【摘要】：目前，中國已涌現(xiàn)出相當(dāng)一批科技含量高的生物科技企業(yè)，這些科技企業(yè)中知識型人才因素發(fā)揮的如何，直接影響著企業(yè)的生存與發(fā)展。如何在借鑒世界激勵理論智慧成果的基礎(chǔ)上，找出符合S生物科技公司實際情況的知識型員工激勵機制是本文的核心內(nèi)容。 本文對S生物科技公司知識型員工進(jìn)行了調(diào)查研究。通過訪談、調(diào)查等方式，摸清了S生物科技公司知識型員工人員將人員結(jié)構(gòu)基本情況，為有針對性的調(diào)研奠定了基礎(chǔ)。文章選取來自不同知識型崗位的50名代表，對他們進(jìn)行了問卷調(diào)查，，得出了S生物科技公司影響知識型員工激勵的六大因素，即薪酬、個人發(fā)展、企業(yè)文化與凝聚力、工作與崗位本身、公司外部環(huán)境、工作環(huán)境等因素，并分別進(jìn)行了解剖分析指出其存在問題。 針對上述突出問題，文章制定了綜合多手段激勵原則、個性化激勵原則、股權(quán)激勵分配原則、物質(zhì)激勵精神激勵并重的四大激勵原則。在此原則指導(dǎo)下，結(jié)合公司實際，提出了構(gòu)架具有市場競爭力的薪酬結(jié)構(gòu)體系、搭建知識型員工成長與發(fā)展快速通道、實施人盡其才的專業(yè)與愛好和工作崗位的有機結(jié)合、建設(shè)良好的工作環(huán)境、創(chuàng)造有責(zé)任心有愛心的公司外部形象和形成有凝聚力向心力的企業(yè)文化等六大措施，特別是針對員工滿意度最低的薪酬因素方面，文章提出了適合S公司的基本崗位工資、績效工資、社會福利、員工持股組成相結(jié)合的有競爭力的薪酬制度。本文在結(jié)合S生物科技公司實際的情況下，提出了創(chuàng)新性的觀點和建議，設(shè)計了合理有效的高新技術(shù)企業(yè)知識型員工激勵體系，對其他行業(yè)企業(yè)激勵機制的建立，也有一定的借鑒作用。
[Abstract]:At present, quite a number of biotechnology enterprises with high scientific and technological content have emerged in China. How to exert the factors of knowledge talents in these enterprises directly affects the survival and development of enterprises. On the basis of drawing lessons from the intellectual achievements of the world incentive theory, it is the core content of this paper to find out the incentive mechanism of knowledge workers in accordance with the actual situation of S Biotechnology Company. This paper investigates the knowledge workers of S Biotech Company. By means of interview and investigation, the basic situation of knowledge workers in S biotech company is found out, which lays a foundation for targeted investigation. In this paper, 50 representatives from different knowledge positions are selected, and a questionnaire survey is conducted among them, and six factors that affect the motivation of knowledge workers in S Biotech Company, namely salary, personal development, corporate culture and cohesion, are obtained. Work and position itself, company external environment, work environment and other factors, and anatomic analysis were carried out to point out the existing problems. In view of the above outstanding problems, the paper formulates four incentive principles, I. e., the principle of comprehensive and multi-means incentive, the principle of individualized incentive, the principle of equity incentive and distribution, and the principle of equal emphasis of material incentive and spiritual incentive. Under the guidance of this principle, combined with the actual situation of the company, the paper puts forward the structure of salary structure system with market competitiveness, sets up the rapid growth and development channel of knowledge workers, and implements the organic combination of professional, hobby and work position. To build a good working environment, to create a responsible and caring company's external image and to form a cohesive and centripetal corporate culture, etc., especially for the lowest salary factors of employee satisfaction, This paper puts forward a competitive compensation system which is suitable for S company's basic position salary, performance wage, social welfare and employee stock ownership. Based on the actual situation of S Biotechnology Company, this paper puts forward innovative viewpoints and suggestions, designs a reasonable and effective incentive system for knowledge workers in high-tech enterprises, and establishes the incentive mechanism for other industries. Also has certain reference function.
【學(xué)位授予單位】：天津大學(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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