Research On Development For R & D Staffs

In Knowledge Economy times, the value of Knowledge Management is to create environment which in favor of knowledge innovation, transfer and share. As typical knowledge worker, R&D staff is the main force to achieve technical innovation. In the process of technique innovation, R&D staff is the best creationary factor and core resource, and also origin of innovation and the key of corporation's development. So, how to bring up R&D staff is becoming a very important realistic question and a hotspot need to settle. The paper try to find out and solve the realistic question puzzling a good many corporations through some analysis about R&D staff, in other words, how to build effective mechanism about bringing up R&D staff.The paper tries to analyze and find out the limited factors in the R&D staff's bringing up process through exploring study. First, the paper collects a lot of correlative literature home and abroad and reviews them, including motivation theory, human capital theory, profession development theory, competence model theory, qualification management theory, learning-organization theory and knowledge management. Second, the paper summarizes former study on R&D staff, such as the identification of R&D staff, analyze the work and need character of R&D staff. Based on the above analysis and literature review, the author advance the five factors in the R&D staff's bring up process, in other words, five force analyzing model, including the force of learning from learning-organization, the force of motivation from multi-dynamic motivation, the force of development from career planning, the force of qualification from qualification management and the force of competence from competence bringing up. In the following chapter, the paper discusses the themes: building the learning organization, bringing up researcher's competence, the mechanism of motivation, the career planning and qualification management respectively.In order to prove the exist of five force model and the relationship between dimensions, the paper uses parts of Shenzhen's High-Tec enterprises as cases to explore what they did in the bringing up R&D staff process. First, the paper uses questionnaire to collect data, then uses SPSS.13.0 to detect reliability and validity of questionnaire. Second, the paper explores factor analysis of the questionnaires by means of SPSS, and then ascertains the number of the dimension. Third, the paper uses LISREL8.7 to find the relationship among variables and the relationship between variables and index by confirmatory factor analysis. By means of the data, we can judge the feasibility of the mode and the relationship among the variables. By analyzing the data, for one thing, we can scan the hypothesis and adjust the model if it is needed; for another, we can find the key factor which influences the bringing up the R&D staff and advance some ideas for Hi-Tec enterprises redounding to build core competence.At the end, the paper uses four benchmark companies to make case-study which is Huawei Co. Ltd., ZTE, Mindray Co. Ltd. And Tencent QQ. Through demonstrating the four benchmark companies' operation in the building learning-organization, motivation, career planning, qualification management and competence bringing up, the study hopes to help other High-Tec enterprises in bring up R&D staff.