| The Eighteenth National Congress of the Communist Party of China took innovation-driven implementation strategy as the important strategic task to accelerate the change of the growth model of economic development. Technological innovation is the key to Innovation-driven strategy. As the main force of technological innovation in China, the private scientific and technological middle and small enterprises plays a very important role in technological innovation and promoting the commercialization of research findings. The technical staff as the backbone of scientific and technological enterprises, their working enthusiasm has the direct bearing on the survival and development of enterprises. Therefore, effective motivation for technical staff is a very important issue.This paper, taking a typical example Shanxi Yida Co., Ltd.(Hereinafter referred as "Shanxi Yida "), a scientific and technological enterprise as the research object, adopts the method of empirical analysis to study. First of all, the incentive theory research status at home and abroad is reviewed and summarized, which provides theoretical support for the article; Second, through the way of questionnaire and interview, Shanxi Yida technical staff incentive status and existing problems is investigated and analyzed, and19incentive factors is sorted out, including security compensation, incentive compensation, elastic compensation, office conditions, and the Analytic Hierarchy Process (AHP for short) is used to prioritize those incentive factors. Finally, combining the real situation of Shanxi Yida, incentive policies are well designed:to implement the strategy of comprehensive compensation motivation, motivating the technical staff by improving working environment conditions and operating post. Meanwhile, the proposals to ensure effective implementation are put forward.This study shows that the importance ranking of technical staff incentive factors is scientific; there are discrepant that the incentive factors importance ranking in different industry, different enterprise and different levels of staff; for technical staff, different incentive methods should be adopted which should be different from that of other employees. While formulating incentive schemes:first, different incentives should be carried out to different levels of employees as per individual demand; second, targeted incentive schemes should be formulated according to different attributes and characteristics of industries, enterprises and departments; third, to focus on one’s demand changes at different stages in the company and adjust incentives specially. |
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