在现代社会分工和商品经济背景下，企业是汇集了土地、劳动力、资本和技术等 各种生产要素，在追求利润的目的下为社会提供产品和服务的基本经济单位，并承担 相关风险。随着社会的发展，企业间的竞争除了资本的竞争以外，越来越多的表现为 人力资源的竞争，良好的人力资源环境可以为企业的经营盈利保驾护航。汽车研发人 才作为车企的重要人力资本，可以为企业创造出优质的产品。位于四川省绵阳市的汽 车制造企业H公司近几年出现了技术部人员不断流失的现象，究其原因主要是公司薪 酬激励策略存在一些问题，让员工出现不满情绪。因此为了调动研发人员的工作热情， 引导技术部门人员为产品开发、维护和持续技术支持不断努力，企业需要准确找到研 发人员的薪酬满意度方面的问题，采取有针对性的措施来提高薪酬满意度，以期实现 企业的良性发展。 本文在介绍国内外薪酬激励理论的基础之上，以H公司技术部研发人员为样本， 通过问卷调查、面谈等方式对技术部门人员的薪酬满意度、薪酬激励现状进行了深入 分析；通过数据分析，发现H公司技术部人员的薪酬激励方面存在薪酬涨幅较低、薪 酬缺乏外部竞争力、与薪酬紧密相关的绩效考核过程缺乏员工参与、薪酬激励效果不 明显，离职行为频繁等问题。根据上述问题，论文提出了绩效工资采取利润分享方式、 增加个性化、差异化的福利项目选择、设置更畅通的激励沟通渠道、拓宽技术人员学 习晋升渠道、提高技术创新奖励额度等建议措施。 关键词：薪酬激励；研发人员；工作绩效 论文类型：应用研究 独创性声明和使用授权书 V ABSTRACT Underthebackgroundofmodernsocialdivisionoflaborandcommodityeconomy,an enterpriseisabasiceconomicunitthatgathersvariousfactorsofproductionsuchasland, labor,capitalandtechnology,providesproductsandservicesforthesocietyinthepursuitof profit,andbearsrelevantrisks.Withthedevelopmentofsociety,thecompetitionamong enterprisesisnotonlythecompetitionofcapital,butalsothecompetitionofhuman resources.Agoodhumanresourcesenvironmentcanescorttheoperationprofitsof enterprises.Asanimportanthumancapitalofautomobileenterprises,automobiler&dtalents cancreatehigh-qualityproductsforenterprises.Inrecentyears,HCompany,anautomobile manufacturingenterpriselocatedinMianyangCity,SichuanProvince,hasseenthe continuouslossofpersonnelinthetechnicaldepartment.Themainreasonisthatthereare someproblemsinthecompany'ssalaryincentivestrategy,whichmakesemployees dissatisfied.Therefore,,inordertomobilizetheenthusiasmofR&Dpersonnel,guidethe personneloftechnicaldepartmentstomakecontinuouseffortsforproductdevelopment, maintenanceandcontinuoustechnicalsupport,enterprisesneedtoaccuratelyfindoutthe compensationsatisfactionproblemsofR&Dpersonnel,andtaketargetedmeasuresto improvethecompensationsatisfaction,soastoachieveahealthyenterprisedevelopment. Basedontheintroductionofthetheoryofcompensationincentiveathomeandabroad, thispapertakestheR&DpersonnelofHCompany'stechnologydepartmentasasample,and makesanin-depthanalysisonthecompensationsatisfactionandthecurrentsituationof compensationincentiveofthepersonnelinthetechnologydepartmentbymeansof questionnairesurveyandinterview.Throughdataanalysis,itisfoundthattherearelow salaryincreaseandlackofexternalcompetitioninthecompensationincentiveofthe personnelintheTechnologyDepartmentofHcompanyCompetition,lackofemployee participationinperformanceappraisalprocesscloselyrelatedtosalary,notobvioussalary incentiveeffect,frequentturnoverbehaviorandotherissues.Accordingtotheabove problems,thepaperputsforwardsomesuggestions,suchasprofitsharingmethod, increasingpersonalizedanddifferentiatedwelfareproject,settingupmoreunimpeded incentivecommunicationchannels,broadeningthechannelsfortechnicalpersonneltolearn andpromote,andincreasingtheamountoftechnologicalinnovationawards. KEYWORDS:SalaryIncentive;R&DPersonnel;JobPerformance TYPEOFTHESIS:ApplicationResearch 目录 VII 目录 1绪论........................................................................................................................................1 1.1研究背景与意义.............................................................................................................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.............................................................................................................2 1.2.1国外研究现状..........................................................................................................2 1.2.2国内研究现状..........................................................................................................4 1.3研究思路和方法.............................................................................................................5 1.3.1研究思路..................................................................................................................6 1.3.2研究方法..................................................................................................................6 2概念界定和理论基础............................................................................................................8 2.1薪酬的概念.....................................................................................................................8 2.2激励的概念.....................................................................................................................9 2.3相关激励理论.................................................................................................................9 2.3.1需求层次理论........................................................................................................10 2.3.2双因素理论............................................................................................................10 2.3.3期望理论................................................................................................................10 2.3.4公平理论................................................................................................................11 3H公司技术部薪酬激励现状分析......................................................................................12 3.1H公司概况....................................................................................................................12 3.2H公司技术部概况........................................................................................................13 3.2.1公司技术部门组织架构........................................................................................13 3.2.2技术部人员学历结构............................................................................................14 3.2.3技术部人员年龄结构............................................................................................15 3.3H公司技术部研发人员的特点....................................................................................15 3.3.1专业化程度高，可替代性低................................................................................15 3.3.2更加追求公平........................................................................................................16 3.3.3自我发展需求突出................................................................................................16 3.3.4注重精神需求........................................................................................................16 3.3.5对企业的忠诚度低................................................................................................16 3.4H公司技术部薪酬激励现状.......................................................................................17 西南科技大学硕士学位论文 VIII 3.4.1薪酬结构...............................................................................................................17 3.4.2薪酬总额................................................................................................................17 3.4.3薪酬公平................................................................................................................18 3.4.4薪酬增长................................................................................................................18 4H公司技术