M生物芯片公司研發(fā)團隊的激勵機制問題改進研究
發(fā)布時間：2018-09-13 07:17
【摘要】：伴隨著我們國經(jīng)濟的快速增長,市場的日趨國際化,我們國家企業(yè)所面對的外部環(huán)境愈來愈繁雜,不可確定的要素日日見漲,競爭也日趨激烈。在這種大背景下,IVD(體外診斷試劑)行業(yè)各企業(yè)為獲取持續(xù)的競爭優(yōu)勢,培育出核心競爭力,紛紛大力發(fā)展的研發(fā)能力,并導入企業(yè)戰(zhàn)略管理體系。研發(fā)團隊的激勵工作作為引導與控制企業(yè)戰(zhàn)略實施的一項重要管理工具和人力資源管理的核心的內容之一,其重要性已成為眾多IVD企業(yè)的共識,并對其投入了大量人力和財力。由于大多數(shù)IVD企業(yè)對研發(fā)團隊的激勵都存在觀念上的誤區(qū),而且IVD企業(yè)研發(fā)團隊激勵的實施也缺乏計劃性、科學性和系統(tǒng)性,因此,目前IVD企業(yè)的研發(fā)團隊激勵工作成為了人力資源管理工作中最易出現(xiàn)失誤的管理難點之一。本文以IVD行業(yè)的M生物芯片公司(高新技術企業(yè))的研發(fā)團體作為分析樣本。以激勵理論為基礎,從理論證實與案例解析兩方面入手,并制作問卷,收集M生物芯片公司研發(fā)團隊的績效現(xiàn)狀,并匯總問題,在此基礎上做統(tǒng)計解析,結合此新興的IVD行業(yè)研發(fā)人員的個性特點、需求特征和工作特性,運用綜合激勵模型從薪酬激勵、知識共享、企業(yè)文化、職業(yè)發(fā)展這四個方面完善M生物芯片公司研發(fā)團隊激勵機制,同時,該模型描述了激勵的力量在個人與團隊間的傳導路徑,并從M生物芯片公司研發(fā)團隊人員對激勵手段的滿意度及組織激勵成本最優(yōu)兩個角度對M生物芯片公司研發(fā)團隊的激勵效果進行了評價。人力資源團隊推動和確保公司戰(zhàn)略的實施,從而使企業(yè)的戰(zhàn)略目標得以實現(xiàn)。本文結論是:探討和研究改進IVD行業(yè)M生物芯片公司研發(fā)團隊的激勵機制,從薪酬激勵機制完善、知識共享激勵機制健全、企業(yè)文化的輔助、職業(yè)發(fā)展規(guī)劃等四個方面充分激發(fā)研發(fā)團隊的內在動機和知識潛能,不僅有重要的理論價值,也有較強的現(xiàn)實意義,即:提升企業(yè)研發(fā)效能,增強企業(yè)核心競爭力,純化企業(yè)文化。
[Abstract]:With the rapid growth of our country's economy and the internationalization of the market, the external environment of our country's enterprises is becoming more and more complicated, the uncertain elements are increasing day by day, and the competition is becoming increasingly fierce. Under this background, in order to obtain the sustainable competitive advantage and cultivate the core competence, the IVD (in vitro Diagnostic Reagent) industry has developed the R & D capability and introduced the enterprise strategic management system. As an important management tool and one of the core contents of human resource management, the incentive work of R & D team has become the consensus of many IVD enterprises, and has invested a lot of manpower and financial resources. Because most IVD enterprises have misconceptions on the motivation of R & D team, and the implementation of R & D team incentive in IVD enterprise is lack of planning, scientific and systematic, therefore, At present, IVD R & D team motivation has become one of the most difficult management problems in human resource management. This paper takes R & D group of M Biochip Company (high-tech enterprise) of IVD industry as an analysis sample. On the basis of incentive theory, starting with theoretical verification and case analysis, this paper makes a questionnaire to collect the current performance of R & D team in M biochip company, and summarizes the problems, and makes statistical analysis on this basis. Combined with the personality, demand and work characteristics of the R & D personnel in the emerging IVD industry, this paper applies the comprehensive incentive model to pay incentive, knowledge sharing, corporate culture, etc. These four aspects of career development perfect M biochip R & D team incentive mechanism. Meanwhile, the model describes the transmission path between individual and team of incentive forces. The incentive effect of R & D team of M biochip company is evaluated from two aspects: the satisfaction of R & D team and the optimal organizational incentive cost. HR team to promote and ensure the implementation of the company's strategy, so that the strategic objectives of the enterprise can be achieved. The conclusion of this paper is: to explore and improve the incentive mechanism of R & D team of M biochip company in IVD industry, from the aspects of salary incentive mechanism, knowledge sharing incentive mechanism and corporate culture. The four aspects of career development plan can fully stimulate the intrinsic motivation and knowledge potential of R & D team, which not only have important theoretical value, but also have strong practical significance, that is, to enhance the efficiency of enterprise R & D and enhance the core competitiveness of enterprise. Purify corporate culture.
【學位授予單位】：廣西大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F426.6
[Abstract]:With the rapid growth of our country's economy and the internationalization of the market, the external environment of our country's enterprises is becoming more and more complicated, the uncertain elements are increasing day by day, and the competition is becoming increasingly fierce. Under this background, in order to obtain the sustainable competitive advantage and cultivate the core competence, the IVD (in vitro Diagnostic Reagent) industry has developed the R & D capability and introduced the enterprise strategic management system. As an important management tool and one of the core contents of human resource management, the incentive work of R & D team has become the consensus of many IVD enterprises, and has invested a lot of manpower and financial resources. Because most IVD enterprises have misconceptions on the motivation of R & D team, and the implementation of R & D team incentive in IVD enterprise is lack of planning, scientific and systematic, therefore, At present, IVD R & D team motivation has become one of the most difficult management problems in human resource management. This paper takes R & D group of M Biochip Company (high-tech enterprise) of IVD industry as an analysis sample. On the basis of incentive theory, starting with theoretical verification and case analysis, this paper makes a questionnaire to collect the current performance of R & D team in M biochip company, and summarizes the problems, and makes statistical analysis on this basis. Combined with the personality, demand and work characteristics of the R & D personnel in the emerging IVD industry, this paper applies the comprehensive incentive model to pay incentive, knowledge sharing, corporate culture, etc. These four aspects of career development perfect M biochip R & D team incentive mechanism. Meanwhile, the model describes the transmission path between individual and team of incentive forces. The incentive effect of R & D team of M biochip company is evaluated from two aspects: the satisfaction of R & D team and the optimal organizational incentive cost. HR team to promote and ensure the implementation of the company's strategy, so that the strategic objectives of the enterprise can be achieved. The conclusion of this paper is: to explore and improve the incentive mechanism of R & D team of M biochip company in IVD industry, from the aspects of salary incentive mechanism, knowledge sharing incentive mechanism and corporate culture. The four aspects of career development plan can fully stimulate the intrinsic motivation and knowledge potential of R & D team, which not only have important theoretical value, but also have strong practical significance, that is, to enhance the efficiency of enterprise R & D and enhance the core competitiveness of enterprise. Purify corporate culture.
【學位授予單位】：廣西大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F426.6
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