I 中文摘要 随着中国经济由高速增长阶段向高质量发展阶段转变，以及国家提出的创 新发展战略，生物工程产业迎来了发展的机遇期。生物工程公司是高知识人才 聚集性公司，研发人员的科研成果就是公司的核心竞争力，因此研发人员的工 作效率直接决定着公司的发展速度和生存状况。由此，如何进一步优化研发人 员的激励机制，从而有效激发研发人员的工作积极性和创新能力，就显得尤为 重要。 本文结合生物工程企业GY公司的实际案例，对研发人员的激励机制进行了 研究。首先对国内外文献进行梳理，阐述激励理论基础；其次通过调查，深入 分析了GY公司研发人员对现有激励机制的态度和看法，进而查找GY公司激励 机制存在的问题并分析其原因；最后针对问题提出优化公司研发人员的激励机 制的对策与建议。 通过研究发现，GY公司研发人员对公司目前的薪酬待遇、职级晋升、培训 学习、个人职业发展规划和参与公司管理等方面满意度较低，分析后，本文认 为GY公司对研发人员的激励机制主要存在薪酬制度不科学、文化建设欠缺、发 展空间狭窄、管理层榜样引领缺乏和研发人员与管理层沟通不顺畅等问题，鉴 于此，本文认为GY公司应优化薪酬制度、完善晋级晋升机制、夯实企业文化建 设、推进团队的自我管理、注重研发人员培训和职业发展、打造个人与公司命 运共同体，进而提升公司的内在驱动力和核心竞争力。 关键词：高新技术公司；研发人员；激励机制；优化研究 Abstract II Abstract With the transformation of China's economy from a stage of rapid growth to a stage of high-quality development, and the country’s innovative development strategy, the bioengineering industry has ushered in a period of development opportunities. Bioengineering companies are companies with high-knowledge talents. The scientific research results of R&D personnel are the company’s core competitiveness. Therefore, the work efficiency of R&D personnel directly determines the company’s development speed and survival. Therefore, how to further optimize the incentive mechanism of R&D personnel so as to effectively stimulate the enthusiasm and innovation ability of R&D personnel is particularly important. This article combines the actual case of bioengineering company GY company to study the incentive mechanism of R&D personnel. Firstly, review the domestic and foreign literature and explain the theoretical basis of incentives; secondly, through investigations, we deeply analyze the attitudes and opinions of GY company's R&D personnel on the existing incentive mechanism, and then find out the problems of GY company's incentive mechanism and analyze the reasons, and finally aim at The problem puts forward countermeasures and suggestions to optimize the incentive mechanism of the company's R&D personnel. Through research, it is found that GY company R&D personnel are less satisfied with the company’s current salary package, rank promotion, training and learning, personal career development planning and participation in company management. After analysis, this article believes that GY company’s incentive mechanism for R&D personnel is mainly There are problems such as unscientific salary system, lack of cultural construction, narrow development space, lack of leadership role models, and poor communication between R&D personnel and management. In view of this, this article believes that GY company should optimize the salary system, improve the promotion mechanism, and consolidate the enterprise Cultural construction, promotion of team self-management, focus on R&D personnel training and career Abstract III development, and building a community of destiny between individuals and the company, thereby enhancing the company's internal driving force and core competitiveness. Keywords：High-tech company; R & D personnel; Incentives; Optimization study 目录 IV 目录 中文摘要 .................................................................................................... I Abstract ...................................................................................................... II 目录 ......................................................................................................... IV 第一章 绪论 ............................................................................................1 第一节 选题背景与研究意义 ............................................................................ 1 一、选题背景 ......................................................................................................................... 1 二、研究意义 ......................................................................................................................... 2 第二节 国内外研究的现状 ................................................................................ 3 一、国外研究现状 ................................................................................................................. 3 二、国内研究现状 ................................................................................................................. 4 第三节 研究思路与研究方法 ............................................................................ 6 一、研究思路 ......................................................................................................................... 6 二、研究方法 ......................................................................................................................... 7 第四节 选题的创新点 ........................................................................................ 8 第二章 相关概念与理论基础 ................................................................9 第一节 相关概念 ................................................................................................ 9 一、研发人员的定义及特点 ................................................................................................. 9 二、激励的定义及类别 ....................................................................................................... 11 第二节 激励的理论基础 .................................................................................. 12 一、内容型激励理论 ........................................................................................................... 12 二、行为矫正型激励理论 ................................................................................................... 13 三、过程型激励理论 ........................................................................................................... 14 目录 V 四、综合型激励理论 ........................................................................................................... 14 第三节 激励机制的主要激励方式 .................................................................. 15 一、物质激励 ....................................................................................................................... 15 二、文化激励 ....................................................................................................................... 15 三、目标激励 ....................................................................................................................... 15 四、行为激励 ....................................................................................................................... 16 五、感情激励 ....................................................................................................................... 16 第三章 GY公司基本情况及研发人员激励机制分析 ...................... 18 第一节 GY公司基本情况 ............................................................................... 18 一、GY公司背景介绍 ........................................................................................................ 18 二、GY公司研发人员组成情况分析 ................................................................................. 19 第二节 GY公司现有研发人员激励机制 ....................................................... 23 一、物质激励层面 ............................................................................................................... 23 二、非物质激励层面 ........................................................................................................... 26 第三节 GY公司研发人员激励现实情况调查结果和分析 ........................... 2