本文選題：軟件企業(yè) + 研發(fā)人員�。� 參考：《蘭州大學(xué)》2013年碩士論文

【摘要】：軟件研發(fā)行業(yè)作為典型的知識密集型行業(yè),大多數(shù)軟件企業(yè)中研發(fā)人員的比例都很高,這些軟件研發(fā)人員憑借其掌握的專業(yè)知識,成為軟件企業(yè)的寶貴資產(chǎn),也是軟件企業(yè)所倚重的對象。軟件研發(fā)人員的工作效率與工作成果對于軟件企業(yè)的發(fā)展至關(guān)重要,直接決定了軟件企業(yè)的技術(shù)能力、行業(yè)地位和發(fā)展速度,也形成了軟件企業(yè)的核心競爭力,研究軟件研發(fā)人員的激勵機(jī)制問題對于軟件企業(yè)而言至關(guān)重要。 B公司作為中國技術(shù)水平一流的軟件研發(fā)企業(yè),其研發(fā)人員的激勵機(jī)制問題同樣非常突出,近年來B公司的軟件研發(fā)人員對于公司激勵機(jī)制的整體滿意度不斷下降,研發(fā)人員離職率居高不下,激勵機(jī)制中存在的問題越發(fā)突出。本文以軟件研發(fā)人員的人力資源特征為依據(jù),運(yùn)用相關(guān)的激勵理論和企業(yè)調(diào)查研究的方法,重點(diǎn)研究了B公司軟件研發(fā)人員激勵機(jī)制中存在的問題。為深入分析B公司軟件研發(fā)人員激勵機(jī)制中存在的具體問題,本人針對B公司在職軟件研發(fā)進(jìn)行了問卷調(diào)查,從績效考核與薪酬制度、福利制度、晉升制度、培訓(xùn)制度等方面了解軟件研發(fā)人員對于激勵機(jī)制的滿意度情況,并對調(diào)研結(jié)果進(jìn)行了以職位為單因素的方差分析,得到了不同職位員工對于激勵機(jī)制的不同滿意度情況。另外,本人運(yùn)用問卷調(diào)查和電話訪談的方法,針對B公司離職的軟件研發(fā)人員進(jìn)行了關(guān)于離職原因的調(diào)研,通過對調(diào)研結(jié)果的分析,發(fā)現(xiàn)對考核機(jī)制、薪酬水平、工作環(huán)境、工作內(nèi)容、晉升機(jī)制、培訓(xùn)體系、公司前景、企業(yè)文化等因素的不滿導(dǎo)致軟件研發(fā)人員離職的最集中的原因。兩次調(diào)研的結(jié)果互相印證,全面的反映出了B公司軟件研發(fā)激勵機(jī)制中存在的問題,在此基礎(chǔ)上,本文提出了相應(yīng)的改進(jìn)方案,希望通過方案的實(shí)施能有效提升B公司軟件研發(fā)人員的激勵水平。
[Abstract]:As a typical knowledge-intensive industry, software R & D industry has a high proportion of R & D personnel in most software enterprises. These software R & D personnel have become valuable assets of software enterprises by virtue of their professional knowledge. It is also the object that software enterprises rely on. The work efficiency and work result of software R & D personnel is very important for the development of software enterprises, which directly determines the technical ability, industry status and development speed of software enterprises, and also forms the core competitiveness of software enterprises. It is very important for software enterprises to study the incentive mechanism of software R & D personnel. As a first-class software R & D enterprise in China, the incentive mechanism of R & D personnel in B Company is also very prominent. In recent years, the overall satisfaction of software R & D personnel in Company B has been declining, and the turnover rate of R & D personnel has remained high, and the problems in the incentive mechanism have become more and more prominent. Based on the human resource characteristics of software R & D personnel, this paper focuses on the problems existing in the incentive mechanism of software R & D personnel in Company B by using the relevant incentive theory and the methods of enterprise investigation and research. In order to deeply analyze the specific problems existing in the incentive mechanism of software R & D personnel in Company B, I conducted a questionnaire survey on the in-service software R & D of Company B, including performance appraisal and compensation system, welfare system, promotion system, etc. Training system and other aspects to understand the software R & D staff's satisfaction with the incentive mechanism, and the results of the research conducted with the position as a single factor of ANOVA, obtained different positions of employees for different levels of satisfaction with the incentive mechanism. In addition, by using the method of questionnaire and telephone interview, I conducted a survey on the reasons for leaving the job for the software developers who left company B. Through the analysis of the results of the survey, I found that the assessment mechanism, salary level, working environment, Work content, promotion mechanism, training system, company prospect, corporate culture and other factors of dissatisfaction led to the most concentrated reasons for software R & D staff turnover. The results of the two surveys confirm each other and reflect the problems existing in the incentive mechanism of software R & D in Company B. on this basis, this paper puts forward the corresponding improvement plan. Through the implementation of the program can effectively improve the B company software R & D staff incentive level.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F49

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本文編號：2072684