【摘要】：伴隨著我們國(guó)經(jīng)濟(jì)的快速增長(zhǎng),市場(chǎng)的日趨國(guó)際化,我們國(guó)家企業(yè)所面對(duì)的外部環(huán)境愈來(lái)愈繁雜,不可確定的要素日日見(jiàn)漲,競(jìng)爭(zhēng)也日趨激烈。在這種大背景下,IVD(體外診斷試劑)行業(yè)各企業(yè)為獲取持續(xù)的競(jìng)爭(zhēng)優(yōu)勢(shì),培育出核心競(jìng)爭(zhēng)力,紛紛大力發(fā)展的研發(fā)能力,并導(dǎo)入企業(yè)戰(zhàn)略管理體系。研發(fā)團(tuán)隊(duì)的激勵(lì)工作作為引導(dǎo)與控制企業(yè)戰(zhàn)略實(shí)施的一項(xiàng)重要管理工具和人力資源管理的核心的內(nèi)容之一,其重要性已成為眾多IVD企業(yè)的共識(shí),并對(duì)其投入了大量人力和財(cái)力。由于大多數(shù)IVD企業(yè)對(duì)研發(fā)團(tuán)隊(duì)的激勵(lì)都存在觀念上的誤區(qū),而且IVD企業(yè)研發(fā)團(tuán)隊(duì)激勵(lì)的實(shí)施也缺乏計(jì)劃性、科學(xué)性和系統(tǒng)性,因此,目前IVD企業(yè)的研發(fā)團(tuán)隊(duì)激勵(lì)工作成為了人力資源管理工作中最易出現(xiàn)失誤的管理難點(diǎn)之一。本文以IVD行業(yè)的M生物芯片公司(高新技術(shù)企業(yè))的研發(fā)團(tuán)體作為分析樣本。以激勵(lì)理論為基礎(chǔ),從理論證實(shí)與案例解析兩方面入手,并制作問(wèn)卷,收集M生物芯片公司研發(fā)團(tuán)隊(duì)的績(jī)效現(xiàn)狀,并匯總問(wèn)題,在此基礎(chǔ)上做統(tǒng)計(jì)解析,結(jié)合此新興的IVD行業(yè)研發(fā)人員的個(gè)性特點(diǎn)、需求特征和工作特性,運(yùn)用綜合激勵(lì)模型從薪酬激勵(lì)、知識(shí)共享、企業(yè)文化、職業(yè)發(fā)展這四個(gè)方面完善M生物芯片公司研發(fā)團(tuán)隊(duì)激勵(lì)機(jī)制,同時(shí),該模型描述了激勵(lì)的力量在個(gè)人與團(tuán)隊(duì)間的傳導(dǎo)路徑,并從M生物芯片公司研發(fā)團(tuán)隊(duì)人員對(duì)激勵(lì)手段的滿意度及組織激勵(lì)成本最優(yōu)兩個(gè)角度對(duì)M生物芯片公司研發(fā)團(tuán)隊(duì)的激勵(lì)效果進(jìn)行了評(píng)價(jià)。人力資源團(tuán)隊(duì)推動(dòng)和確保公司戰(zhàn)略的實(shí)施,從而使企業(yè)的戰(zhàn)略目標(biāo)得以實(shí)現(xiàn)。本文結(jié)論是:探討和研究改進(jìn)IVD行業(yè)M生物芯片公司研發(fā)團(tuán)隊(duì)的激勵(lì)機(jī)制,從薪酬激勵(lì)機(jī)制完善、知識(shí)共享激勵(lì)機(jī)制健全、企業(yè)文化的輔助、職業(yè)發(fā)展規(guī)劃等四個(gè)方面充分激發(fā)研發(fā)團(tuán)隊(duì)的內(nèi)在動(dòng)機(jī)和知識(shí)潛能,不僅有重要的理論價(jià)值,也有較強(qiáng)的現(xiàn)實(shí)意義,即:提升企業(yè)研發(fā)效能,增強(qiáng)企業(yè)核心競(jìng)爭(zhēng)力,純化企業(yè)文化。
[Abstract]:With the rapid growth of our country's economy and the internationalization of the market, the external environment of our country's enterprises is becoming more and more complicated, the uncertain elements are increasing day by day, and the competition is becoming increasingly fierce. Under this background, in order to obtain the sustainable competitive advantage and cultivate the core competence, the IVD (in vitro Diagnostic Reagent) industry has developed the R & D capability and introduced the enterprise strategic management system. As an important management tool and one of the core contents of human resource management, the incentive work of R & D team has become the consensus of many IVD enterprises, and has invested a lot of manpower and financial resources. Because most IVD enterprises have misconceptions on the motivation of R & D team, and the implementation of R & D team incentive in IVD enterprise is lack of planning, scientific and systematic, therefore, At present, IVD R & D team motivation has become one of the most difficult management problems in human resource management. This paper takes R & D group of M Biochip Company (high-tech enterprise) of IVD industry as an analysis sample. On the basis of incentive theory, starting with theoretical verification and case analysis, this paper makes a questionnaire to collect the current performance of R & D team in M biochip company, and summarizes the problems, and makes statistical analysis on this basis. Combined with the personality, demand and work characteristics of the R & D personnel in the emerging IVD industry, this paper applies the comprehensive incentive model to pay incentive, knowledge sharing, corporate culture, etc. These four aspects of career development perfect M biochip R & D team incentive mechanism. Meanwhile, the model describes the transmission path between individual and team of incentive forces. The incentive effect of R & D team of M biochip company is evaluated from two aspects: the satisfaction of R & D team and the optimal organizational incentive cost. HR team to promote and ensure the implementation of the company's strategy, so that the strategic objectives of the enterprise can be achieved. The conclusion of this paper is: to explore and improve the incentive mechanism of R & D team of M biochip company in IVD industry, from the aspects of salary incentive mechanism, knowledge sharing incentive mechanism and corporate culture. The four aspects of career development plan can fully stimulate the intrinsic motivation and knowledge potential of R & D team, which not only have important theoretical value, but also have strong practical significance, that is, to enhance the efficiency of enterprise R & D and enhance the core competitiveness of enterprise. Purify corporate culture.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.6

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