Research On Optimization Design Of Incentive Scheme For R&D Personnel In C Company

Referring to the change of Chinese enterprise,the research and development relevant(shorted as R&D)staff becomes the key resource.All the companies fight for the talents.These schemes how to attract and retain R&D staff and how to motivate R&D staffs are so hot today.The market competition in modern enterprises is so fierce that the lack of incentives for R & D staff will lead to a decrease in the enthusiasm of R & D staff,meanwhile it will also cause massive loss of personnel and technology,which will eventually hinder the development of the company.This paper takes the mature car entertainment information system supplier C company as the research object,the actual questionnaire survey results as a starting point,in-depth analysis of the formation of the reasons and historical background,combined with C company's cultural design incentive optimization program.In order to understand the incentive situation of R & D personnel in C company,the incentive effect and benefit of other non-bonus items are from the internal fairness of salary and the external competition,the incentive efficiency of bonus,the rationality of salary structure,the promotion of salary and welfare policy Perception,career development,work hardware and software environment design and employer value proposition to design the nine aspects of the problem.It is possible to understand the status quo of four dimensions of compensation,welfare,career development and working life balance through questionnaires.And then through the analysis of the problem,find the improvement point,optimize the R company R & D personnel incentive program.Through the analysis of the results of the questionnaire survey,C company R & D personnel incentive problems in the following five aspects: First,the pay structure brought about by the imbalance of talent to attract and retain difficulties,and second,performance evaluation and bonuses between the linear correlation between the poor,three Non-bonus class incentives and recognition of the lack of effectiveness of the project,the fourth is the welfare of poor efficiency,five is the poor pay and benefits policy communication is poor.Finally,this paper puts forward the optimization plan of C company's R & D personnel,which includes: firstly,re-positioning of salary and structural re-adjustment,the optimization of the difference of performance and bonus linear correlation,the third is non-bonus class incentive recognition system,Fourth,to build the welfare system,fifth,propaganda and communication all-round optimization.This paper does not follow the entry point of other peers to solve the wastage rate,improve the effectiveness of performance appraisal as the starting point,but in all four aspects of full compensation to build C company's comprehensive incentive system framework.This article emphasizes all the incentive programs are to solve the long-term strategic development needs of enterprises,combined with the unique background and culture of enterprises,personalized design.The four dimensions of full pay,pay,benefits,career development and working life balance reflect the unique values of the firm.Optimized incentive programs have a significant incentive for C companies to attract,retain and motivate R & D personnel,helping companies to take a closer step towards their goals.Due to the limitation of space,this paper focuses on the optimization of the incentive plan of C R & D personnel in the material aspect,the career development platform and the balance of life work.