【作者】 张硕；

【导师】 陈胜军；

【作者基本信息】 对外经济贸易大学 ， 企业管理， 2021， 硕士

【摘要】 自2021年国务院发布《节能与新能源汽车产业发展规划》以来,我国汽车产业在电驱动战略指引下迎来了新一轮的快速发展。伴随着全球新一轮的科技革命,汽车与能源、交通、信息通信等领域更加快速的融合,形成电动化、智能化的发展潮流和趋势。面对新机遇和新格局,车企面临的首要问题是企业核心技术的创新突破和全面转型升级。研发人才作为技术创新的主体,承载着科技创新的使命和责任,是决定企业未来的重要战略资源。研发人才属于典型的知识型员工,与普通员工有着显著差异。针对研发人才这一特定人群,如何制定并优化现有薪酬策略和体系,最大化的实现人才的保留和激励,是企业管理者、人力资源从业人员以及专家学者所共同关注的问题。BP公司作为汽车电动化和智能化领域知名的零部件研发机构,面临着严峻的内部激励不足、人才流失和外部人才引进竞争力不足等问题。本文通过访谈和员工满意度调查,结合国内、外相关理论探索,运用科学的方法和流程研究搭建适用于BP公司研发人员的薪酬激励体系,最大化的发挥研发人员的工作积极性和创造性支持企业战略和发展目标的实现。本研究通过以下几个方面展开:首先,了解薪酬激励在国、内外的研究现状,明确研究思路和具体的研究方法;其次,研究薪酬激励有关的概念和理论;再次,对BP公司研发人员的薪酬和激励现状进行调研,分析目前存在的主要问题及其成因;从此,在优化薪酬激励原则的基础上,进一步形成科学、系统的改进策略及方案并阐述策略实施所需的保障,确保薪酬激励可以落地实施,并可以长效、切实的发挥出人才激励和保留的作用;最后,总结了当前研究工作的不足之处并对未来的工作进行了展望。更多还原

【Abstract】 Since the State Council of China issued the "Energy-saving and New Energy Automobile Industry Development Plan" in 2021,China automobile industry has ushered in a new round of rapid development under the guidance of the electric drive strategy.With the new technological revolution in the world,automobiles energy,transportation,information communications,and other fields related are integrated more rapidly,it has forming a new development trend of electrification and intelligence.Facing towards the new opportunities and new patterns,the most important issue for automobile enterprises is how to get the breakthrough of core technology innovation,and successfully complete the comprehensive transformation and upgrading.As the main subject,R&D talents carry the mission and responsibility of technological innovation,they are the most important strategic resources that can change future.R&D talents are typical knowledge-based employee,there are significantly differences between them and the traditional employees.For this particular group of employees,how to design and optimize the existing compensation strategies to better motivate and retain the R&D talents,have becoming a common concern to the owner of enterprise,HR colleagues and the experts&scholars,it has become one of the biggest problems need be solved urgently.As a well-known R&D organization in car parts industry on automobile electrification and intelligence,BP company is facing a series problem on R&D talent turnover,insufficient incentive,and uncompetitive to attract talent from external.In this paper,through interviews and compensation satisfaction survey,combined with doing research on related theoretic from domestic and overseas by using scientific and systematic methods,an optimized compensation incentive system and strategy applied to R&D personnel has been set up.It’s aiming to maximize the enthusiasm and creativity of R&D personnel then better support company strategy and development goals.This article wrote from the following aspects:First,understand the current research of compensation incentive from domestic and overseas,clarify the route map and the specific approach.Secondly,study the concepts and theories,then design and organize a compensation incentive satisfaction quick survey on the R&D personnel of the BP company,that is aiming to diagnose and analyze the major problems of existing compensation incentive system and find out the core reasons behind.Next,form a scientific and systematic optimization strategy to ensure the new compensation incentive system can be efficient in a long-term.In the end,summarize the shortcomings of current research and express outlook for future.更多还原