Study On Key Scientific And Technical Personnel Incentive Mechanism In DG Research Institute

It is known to all, as the most significant resources, human resources have become increasingly important in nowadays, determining the enterprise’s success or failure. Therefore, how to mobilize the scientific and technical personnel’s initiative and creativity and enable them to create more wealth for the development of the enterprises according to the enterprises’own characteristics has become a question that every enterprise must confront and ponder. Meanwhile, as an important part of human resources management, incentive is mainly aimed at stimulating the personnel’s work potential and improving the labor productivity to fulfill the enterprises development strategy. Consequently, for Dagang Research Institute, constructing effective key personnel stimulation mechanism is the key for it to realize sustainable development.Starting with the introduction to relevant stimulation theory and analysis on the current status of the Dagang Research Institute’s key scientific and technical personnel, the paper analyzes the problems existing in the current key scientific and technical personnel incentive mechanism in Dagang Research Institute and studies their causes, by means of conducting questionnaire and individual interview, etc. to the key scientific and technical personnel. Through the satisfaction survey to the key scientific and technical personnel, and beginning by satisfying such personnel’s needs, the paper constructs specific incentive mechanism from multiple perspectives, by combining the material incentive based on salary distribution with the immaterial incentive like employee career development planning, performance assessment improvement and favorable environment creation. Moreover, it proposes implementation suggestions and corrective measures.Through the study, it can be concluded that a set of effective incentive mechanism is an important means to mobilize the key scientific and technical personnel’s initiative, playing an active promoting role for the achievement of an organization’s goal. The key scientific and technical personnel aspire for sense of achievement and recognition of their own values, but their material needs shall not be neglected. The construction of the incentive mechanism shall start by satisfying the key scientific and technical personnel’s needs. Only when the specific study directing at their needs in different periods and stages is carried out, can effective incentive mechanism be worked out. The study not only has certain extent of indicative value for the improvement of the human resources management in Dagang Research Institute but also has some reference significance for solving of similar problems of the industry.