Research On The Compensation System Of The R&D Team In The Enterprise

As teamwork becoming more and more popular in many enterprises, the issues about team management have been concerned by more and more researchers. Team-based compensation is the most important aspect of team-based incentives, and it has been concerned in the enterprise practice and academic world. Meanwhile, as the economic globalization and knowledge-based economy coming around, a great deal of science and technology fruits change into realistic productivity at high speed and the importance of R&D team has become more clear.Compensation is the most important tool of incentives. In this paper, the writer tries to find out a proper compensation system for R&D team in order to improve the working enthusiasm and the performance of R&D team. There are five chapters in this paper.Chapter 1, introduction. It briefly introduces the background of this study, the relative research in this field, its main contents, and the research method. Chapter 2, summarize the compensation system of R&D team. Firstly, to describe the concept of R&D work and R&D team. Secondly, to describe the concept of team-based compensation. In this study, the writer uses the wide meaning of team-based compensation. It means that it includes no only team-based performance compensation, but also base pay and benefits plan, etc. The last, to analysis what should be contained in the compensation system. It is not just the whole compensation package, the performance appraisal system is a important part in the compensation system.Chapter 3, research on the performance evaluation system. Firstly, to introduce the concept of performance evaluation and some performance evaluation methods in common use, such as critical incident method, ranking method, 360-degree feedback, balanced score card, and so on. Secondly, to constitute a proper performance evaluation system for the R&D team. It evaluates not only the whole performance of R&D team but also the individual performance of the team member. The team performance should be evaluated in three dimensions: product performance, program performance and personal performance. The individual performance of the team member should be evaluated in three dimensions: performance, ability, and attitude.Chapter 4, analysis all parts of the compensation package. The compensation package contains base pay, incentive compensation, benefits and no financial compensation. Firstly, to develop the competency model and constitute the competency-based pay. Secondly, to distribute the incentive compensation according to the performance appraisal result. It includes two allocations. In the first allocation, the incentive compensation is awarded to the R&D team. In the second allocation, the incentive compensation is distributed to the member within the R&D team. Thirdly, to make the cafeteria style benefit plan. The member of R&D team can choose and arrange their benefit just like what they need in the cafeteria. The last, to consider some important no financial compensation, such as career planning, opportunity incentive and environment incentive.Chapter 5, conclusion. It makes a brief conclusion about the whole study and puts forward what need to be further explored.The contribute points of this paper includes the following three aspects. Firstly, to choose a more discriminating subject. The compensation system of product developing team is the main research content. Secondly, to put the performance evaluation system into the framework of the study, and considers it is a important part of the compensation system. Thirdly, the whole study is base on the characters of R&D team, including the working particularities, the personality characters of team the member, and the spontaneous different levels in the R&D team.Although the paper has made some theoretic try and exploration on the compensation incentive of R&D team, it still has some shortages because of my limitation in theory level and knowledge accumulation. Some issues need to be further and deeper explored.