Research On R&D Staff Incentive Mechanism In GT Enterprises

As the cornerstone of industrial and people's livelihood economic development,manufacturing industry plays a vital role in the social development system.With the rapid development of globalization,the manufacturing industry has begun to transition from traditional manufacturing to modern innovative manufacturing.With the rapid development of information and technology,the manufacturing industry is also constantly undergoing fission and fusion,and high-end manufacturing is continuing.The development and growth of China's cannibalization and mergers,and the traditional manufacturing industry survived in the cracks.If they continue to rely on traditional systems and existing technologies,they will eventually be eliminated.In the future,competitive enterprises will be those that have high-tech,sophisticated and sophisticated technologies and products and services.The key is talent,and the key talent in manufacturing is R&D.Talent strategy will rise to the core strategy of the enterprise.As the lifeblood of manufacturing enterprises,talent has its special and complexity.Affected by the imbalance of regional development,family,education,personal value and emotion,the diversity and personality of R&D talents coexist.How to attract them,retain them,and actively develop their subjective initiative will add wings to the development of the company.In the increasingly fierce market competition,retreat can keep the market stable and master the initiative to develop the market.This article aims at the research and development personnel of GT enterprises,researches the deficiencies and problems in the incentive mechanism of research and development personnel,and seeks a better solution.By analyzing GT's existing personnel structure and characteristics,organizational structure and its role,incentive mechanism and effects,and combining GT company's culture and composition characteristics,a comparative analysis of the final incentive effect is performed to find problems and possible problems in the analysis process.To solve these problems and inadequate reasons,due to various reasons and corresponding optimization schemes,there are contradictions and exclusivity.It is also necessary to optimize the combination of optimization schemes for different reasons to design an optimized implementation plan.Based on the actual situation and R&D characteristics of GT companies,this article proposes how to optimize a set of incentive mechanism system for R&D personnel of GT companies.Each department is a unit,based on each department,and integrating each department as a whole to carry out a unified and coordinated incentive system.The optimized combination method is adopted,and different incentive methods coexist,and strive to maximize the effect.Strive to make the most of the different parts on a carriage to ensure that the entire carriage moves smoothly and quickly.Of course,how to ensure the continuous and efficient incentive of the mechanism,it is also necessary to continuously improve the talent assessment model and its response mechanism in subsequent applications.