摘要
摘 要
近年来，随着我国经济发展方式转变的加快，企业之间的竞争日益激烈，依
靠过去传统的人力资源管理模式已经无法实现企业长远发展。企业对创新技术的
投入日趋加大，科研型企业在激烈的市场竞争中更容易脱颖而出，这使得企业对
创新技术的需求不断加深。通过技术创新创造新的竞争优势，已成为提高企业市
场竞争力的重要途径。创新需求伴随而来的是企业对科研人才前所未有的渴求，
在企业实施人才战略逐渐成为科研型企业追逐经济效益时必须考虑的关键因素，
有效的激励机制可以开辟了人才强企业也强的新局面，提升员工的创新性，为企
业带来更多价值。所以，科研型企业若要提高自身竞争力，就要把如何优化科研
人员激励培养机制摆在优先发展的位置。
本文以 LZ科技公司为研究对象，从人力资源管理的角度出发，通过分析
LZ科技公司科研人员所处的环境以及激励机制中出现的各种问题，采用问卷调
查和深度访谈法，对 LZ科技公司科研人员目前的实际薪酬分配情况进行调查，
结合查阅大量相关文献资料并分析研究，论述了我国高科技企业科技人才激励机
制的主要内容，阐述了 LZ科技公司激励机制实施的主要原则和保障措施，并通
过研究，分析了 LZ科技公司科研人员激励机制的现状、激励机制存在的问题，
并进行激励机制的设计。
通过研究得出结论：分别从科研人员的薪酬体系与福利激励机制、股权激励
机制、精神激励机制、保障措施四个方面入手，改进目前的薪酬体系、奖金体
系、福利体系，提出了合理的股权激励方法，制定了参与管理、提升科研人员荣
誉感和情感激励的办法、个人职业发展规划为具体措施的激励机制，真正做到满
足了科研人员的切身需求，确保科研人员激励机制能够长效运行。在构建科研人
员激励机制过程中，要遵循人本原则、公正原则、科学性原则、系统性原则，完
善制度环境等是科研人员激励机制有效实施、必不可缺的保障措施。
关键词：科技公司；科研人员；激励机制；
论文类型：研究类
选题来源：其他
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ABSTRACT
ABSTRACT
In recent years, with the acceleration of the transformation of China's economic
development model, the competition among enterprises is becoming increasingly
fierce. The extensive development model which used to mainly rely on the input of
resource elements and scale expansion has become unsustainable. Enterprises'
investment in innovative technology is increasing day by day. Scientific research
enterprises are more likely to stand out in the fierce market competition, which makes
enterprises' demand for innovative technology continue to deepen. Through scientific
and technological innovation, creating new competitive advantages has become an
important way to improve the competitiveness of enterprises in the market. The
demand for innovative technology is accompanied by an unprecedented desire for
R&D personnel in enterprises. The implementation of talent strategy in enterprises has
gradually become a key factor that scientific research enterprises must consider when
pursuing economic benefits. An effective incentive mode can open up a new situation
of strengthening enterprises with talents, stimulate individual work enthusiasm and
enthusiasm, and better create value for enterprises. Therefore, if scientific research
enterprises want to improve their competitiveness, they should give priority to how to
optimize the incentive training mechanism of R&D personnel.
Taking LZ technology company as the research object, from the perspective of
human resource management, by analyzing the environment and various problems in
the incentive mechanism of LZ technology company's scientific researchers, this paper
investigates the current actual salary distribution of LZ technology company's
scientific researchers by using the methods of questionnaire survey and in-depth
interview, combined with consulting a large number of relevant literature and materials,
This paper discusses the main contents of the incentive mechanism for scientific and
technological talents in high-tech enterprises in China, expounds the main principles
and guarantee measures for the implementation of the incentive mechanism in LZ
science and technology company, analyzes the current situation and existing problems
of the incentive mechanism for scientific researchers in LZ science and technology
company, and designs the incentive mechanism.
Through the research, the conclusion is drawn: starting from the salary system
and welfare incentive mechanism, equity incentive mechanism, spiritual incentive
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ABSTRACT
mechanism and safeguard measures of scientific researchers, the current salary system,
bonus system and welfare system are improved, reasonable equity incentive methods
are put forward, and the methods of participating in management and improving the
sense of honor and emotional incentive of scientific researchers are formulated
Personal career development planning is an incentive mechanism for specific measures
to truly meet the immediate needs of scientific researchers and ensure that the
incentive mechanism for scientific researchers can operate for a long time. In the
process of constructing the incentive mechanism for scientific researchers, we should
follow the principles of humanism, fairness, scientificity and systematicness, and
improve the institutional environment, which are indispensable guarantee measures for
the effective implementation of the incentive mechanism for scientific researchers.
KEY WORDS: Technology company；R&D personnel；Incentive mechanism;
Dissertation type: Research
Subject: source:Other
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