Case Study On R＆d Personnel Incentive In Company A

Today,China is in the period of economic transformation.The manufacturing industry,which occupies the leading position in the economy,is gradually moving from the traditional labor-intensive to the intelligent manufacturing which has the core competitiveness and occupies the commanding heights of science and technology.Research and development innovation is the fundamental to achieve core competitiveness.In China’s manufacturing industry,how to establish a more efficient r＆d personnel incentive and management mechanism more quickly,introduce talents,retain talents,and continuously stimulate the initiative and creativity of R＆D talents has increasingly become the focus of enterprise management research.This thesis takes the case of R＆D personnel incentive management of company A,a leading enterprise of home appliances,as the research object.It introduces the development and change of company A,and the failure of R＆D personnel incentive management system in recent two years,which leads to serious brain drain in R＆D.Through the description of three typical cases,such as core staff turnover,distorted performance evaluation and unfair incentive award.Mainly based on related incentive theories such as Maslow’s hierarchy of needs theory,two-factor theory and Boter-Lawler comprehensive incentive model,using literature survey method,case analysis method,field interview method etc.,according to the research and analysis,there are several main problems in the incentive management of R＆D personnel in company A.Such as unreasonable salary structure,blocked promotion channel,unbalanced evaluation weight and the incentive awards are unfair.Considering the actual economic situation of the enterprise,the corresponding solutions can be put forward.Such as:optimize the salary composition to ensure the partial implementation of hygiene factors;Dredge the promotion channel,simplify the promotion process,and strengthen the spiritual incentive effect of promotion;Optimize the assessment system,simplify administration and delegate power,increase fairness and strengthen the correlation between results and contributions;Weaken the material incentive component of the auxiliary incentive system and highlight the role of spiritual incentive.Reestablish a virtuous comprehensive incentive cycle through these measures.At the same time,for this series of policy adjustments,establish a guarantee system in the aspects of organization,system,culture and information technology.Fully meet the social needs and respect needs of R ＆ D personnel,and truly promote them to form a virtuous circle of positive behavior.This thesis tries to provide effective suggestions for A company to improve its incentive system from a scientific and objective perspective and method,so as to help it improve its core competitiveness sustainably.At the same time,it provides practical supplement for R＆D personnel incentive theory and has certain reference for the future home appliance industry,even the whole manufacturing industry.