Research On Scientific And Technological Personnel Incentives In Jilin Oilfield Exploration And Development Research Institute

Incentive mechanism is the system that is in order to fully stimulate the various constituent elements of the intrinsic potential and to play a running vitality, and its internal elements of the various components and their inter-relationship adjustment, optimization, so as to achieve the greatest innovation of the rules of operation. Therefore, the establishment of fair and effective system of staff motivation in science and technology has become an important element of the scientific research units to improve the outcome of market efficiency.This article discusses how to effectively motivate scientific and technological personnel in the process of science and technology R & D and achievements transformation in science and technology R & D-oriented enterprises. It also studies motivation mechanism according to corporate culture, pay, personal development, personal emotions and set up a set of scientific and technological personnel incentives which suit to Exploration and Development Institute of Jilin Oilfield Company. Scientific and technical personnel with knowledge often have assets, and professional independence, work autonomy and other unique characteristics. The author deeply analyses the role of incentive mechanism in the science and technology personnel incentives and reveals the scientific and technical personnel of the characteristics of incentive mechanism on the basis of general laws analysis.The author conducted a comprehensive grasp of Exploration and Development Research Institute Management. With in-depth analysis of its personnel structure and distribution, talent facing contradictory demands of science and technology personnel situation, the author conducted a comprehensive inspection of incentive reformation. According to the understanding of the incentive elements, the author designed a questionnaire. Through analysis of the questionnaire results, the author found that the problems of pay incentive and training incentive are prominent. The main conclusions of this paper are: incentive mechanism must be set up according to the demands of personnel. The demands of scientific and technical personnel are high-level and special which are determined by the nature of the work, high-risk, highly uncontrollable and unpredictable nature of the work. It mainly manifested in: scientific and technological personnel need more liberal and humanized culture and management system; Scientific and technological personnel have higher demand of personal development.The author made the incentive mechanism and principles for scientific and technological personnel according to previous literature and findings and brings forward the incentive model and the implementation of the program on the basis of fully grasping the meanings and principles of incentive mechanism design. In the design process of incentive mechanism, it is necessary to take into account the different requirements of scientific and technological personnel groups, but also take into account the development goals and inspire the efficiency of individual and organizational needs to maintain balance. The formulation of the pay must consider the actual needs of different types of employees and the balance of payment efficiency. Personal development incentives must consider required the development of balance of the individual capabilities with organizational strategy.This paper aims to carry out applied research of incentive mechanism design. The whole work flow includes staff needs analysis, business environment scanning, the actual demand for investigation and research, incentive mechanism design, implement programming. It can be used as a general incentive mechanism design flow. Among them, the actual investigation and research for the demand of staff needs is one important aspect to enhance the application validity of incentive mechanism design, which is related to applicable pattern of hypothetic incentive model. The scholars should pay attention to this problem in the research of relevant application. In addition, the nature of the work and staff needs is highly relevant. In the actual design, incentives are designed with high maneuverability according to the different nature of work, but bearing in mind the appropriate extent and dimension of division. Too small division will cause an incentive mechanism too complicated to be implemented, and too rough division will cause less pertinence incentive.