ZHQS研发人员薪酬体系优化研究

发布时间：2018-03-09 23:15

本文选题：航空航天企业　切入点：研发人员　出处：《西北大学》2014年硕士论文　论文类型：学位论文

【摘要】：航天航空企业的发展在很大程度上依赖于规模庞大、实力雄厚、类型广泛的研发人才队伍的支撑。随着经济环境的变化,尤其是市场经济体制的不断蔓延,航天航天工业受到了愈加严峻的挑战,迫切需要开展适应市场环境的改革建设。而研发人才队伍作为航天航空工业的支柱力量,更加需要对其加强人才规划、能力开发等人力资源的管理。ZHQS公司是国内机载飞行参数采集记录系统的诞生地和研制生产基地,本文以ZHQS研发人员为研究对象,对其研发人员的薪酬体系进行系统研究。文章首先阐述了ZHQS面临的外部环境,分析了其面临的宏观环境和行业环境,并对其进行了SWOT分析,认为ZHQS公司应当选择SO战略决策,即依靠内部核心优势驱动、利用外部机会的内部导型稳定增长战略,指导公司“十二五”发展。接下来,通过对研发人员满意度调查研究发现,当前ZHQS研发人员薪酬体系存在薪酬激励效果不明显、研发人员对薪酬满意度较低、薪酬结构的合理性和公平性较差、薪酬发放与调整的及时性较差等问题,主要原因在于薪酬与激励、个人能力以及企业战略的不匹配。最后,文章对ZHQS研发人员薪酬体系进行了优化设计,一是对ZHQS公司研发人员的薪酬结构进行了优化设计,新的薪酬结构由物质薪酬和非物质薪酬两大部分构成,其中物质薪酬由基本薪酬(技术职位薪酬+工龄薪酬)、绩效薪酬(年终奖励+项目奖励)和福利性现金收入三部分构成,非物质薪酬由晋升机会、培训和心理收入三部分构成；二是提出了双轨制薪酬通道,该双轨制通道把所有研发人员分为两种不同的岗位类型：管理岗和技术岗,前者的薪酬按照管理通道上升,后者的薪酬遵循技术通道路线；三是提出了项目绩效奖金制度、技术创新奖励制度、灵活的福利政策等薪酬体系改进方案。本文的研究不仅对ZHQS公司研发人员具有较强激励作用,而且还有利于ZHQS公司吸引人才、留住人才以及激励人才,此外,本文的研究还可以为相关航天航空企业研发人员薪酬体系的制定和设计提供一些参考。
[Abstract]:The development of aerospace enterprises depends to a large extent on the support of a large number of R & D talents with large scale, strong strength and a wide range of types. As the economic environment changes, especially with the continuous spread of the market economy system, The aerospace industry is facing more and more severe challenges, and it is urgent to carry out reform and construction to adapt to the market environment. As the backbone of the aerospace industry, the research and development personnel team needs to strengthen its talent planning. ZHQS is the birthplace and production base of airborne flight parameter acquisition and recording system in China. This paper takes ZHQS R & D personnel as the research object and systematically studies the compensation system of its R & D personnel. This paper first expounds the external environment that ZHQS faces, analyzes the macro environment and industry environment it faces, and analyzes it by SWOT, and points out that ZHQS Company should choose so strategic decision, that is, it depends on the internal core advantage to drive. Using the internal guided stable growth strategy of external opportunities to guide the development of the company in the 12th Five-Year Plan. Then, through the investigation of R & D personnel satisfaction, we find that the current ZHQS R & D personnel compensation system has not obvious salary incentive effect. R & D personnel are less satisfied with salary, the rationality and fairness of salary structure are poor, and the timeliness of salary payment and adjustment is poor. The main reasons lie in the mismatch of salary and incentive, individual ability and enterprise strategy. This paper has carried on the optimization design to the ZHQS research and development personnel compensation system. First, has carried on the optimization design to the ZHQS company research and development personnel salary structure, the new salary structure is composed of the material salary and the non-material compensation two parts. The material compensation consists of three parts: basic salary (technical position salary, seniority salary), performance salary (year-end incentive project award) and welfare cash income, while the immaterial salary consists of promotion opportunity, training and psychological income. The second is to put forward a dual-track salary channel, which divides all R & D personnel into two different types of posts: management post and technical post, the former's salary increases according to the management channel, the latter's salary follows the technical channel route; The third is to put forward the improvement scheme of project performance bonus system, technology innovation reward system, flexible welfare policy and so on. The research in this paper not only has a strong incentive to the R & D staff of ZHQS, but also helps ZHQS to attract, retain and motivate talents. The research in this paper can also provide some reference for the formulation and design of R & D personnel compensation system in aerospace enterprises.
【学位授予单位】：西北大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F562.6;F272.92

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