| R&D personnel are the technology-based human capital and one of the main carriers to upgrade the capability of independent innovation in enterprises. How to carry out an effective incentive and tapping their creative potential is of great significance.In a organization, Psychological Contract is the link between employees and organization, and it is an important factor that affect the behavior and attitude of the staff. Implicit and expectation is the core of the Psychological Contract. The psychological expectation and commitment is closely related to the motivation of staff in Psychological Contract. A healthy Psychological Contract is seeking a balance point between contributions that individuals make to the organization and motivation that organization provide to individuals. And then, the Total Rewards system is a tool or means to motivate staff in this paper. Total rewards is the monetary and non-monetary return provided to employees in exchange for their time, talents, efforts and results. It is a kind of new idea of proposition in human resources management of enterprises. In addition, it is a strategic tool that attracts, motivates and retains effectively the talent required to enterprises. From the inside of the characteristics of work and personality of R&D personnel, we can learn R&D personnel paid more attention to their intrinsic reward in high-tech enterprises. Internal rewards or remuneration in the form of external rewards paid to R&D personnel to meet their internal needs is more motivational. For high-tech enterprises, the organization must be fully aware of the implicit expectation of R&D personnel in order to maintain balance and stability of the exchange relations between them, which is the psychological contract of R&D personnel, and the perception of the status quo. Otherwise, in the face of a rapidly changing environment, it is difficult to take specific measures to maintain the commitment and contribution of R&D personnel.Based on the internal and external literature review of related research and the relevant theory of motivation and psychological contract, from a point of view of their psychological contract, A main line is analysis of the psychological expectation of R&D personnel of enterprises, special commitment of enterprises, and promotion satisfaction of R&D personnel of enterprises. Furthermore, the Total Rewards system is made use of, the paper analyzes factors which to affect the psychological contract of R&D personnel. Simultaneously, the paper indicates the important elements of Total Rewards in the Psychological Contract of R&D personnel combining the core elements of Total Rewards. Taking above-mentioned the three dimensions into consideration, the paper points out the incentive measures of Total rewards to R&D personnel in enterprises which based on their psychological contract, including performance appraisal, compensation motivation, team-work encourage, career paths, effective training programs, working environment and other incentives. Some incentive measures are useful to solve the problem of motivation of R&D personnel in enterprises. For example, the design of broadbanding compensation which is suitable for R&D personnel in enterprises, the ways of team incentive compensation is redistributed between people of it, the career development of R&D personnel, and so on. In the meanwhile, the welfare which is help to the health of R&D personnel is necessary to ensure to motivate them effectively. |
