personalized consumption led to significantly shorten the product life cycle, which makes manufacturing enterprises in order to gain market share and expand living space, achieve long-term development, they must constantly develop new products, improve product quality, reduce production costs　and reduce time to market. These enterprises are dependent on research and development capability, continuous, efficient and agile R&D core competencies become the lifeblood of enterprises. Knowledge creation, use and value-added, the rational allocation of resources, ultimately all must rely on carrier of the knowledge, which is the core to research and development staff to achieve. How effective incentive core to research and development staff, to stimulate their enthusiasm and creativity has become the enterprise’s the focus of human capital stimulate management and corporate governance, also has become a core proposition of the modern enterprise for sustainable development. This dissertation obtains the concept from defines the core to research and development staff of manufacturing enterprises, indicate the essential character of core to research and development staff: have the property rights of knowledge capital, independency is strong, with high creativity, focus on self-development will have a stronger flow, because of their innovative work’s characteristics, work hard process monitoring, the results difficult to predict and evaluation. Core R&D in enterprises of the manufacturing sector is one of the most difficult to manage, how to encourage them to play their best human capital is the focus of this dissertation. The dissertation reviewed the corporate governance, incentives and other related theoretical knowledge, technical staff of vocational orientation and R&D activities in the principal - agent relationship between research results are reviewed, and to solves the principal-agent, the human capital question long-term drive way - stockholder's rights to drive that has carried The dissertation demonstrates the core of the R & D personnel in the need for equity incentives, combined with the characteristics of the manufacturing enterprise, combining the functions of the different characteristics of the core R&D, manufacturing of core R&D incentives in the stock option incentive target, as well as encouraging the implementation of incentive The conditions were discussed. After the adoption of the above-mentioned actual case of further equity incentives for research and analysis to verify. The dissertation also be complementary to each other equity incentives and other incentives on the way. The full text of the final summing up, this dissertation put forward the innovation and shortcomings. In this dissertation, theoretical analysis, case studies a combination of methods, the reality of the issues and explore the feasibility, has played a certain degree of practical significance.
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