本文關(guān)鍵詞：基于激勵視角的TD公司研發(fā)人員流失問題研究　出處：《安徽大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 研發(fā)人員 人才流失 激勵

【摘要】：隨著社會的不斷發(fā)展和我國市場經(jīng)濟(jì)體制的不斷完善,醫(yī)藥行業(yè)已經(jīng)成為國民經(jīng)濟(jì)中不可或缺的一部分。醫(yī)藥行業(yè)的發(fā)展不僅僅是我國市場經(jīng)濟(jì)發(fā)展的結(jié)果,也是人民生活水平和質(zhì)量不斷攀升的重要表現(xiàn)。隨著我國經(jīng)濟(jì)的不斷發(fā)展,國民的生活質(zhì)量也有了大幅度的提高,國民也越來越關(guān)注生活的質(zhì)量和細(xì)節(jié),醫(yī)藥行業(yè)的發(fā)展對于國民生活質(zhì)量的提高、健康狀況的改善以及國家整體發(fā)展?fàn)顟B(tài)都有著積極的推動作用。 隨著我國本土醫(yī)藥企業(yè)的不斷崛起,我國醫(yī)藥行業(yè)的競爭也日趨白熱化。無論本土企業(yè)還是跨國企業(yè)都希望在急劇膨脹的市場份額中占得先機(jī)。在激烈的市場份額爭奪的背后,實質(zhì)上是各個醫(yī)藥企業(yè)中從業(yè)人員素質(zhì)和能力的競爭。企業(yè)人員素質(zhì)和能力的高低直接決定著企業(yè)是否可以占得一定的市場份額。 藥品研發(fā)人員對于醫(yī)藥企業(yè)至關(guān)重要,醫(yī)藥企業(yè)的核心競爭力是藥品的研發(fā)水平和科技含量,一個優(yōu)秀的藥品研發(fā)團(tuán)隊對于企業(yè)的持續(xù)發(fā)展具有決定性的作用。隨著我國醫(yī)藥市場的不斷繁榮,優(yōu)秀的藥品研發(fā)人員也變得稀缺,如何挽留優(yōu)秀的研發(fā)人員和減少優(yōu)秀研發(fā)人員的流失就成為藥品行業(yè)人力資源管理的重要問題。 優(yōu)秀研發(fā)人員的流失不僅僅關(guān)系到企業(yè)的產(chǎn)品開發(fā)能力,還從整體上對企業(yè)產(chǎn)生不利的影響,影響企業(yè)的穩(wěn)定性和員工之間的歸屬感以及信任感的建立。挽留優(yōu)秀研發(fā)人員的目的在于提高企業(yè)的產(chǎn)品研發(fā)能力和持續(xù)發(fā)展能力。TD公司作為我國靶向制藥的領(lǐng)跑者,隨著TD公司的不斷發(fā)展,公司研發(fā)人員的流失問題日漸凸顯,優(yōu)秀研發(fā)人員的流失在一定程度上已經(jīng)開始影響到TD公司研發(fā)部門的持續(xù)發(fā)展。如何減少優(yōu)秀人才的流失率,增強(qiáng)優(yōu)秀研發(fā)人員的忠誠度已經(jīng)成為TD公司急需解決的問題。本文針對TD公司的實際狀況,對TD公司研發(fā)人員的管理體系等現(xiàn)狀進(jìn)行分析,通過對于問題的分析,提出相對應(yīng)的對策,對于TD公司的長遠(yuǎn)發(fā)展有著極為重要的實際意義。 本文在介紹人才流失相關(guān)理論的基礎(chǔ)上,對于TD公司的研發(fā)人員的現(xiàn)狀進(jìn)行調(diào)查和分析,根據(jù)分析的內(nèi)容和結(jié)果,找出其存在的問題,并進(jìn)一步提出解決問題的方法和思路。本文共分為五個部分：第一部分為緒論,介紹了本文的研究背景、研究目的及意義、研究思路、研究方法和可能的創(chuàng)新點。第二部分為理論概述,綜合系統(tǒng)地回顧了人才流失相關(guān)理論及研究現(xiàn)狀。第三部分為TD公司簡介,對TD公司及其研發(fā)團(tuán)隊做一個簡要的介紹,并以TD公司研發(fā)人員流失為案例,分析了公司研發(fā)人員流失問題的現(xiàn)狀,并就人才的流失可能給企業(yè)、社會和個人造成的消極影響進(jìn)行了詳細(xì)分析,同時分析了研發(fā)人員流失問題背后的原因。第四部分根據(jù)TD公司研發(fā)人員流失的原因提出具體解決對策。第五部分為研究結(jié)論及展望,對本文的研究結(jié)果進(jìn)行總結(jié),并對該研究方向進(jìn)行了展望。
[Abstract]:With the continuous development of society and the market economy system in China continues to improve, the pharmaceutical industry has become an integral part of the national economy. The development of the pharmaceutical industry is not only the development of market economy in China, is also an important manifestation of the level and quality of people's life rising. With the development of China's economy, people's life the quality has been greatly improved, people pay more and more attention to the quality of life and the details of the development of the pharmaceutical industry to improve the quality of people's life, improve the health status of the overall development of the state and the country has a positive role in promoting.
With the rise of local pharmaceutical enterprises in China, China's pharmaceutical industry competition intensified. Regardless of local enterprises or multinational companies want to seize the opportunities in the rapidly expanding market share. Behind the fierce competition for market share, is the essence of the quality of employees and the ability of various pharmaceutical enterprises in the competition enterprise staff's quality and ability directly determines whether the enterprise can occupy a certain market share.
