發(fā)布時(shí)間：2018-08-29 07:31

【摘要】：醫(yī)藥行業(yè)是我國(guó)國(guó)民經(jīng)濟(jì)的重要組成部分之一，是傳統(tǒng)產(chǎn)業(yè)和現(xiàn)代產(chǎn)業(yè)相結(jié)合的行業(yè)�，F(xiàn)代醫(yī)藥行業(yè)市場(chǎng)競(jìng)爭(zhēng)日益激烈，醫(yī)藥企業(yè)的管理者不能僅僅將管理重點(diǎn)放在如何完善現(xiàn)有產(chǎn)品種類(lèi)、如何提高產(chǎn)品質(zhì)量、不斷擴(kuò)大市場(chǎng)占有量，還應(yīng)該重視能否研發(fā)出新的醫(yī)藥產(chǎn)品。新的醫(yī)藥產(chǎn)品是醫(yī)藥企業(yè)保持可持續(xù)發(fā)展的核心，在舊產(chǎn)品生命周期快要結(jié)束時(shí)，醫(yī)藥企業(yè)可以退出新產(chǎn)品，繼續(xù)參與醫(yī)藥市場(chǎng)的競(jìng)爭(zhēng)。因此，醫(yī)藥企業(yè)人力資源管理者面臨的一項(xiàng)重要工作就是要不斷增強(qiáng)企業(yè)吸引和保留優(yōu)秀醫(yī)藥研發(fā)人員的能力，這可以通過(guò)建立和不斷完善企業(yè)薪酬激勵(lì)制度來(lái)實(shí)現(xiàn)。 本文首先通過(guò)闡述研究背景和意義，在相關(guān)激勵(lì)理論和知識(shí)型員工的內(nèi)涵及特征的基礎(chǔ)上，對(duì)S醫(yī)藥公司的展開(kāi)研究分析。通過(guò)對(duì)S醫(yī)藥公司規(guī)模、結(jié)構(gòu)和現(xiàn)有薪酬激勵(lì)制度的介紹，加深了對(duì)該公司的整體認(rèn)識(shí)和了解。接下來(lái)，進(jìn)一步闡明目前S醫(yī)藥公司面臨的對(duì)研發(fā)人員薪酬激勵(lì)方面的不足和缺點(diǎn)，，并分析了產(chǎn)生激勵(lì)不足問(wèn)題的原因。然后，按照完善S醫(yī)藥公司薪酬激勵(lì)的原則和基本流程，對(duì)該公司研發(fā)人員的激勵(lì)性薪酬體系進(jìn)行了優(yōu)化設(shè)計(jì)，提出了完善的方案，并且對(duì)完善S醫(yī)藥公司薪酬激勵(lì)制度提出了實(shí)施建議，保證在實(shí)施過(guò)程當(dāng)中可以使薪酬激勵(lì)制度有效，發(fā)揮激勵(lì)作用。 醫(yī)藥企業(yè)對(duì)研發(fā)人員管理的核心如何是對(duì)他們進(jìn)行有效的激勵(lì)。在人力資源管理的眾多激勵(lì)方法中，薪酬激勵(lì)是最重要的內(nèi)容之一。薪酬激勵(lì)是可以激發(fā)研發(fā)人員工作積極性和創(chuàng)造性的主要激勵(lì)方式之一，它可以不斷挖掘和調(diào)動(dòng)研發(fā)人員的工作創(chuàng)造性和主動(dòng)性。由此可知，醫(yī)藥企業(yè)的人力資源管理者要不斷設(shè)計(jì)和完善激勵(lì)性薪酬制度，最大限度地發(fā)揮研發(fā)人員的積極性和創(chuàng)造性，使之發(fā)揮應(yīng)有的作用，這對(duì)醫(yī)藥企業(yè)的可持續(xù)發(fā)展非常重要。
[Abstract]:Pharmaceutical industry is one of the important parts of our national economy, and it is a combination of traditional industry and modern industry. The competition in the modern pharmaceutical industry is becoming increasingly fierce. The managers of pharmaceutical enterprises cannot only focus on how to perfect the existing product categories, how to improve the product quality, and how to continuously expand the market share. Attention should also be paid to whether new medical products can be developed. New pharmaceutical products are the core of the sustainable development of pharmaceutical enterprises. At the end of the life cycle of the old products, pharmaceutical enterprises can withdraw from the new products and continue to participate in the competition of the pharmaceutical market. Therefore, an important task facing human resource managers in pharmaceutical enterprises is to continuously enhance the ability of enterprises to attract and retain excellent medical R & D personnel, which can be achieved through the establishment and continuous improvement of the incentive system of enterprise compensation. Based on the related motivation theory and the connotation and characteristics of knowledge workers, this paper first analyzes the S Pharmaceutical Company by elaborating the background and significance of the research. Through the introduction of the scale, structure and current salary incentive system of S Pharmaceutical Company, the overall understanding and understanding of S Pharmaceutical Company is deepened. Then, the paper further clarifies the deficiency and shortcoming of R & D staff compensation incentive faced by S Pharmaceutical Company, and analyzes the reasons for the problem of insufficient incentive. Then, according to the principle and basic process of perfecting S pharmaceutical company's salary incentive, the incentive compensation system of R & D personnel of the company is optimized and designed, and a perfect scheme is put forward. It also puts forward some suggestions to improve the salary incentive system of S Pharmaceutical Company, which can make the salary incentive system effective and play an incentive role in the process of implementation. The core of R & D management in pharmaceutical enterprises is to motivate them effectively. Compensation incentive is one of the most important incentive methods in human resource management. Salary incentive is one of the main incentives which can stimulate the work enthusiasm and creativity of R & D personnel. It can continuously tap and mobilize the work creativity and initiative of R & D personnel. From this we can see that human resource managers of pharmaceutical enterprises should constantly design and perfect incentive compensation system, maximize the enthusiasm and creativity of R & D personnel, and make it play its due role. This is very important for the sustainable development of pharmaceutical enterprises.
【學(xué)位授予單位】：中國(guó)地質(zhì)大學(xué)（北京）
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F426.72

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