| In the 21st century, human resource, the most critical matter, manifests extremely its value especially in the middle and small high-tech. enterprises. Since the competitive capabilities deeply depend on enterprise's control of new products and technologies, in turn, such capabilities are determined by the innovative capacity of products, which comes from the research and development people. Due to the significance of R&D employee in today's high-tech enterprises, how to inspire them exactly and to exert their positive, creativity as well as enthusiasm is the critical elements in the small high-tech. enterprises. This is very important for them to be able to survive and develop in the fierce competitive market.According to the analyses of motivation mechanism for its research and development staff in Beijing LD Tech. Co. Ltd., we fund out the current defaults occurred in wage welfare, performance appraisal, career development and training. Facing these problems, taking advantages of principles and practices of Management, Organization Behavior theory and Human Resource Management theory, also considering R&D employee's particular requests, we present a proposal to improve and perfect the motivation mechanism. By using a flexible wage welfare and classified performance appraisal to strengthen present efficiency of inspiration, building a wide career path and meaningful training system to focus on long- term targets of motivation.In addition, this proposal including the following ways: fulfilling a reasonable performance appraisal system, adjusting wage construction, establishing personal selective welfare programs, training employees systematically and planning long-term career goals and paths. Through these measures, we hope to combine the short-term inspiration with thelong-term one, material and morale factors strengthen respectively. Moreover, we hope all what we did could give a helpful reference to LD Co. Ltd. in improving of it's motivation mechanism and effect. |
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