【作者】 张敏；

【导师】 沙梅；

【作者基本信息】 上海海事大学 ， 工商管理， 2007， 硕士

【摘要】 要实现党在十六届五中全会提出的建设“创新型国家”的重大战略任务,必须加强企业自主创新的能力,让企业成为创新主体。KMS公司是以防伪技术为企业核心竞争力的国有大型企业,科技人员是企业进行自主创新的生力军,因此,调动科技人员的积极性,制定科学合理的科技人员激励机制是影响KMS公司自主创新能力的决定因素。然而,企业中的科技人员不同于研究院的科技人员,其的激励机制也没有现成的一成不变的固定模式,在理论研究的基础上,不同的企业需要根据各自不同的文化背景和实际情况对症下药,建立适合企业发展的激励机制。本文即在分析研究KSM公司现有科技人员及其激励机制的基础上,针对其存在的主要问题,以相关的激励理论为支撑,借鉴发达国家激励机制的先进经验,通过建立科技人员的绩效评估体系、运用多元化激励方式,创建KSM公司的科技人员激励机制。本文首先界定了科技人员和激励机制这两个所涉及的主要概念,回顾了激励理论各自所研究的主要侧重点及其对实践指导意义,明确了激励科技人员的主要原则。然后针对KSM公司,研究分析了该公司科技人员的结构与分布、人员特点及工作特征,通过问卷调查统计,分析了该公司科技人员的需求状况及其主导作用的需求因素,并在此基础上分析总结了该公司科技人员激励机制中存在的主要问题。构建KSM公司科技人员激励机制是本文的重点内容。激励机制包括行为诱导因素和行为规范因素,由此,本文从建立科技绩效评估体系入手,规范科技人员的行为和目标,然后运用多元化激励方式,激励诱导以调动科技人员的积极性和主动性。科技绩效评估体系和多元化激励方式是激励机制中“一推一拉”的两大动力引擎,使整个机制呈现生机与活力。在建立科技绩效评估体系中,根据科技活动的特点,本文从科技人员和科技团队两个层面进行了规范,同时加大了科技团队绩效的权重,尝试性地借鉴了“海氏评价法”的设计思路,根据制约科技团队绩效的因素,创造了衡量不同科技团队绩效的评价方法,以求解决科技项目之间差异较大,科技团队缺乏横向可比性的问题。在多元化激励方式中,本文提出了科技基本薪酬的概念和科技人员基本薪酬的结构的改进方法,通过规范科技团队的组建程序,营造良好的科技工作氛围,以及自助式多元化激励方案,解决科技人员需求的差异性,使科技人员满足个人需求的同时实现企业的组织目标。更多还原

【Abstract】 In order to implement the important stratagem of establish an innovation state which was brought forward in the fifth session of 16^th conference of the Chinese Communist Party, the innovation ability of enterprise must be improved so that enterprise would become the main power of innovation. As KSM is a state-owned enterprise and anti-counterfeit technology is its key competitive power, the science and technology personnel is the main force in enterprise innovation, establishing a scientific and reasonable motivation system to inspire their enthusiasm is a crucial factor in enterprise innovation. But the science and technology personnel in enterprise are different from that in academe, and the motivation system also has no invariable model to be followed. According to different culture and actuality, every enterprise should find their way out differently. With the support of the personnel motivation theories and the reference of advanced experiences of developed countries, this paper analyze the statement of the science and technology personnel and its motivation system of KSM. Aiming at the main problems in KSM, this paper rebuilds the science and technology personnel motivation system based on setting up the performance evaluation system and using the multiply inspirer methods.Firstly, this paper defines two important concepts, the science and technology personnel and the motivation system, reviews the emphases of the correlative personnel motivation theories, confirms the main principles to stimulate the science and technology personnel. Secondly, this paper analyzes the structure and distribution of the science and technology personnel in KSM, summarizes the personnel characteristics and their work traits. According to the result of a questionnaire, the paper analyzes the demand statement of the people, and the key factors of the motivation system, points out the main problems in the old system of KSM.To establish the science and technology motivation system of KSM is this paper’s key part. A motivation system includes the action inducement factors and the action criterion factors. So starting with setting up the performance evaluation system, this paper confines the actions and targets of the science and technology personnel, and employs the multiply inspirer methods to induce their enthusiasm. The performance evaluation system and the multiply inspirer methods are two powerful engines pushing and pulling in the system, making the whole system with vital force.In the steps of setting up the performance evaluation system, with the traits of scientific activities, the paper induces the actions from two aspects, the individual and the team he bellowed, and at the same time increases the proportion of the team. According to the idea of The Hey Evaluate Method and the common limit factors influencing a scientific team’s performance, this paper creates an evaluation method in which the diversity of scientific working teams is ignored, in order to make it possible to compare different working teams performances. In the multiply inspirer methods, the paper put forward a new concept, the scientific basic salary, so based on the concept to reform the salary frame of the science and technology personnel reasonably. By programming the steps of forming a scientific working team, creating nicer scientific working atmosphere, resolving the various demand through self-help multiply inspirer methods, the motivation system gives an opportunity to the science and technology personnel to meet their demands, therefore fulfills the target of the enterprise finally.更多还原