Drug R & D personnel is crucial for pharmaceutical companies, pharmaceutical enterprise core competitiveness is the level of research and development of scientific and technological content of drugs, a good drug R & D team plays a decisive role for the sustainable development of enterprises. With China's pharmaceutical market has been booming, drug developers good becomes scarce, how to retain outstanding R & D personnel and reduce the loss of excellent research and development has become an important issue of human resource management in the pharmaceutical industry.
Excellent research and development personnel is not only related to the enterprise product development ability, but also on the whole enterprise to produce adverse effects, establish the influence between the stability of the enterprise and staff's sense of belonging and a sense of trust. Retain outstanding R & D personnel to improve the enterprise product development capability and sustainable development capability of.TD company as our target to the pharmaceutical technology, with the development of TD company, the loss of the company R & D personnel increasingly prominent, excellent research and development personnel has begun to affect the sustainable development of the R & D Department of TD company to a certain extent. How to reduce the loss of talent, enhance excellentrampd staff loyalty has become the urgent problem of the company TD in accordance with the practical situation of TD company. In this paper, the status of TD R & D personnel management system to analyze, through for the It is of great practical significance for the long-term development of TD company to put forward the corresponding countermeasures.
Based on the introduction of talent related theory, through the investigation and analysis of the present situation of TD company's R & D personnel, according to the contents and results of the analysis, find out the existing problems, and puts forward the methods and ideas to solve the problem. This paper is divided into five parts: the first part is the introduction, introduces the research background in this paper, the purpose and significance of research, research ideas, research methods and possible innovations. The second part is the theory summary, comprehensive systematically reviewed the current situation of brain drain theory and research. The third part is the brief introduction of TD company, make a brief introduction of TD company and its R & D team, and R & D personnel in TD company the loss of the case, analysis of the current situation and problems of the loss of the company's R & D personnel, and the loss of talent to enterprise, the negative effect caused by the society and the individual is analyzed in detail, and analyzes the research The fourth part is based on the reasons for the loss of R & D staff in TD company. The fifth part is the conclusion and prospect. The research results are summarized and the research direction is prospected.

【學(xué)位授予單位】：安徽大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.72

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