GL Shoes Limited Company—The Improvement Of Immateriality Incentives Scheme For R&D Personnel

With the rapid development of information technology, whether it is the high-tech electronic industry, or the traditional manufacturing industry, the competition between enterprises become increasingly diversified, whether it is a well-known company with a long history or just the start-up enterprises, all realize the power of the knowledge. They are looking for the methods of suitable for their own development. As the carrier of knowledge, R&D personnel of manufacturing industry, knowledge workers as a resource become scarce for the traditional manufacturing enterprise survival and development. It’s an important issue that manufacturing business owner how to incentive to retain the research and development personnel who are not cared so much for the physical incentives。According to the preliminary interview, this research find out the attitude and cognition of research and development staffs to immateriality incentive system in GL company of R&D personnel.Consult to the depth interview which based on the interview content understand the characteristics and requirements of the R&D personnel clearly. Secondly, link the real problems, the requirements and predecessors research together to design the questionnaire which is close to the situation. This questionnaire include 36 questions, they are ranged from the characteristics of personality psychological, the individual preference of motivation, the relationship between the boss and colleagues. In the form of the Kurt 5 table, asked the 58 R & D personnel to give the anonymous reply. Then, based on the data, concludes the problems of immateriality incentive system is concentrated on four aspects:the rules and regulations, the management concept, the working environment and R&D personnel’s personal development. In the next step, find out the suitable immateriality incentives theory between domestic and overseas, refer the incentive methods to improve the current immateriality incentives to meet the demand of R&D personnel’s individual development, the requirements of independent work, the achievement of work needs. Finally, from management strategy, management system and corporate culture to activate the system of company training and promotion, to realize staff and position matching, to prepare the career planning of R&D staffs, do the further in-depth interviews once more, to establish flexible management, to focus on working performance result but no working process, to implement participative management,to listen to staffs’true feelings, to diversify team activities to strengthen the emotional exchange between the R&D staffs, formed an open-minded corporate culture. Finally, given the result of the second interviews, the suggestions of grass-root developers, and the company’s strategic development demonstrate immateriality incentive scheme of this thesis is feasible.