I 摘要 随着国家医疗改革的深入，制药欧亿·体育（中国）有限公司进入整合期，制药企业要想在竞争中脱 颖而出，必须抓好“药品研发”这一竞争力源头，这就要求企业必须重视科研团 队的管理，激发科研人员的潜力，发挥其创新能力。同时由于国内仿制药发展的 滞后，目前也缺少对仿制药研发项目管理的研究，更缺少对在多项目管理下研发 项目团队薪酬激励的研究。DS 集团目前开展的 100 多个仿制药项目的研究工作， 因为薪酬激励问题导致研发人员积极性不高，研发管理也陷入困境，因此研究适 合国内制药企业仿制药研发项目团队的薪酬激励方案具有重要的理论和现实意 义。 首先本文通过对国内外有关薪酬激励、知识型员工的特点以及多项目管理的 研究成果分析，总结出研发人员的特点和目前仿制药研发的工作特点，提出建立 科学的薪酬激励方案是加强仿制药研发管理、提高研发效率最直接最有效的方案， 仿制药研发的“专业性强、投入大、周期长、风险高”的工作特点，要求研发人 员的薪酬方案必须使人员能力与项目难度、绩效密切关联。其次运用定性和定量 的分析方法，对公司现有科研团队的人力资源以及项目研发状况进行分析，通过 访谈及薪酬满意度调查找准问题，结合仿制药研发过程的工作特点和研发人员的 个性特点，采用宽带薪酬的模式，综合外部情况对研发项目团队的薪酬激励方案 进行了调整。 借鉴因素计点法，建立了仿制药项目难度评价方案，实现了项目的难度与项 目奖金挂钩，解决了多项目下的资源配置问题；设计了针对核心领军人才成立小 型研发公司的股权激励方案；建立了个性化的弹性福利系统，作为薪酬激励的有 力补充。为保证薪酬激励方案的顺利实施，制定了包含宣传培训、制度完善等全 方位保障措施。本方案既关注个人能力又注重团队绩效，是个人薪酬与团队薪酬 相结合的综合性薪酬激励方案，具有很强的实用性和可操作性，可能会对国内其 他致力于仿制药研发的企业起到一定的参考和借鉴价值。 关键词，薪酬激励；知识型员工；仿制药研发项目；项目奖金；股权激励Abstract II Abstract With the deepening of national health care reform, the period of consolidation for pharmaceutical industry has arrived. If the pharmaceutical companies are willing to stand out of the competition, more attention must be paid to pharmaceutical research and development. That is to say that pharmaceutical company must attach importance to the management of scientific research team, stimulate the potential of scientific research staff and develop their innovation ability. Meanwhile, the development of domestic generic drugs has fallen behind. Besides, there is bare study about the management of generic R&D project and the incentive compensation in multi- project management. The 100 projects of DS Group have been in trouble due to the low enthusiasm caused by salary incentive problems. Therefore, the theoretical and practical significance must be paid to the study incentive compensation of generic drug R&D project team in domestic pharmaceutical companies. This paper, first of all, on the analysis of incentive compensation, features of knowledge-based workers and multi-program management study, summarizes the researcher feature and the current generic research proposes to establish the scientific incentive compensation plan of strengthen the generic research management and improve research efficiency. The features of “Profession, Large investment, Long-cycle, High risk” of generic drugs research, require personal ability and project difficulty in incentive compensation of researchers. Secondly, this paper has to be closely related the current situation of human resources and project development by using studies of qualitative and quantitative analysis methods and identifies the problems through interviews and satisfaction survey. In order to adjust the R&D incentive compensation plan, this paper has combined with the operating feature of generic drugs R&D and the development status of R&D, and adopted the mode of broadband salary. Establishing the difficulty assessment system for generic drug project, linking the difficulty and bonus of generic drug project and designing equity incentive program for the core talents who set up small R&D companies help to solve the problem of resource allocation in multi-project condition through factor analysis. Personalized flexible benefits system provides a powerful complement for incentive compensation. In order to ensure the smooth implementation of the incentive compensation plan, the companies should take all-round measures including propaganda training, system perfection. This program not only focuses on individual ability but also focuses on team performance. It is a comprehensive incentive compensation program of combining personal emolumentsAbstract III and team salary, which has strong practicability and maneuverability. For the other domestic generic drug companies, it may have the referenced value. Keywords: salary incentive, knowledge-based workers, generic drugs development, equity incentive, project bonus目 录 IV 目 录 摘要............................................................................................................................I ABSTRACT ..................................................................................................................II 第 1 章 绪 论.............................................................................................................1 1.1 研究背景和意义 ............................................................................................. 1 1.1.1 研究背景 ............................................................................................... 1 1.1.2 研究意义 ............................................................................................... 2 1.2 国内外研究现状及分析 ................................................................................. 3 1.2.1 国外研究现状 ....................................................................................... 3 1.2.2 国内研究现状 ....................................................................................... 4 1.2.3 国内外研究评述 ................................................................................... 6 1.3 主要研究内容及方法 ..................................................................................... 7 1.3.1 研究内容 ............................................................................................... 7 1.3.2 研究方法 ............................................................................................... 7 第 2 章 DS 集团仿制药研发项目团队的薪酬激励现状及问题分析.....................10 2.1 DS 集团仿制药研发项目团队的薪酬激励现状 .......................................... 10 2.1.1 仿制药研发工作的特点 ..................................................................... 10 2.1.2 DS 集团仿制药研发项目及科研团队人力资源概况 ........................ 11 2.1.3 研发项目团队现行的薪酬激励方案 ................................................. 16 2.2 DS 集团仿制药研发项目团队薪酬激励存在的问题分析 .......................... 17 2.2.1 仿制药研发的特殊性对薪酬激励的影响 ......................................... 17 2.2.2 薪酬满意度问卷调查及结果分析 ..................................................... 19 2.2.3 现行薪酬激励方案存在的问题分析 ................................................. 23 2.3 本章小结 ....................................................................................................... 25 第 3 章 DS 集团仿制药研发项目团队的薪酬激励方案设计.................................27 3.1 薪酬激励方案设计的关键点 ....................................................................... 27目 录 V 3.1.1 薪酬激励方案设计的指导原则 ......................................................... 27 3.1.2 薪酬方案设计的具体策略 ................................................................. 28 3.2 具体的薪酬激励方案设计 ........................................................................... 29 3.2.1 薪酬激励方案的组成部分 ................................................................. 29 3.2.2 仿制药研发项目的岗位工资设计 ..................................................... 29 3.2.3 仿制药研发项目的价值评估及奖金设计 ......................................... 32 3.2.4 核心领军人才的股权激励方案设计 ................................................. 38 3.2.5 个性化弹性福利计划的设计 ..........................................