Research On Incentive Factors Of GDFW Company’s R & D Personnel

With the development and progress of social economy, the scale and quantity of enterprises have been continuously improved. The role and status of knowledge workers in various enterprises is becoming more and more obvious. The famous American management expert Drucker pointed out that knowledge workers as a representative of the new productive forces in twenty-first Century, compared with ordinary employees, they are more personalized, independent and innovative. R & D personnel as a typical representative of the knowledge type employees, not only to improve the enterprise in the market competitive position has a very positive role, even in a large extent determines the enterprise’s survival and development prospects. Therefore, it is very important to attract and retain the knowledge type R & D personnel and to make effective incentive to them, which is very important in the current human resource management.Classic theory and this paper mainly through the Maslow’s hierarchy of needs theory and ALDERFER’s ERG theory, Herzberg’s two factor theory, McClelland achievement motivation theory vroom’s expectancy theory, goal setting theory, equity theory process incentive theory and behavior modification incentive theory as the foundation, GDFW company as an example, from the perspective of the development of the company, R & D personnel team construction and so on, incentive status of R & D personnel were in-depth research and analysis, and points out the GDFW company personnel incentive problems. By way of questionnaires and on-the-spot visit, GDFW company R & D personnel of various incentive the degree of attention paid to launched an investigation, and combined with the actual situation on the problems of rational analysis, finally puts forward the incentive factors for GDFW company R & D personnel policy recommendations. Research and research found that GDFW company to encourage scientific and technological innovation incentive mechanism is not perfect, and the form of incentive is too single, the incentive measures targeted, the research and development staff also lack of deep-seated incentives. What is more worthy of attention is the incentive to ignore the differences between the incentive groups and levels, so that incentives can not play a substantial effect. In view of this, the incentive factors analysis based on proposed GDFW company should promote a new compensation strategy, to improve the appraisal system of R & D personnel, through a variety of security factors to meet the needs of R & D team.So the theoretical study and practical investigation combined to GDFW company R & D personnel incentive factors system and sequential analysis, GDFW company R & D personnel incentive problems are pointed out, and countermeasures are also presented. The research of this paper has a very realistic significance to improve the GDFW company’s R & D personnel’s loyalty and to promote the further development of GDFW company.