IME公司研发人员激励优化研究
摘要
近年，针对我国的“芯片断供”“芯片慌”等卡脖子事件不断刷屏，科技大则关乎
国家强盛，小则决定企业生死。高科技企业集技术、人才、知识于一体，承载着科技创
新的重任，此时身为其核心资源的研发人员就显得尤为重要。如何有效激励研发人员的
工作积极性、能动性及创新创造性，从而提高企业的核心竞争力，这不仅关系企业短期
内能否“活着”，更直接决定企业未来能否“活好”。企业创新不断，才能从根本上提
高一个国家的科技实力，而如何构建一套针对科技企业研发人员有效的激励，是众多科
技企业尤其民营科技企业直面的难题。论文以 IME公司研发人员为研究对象，对公司
现有的研发人员激励进行研究，以期找出其存在的问题及问题背后的原因，进而提出优
化激励的内容。
论文以 IME公司研发人员为研究对象，通过对不同部门、不同层级、不同职位、
不同年龄段的研发人员进行问卷、访谈，收集公司现有的激励欧亿·体育（中国）有限公司。在对相关文献综述
的研究基础上，综合利用相关激励理论，同时结合新生代研发人员的主要特质（本文“新
生代”主要指 1986年到 2000年间出生的人），梳理及分析了 IME公司研发人员激励
的现状及存在的主要问题，剖析原因后提出优化 IME公司研发人员激励的主要内容，
并对优化后如何更好地有效运行提出了对策建议。
IME公司是一家民营科技企业，员工以研发人员为主，上述问题的日积月累已导致
IME公司近两年研发人员离职率走高，对公司新产品的研发已造成一定影响。基于此，
本文从结果导向出发，重点对薪酬、绩效考核、长期激励、职业发展等方面进行优化。
本文是基于 IME公司的实际情况而做的研究，希望优化后对公司留住人才、吸引人才
起到较好作用，同时也希望对同类型科技企业研发人员的激励提供一定参考作用。
关键词：科技企业；研发人员；激励
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Abstract
Abstract
In recent years, the frequency of choke events such as "chip outage" and "chip panic" in
China has been constantly brushed. Science and technology, in large terms, is related to the
country's prosperity, while in small terms, it determines the life and death of enterprises. High
techenterprisesintegrate technology,talentsandknowledge, andbeartheheavy
responsibility of scientific and technological innovation. At this time, R&D personnel who are
core resources of science and technology enterprises are extremely important. How to
effectively stimulate the enthusiasm, initiative and innovation of R&D personnel to improve
the core competitiveness of the enterprise is not only related to whether the enterprise can
"live" in the short term, but also directly determines whether the enterprise can "live well" in
the future. Only continuous enterprise innovation can fundamentally improve a country's
scientific and technological strength. How to build an effective incentive content for R&D
personnel of scientific and technological enterprises is a problem faced by many scientific and
technological enterprises, especially private scientific and technological enterprises. The
thesis takes the R&D personnel of IME Company as the research object, and studies the
existing R&D personnel incentive of the company, in order to find out the problems and the
reasons behind the problems, and then proposes the content of optimization incentive, so as to
build a more comprehensive incentive model for R&D personnel of science and technology
enterprises.
The thesis takes the R&D staff of IME company as the research object, and collects the
existing motivation data of the company through questionnaires and interviews with R&D
staff of different departments, different levels, different positions and different age groups.
Based on the review of related literature, the current situation and the main problems of the
motivation of the R&D staff of IME company are sorted out and analyzed by using related
motivation theories and the main characteristics of the new generation of R&D staff (in this
thesis, "new generation" mainly refers to those born between 1986 and 2000), and the reasons
are analyzed. After analyzing the reasons, we propose the main contents of the optimization
of the motivation of the R&D personnel of IME company, and suggest countermeasures for
the effective operation after the optimization.
IME is a technology-based enterprise, and its employees are mainly R&D personnel. The
accumulation of the above problems has led to a high turnover rate of R&D personnel of IME
in the past two years, which has had a certain impact on the R&D of the company's new
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IME公司研发人员激励优化研究
products. Based onthis, this thesisfocuses on the optimizationof salary structure,
performance appraisal, long-term incentive, and career development of R&D personnel from
the perspective of result orientation. This thesis is based on the actual situation of IME. I hope
that the optimization will play a good role in retaining and attracting talents for the company,
and also provide some reference for the incentive of R&D personnel of the same type of
technology enterprises.
Key Words: Science and technology enterprises; R & D personnel; Excitation
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