S医药公司研发人员薪酬激励制度的完善研究

发布时间：2018-08-29 07:31

【摘要】：医药行业是我国国民经济的重要组成部分之一，是传统产业和现代产业相结合的行业。现代医药行业市场竞争日益激烈，医药企业的管理者不能仅仅将管理重点放在如何完善现有产品种类、如何提高产品质量、不断扩大市场占有量，还应该重视能否研发出新的医药产品。新的医药产品是医药企业保持可持续发展的核心，在旧产品生命周期快要结束时，医药企业可以退出新产品，继续参与医药市场的竞争。因此，医药企业人力资源管理者面临的一项重要工作就是要不断增强企业吸引和保留优秀医药研发人员的能力，这可以通过建立和不断完善企业薪酬激励制度来实现。本文首先通过阐述研究背景和意义，在相关激励理论和知识型员工的内涵及特征的基础上，对S医药公司的展开研究分析。通过对S医药公司规模、结构和现有薪酬激励制度的介绍，加深了对该公司的整体认识和了解。接下来，进一步阐明目前S医药公司面临的对研发人员薪酬激励方面的不足和缺点，，并分析了产生激励不足问题的原因。然后，按照完善S医药公司薪酬激励的原则和基本流程，对该公司研发人员的激励性薪酬体系进行了优化设计，提出了完善的方案，并且对完善S医药公司薪酬激励制度提出了实施建议，保证在实施过程当中可以使薪酬激励制度有效，发挥激励作用。医药企业对研发人员管理的核心如何是对他们进行有效的激励。在人力资源管理的众多激励方法中，薪酬激励是最重要的内容之一。薪酬激励是可以激发研发人员工作积极性和创造性的主要激励方式之一，它可以不断挖掘和调动研发人员的工作创造性和主动性。由此可知，医药企业的人力资源管理者要不断设计和完善激励性薪酬制度，最大限度地发挥研发人员的积极性和创造性，使之发挥应有的作用，这对医药企业的可持续发展非常重要。
[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.
【学位授予单位】：中国地质大学（北京）
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.72

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