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。

【关键词】航空航天企业;研发人员;薪酬体系

【研究类型】应用研究

Aerospace business is largely dependent on the development of large-scale,

the strength of a broad range of R&D personnel support. With the changing

economic environment, especially the continuous spread of market economy,

aerospace industry has been even more severe challenges, the urgent need to

adapt to the market environment to carry out the reform and construction. The

R&D personnel as a pillar of strength aerospace industry, a greater need to

strengthen their talent planning, capacity development and other human resource

management. ZHQS is airborne flight data acquisition and recording system, the

birthplace of research and production base, the paper ZHQS researchers for the

study, its R&D staff remuneration system studied systematically.

The paper described the external environment facing ZHQS, an analysis of

its macroeconomic environment and facing the industry environment, and its a

SWOT analysis, that the company should choose SO strategic decisions that

drive on internal core strengths, take advantage of external opportunities internal

stable growth strategy guide, guiding the company second five development.

Then, through the R&D staff satisfaction survey found that the current

compensation system exists R&D personnel incentive compensation effect is not

obvious, R&D personnel on pay satisfaction is low, the salary structure is

reasonable and fair and poor, payroll and adjustment timeliness issues such as

poor, largely because of pay and incentives, personal ability and corporate

strategy mismatch. Finally, the article R&D personnel salary system optimized

design, one of the R&D personnel salary structure optimized design, the new

salary structure by the material and non-material compensation salary of two

major components, including material from the basic salary remuneration (salary

+ technical positions seniority pay), pay for performance (year-end bonus +

project award), and welfare cash income of three parts, non-material

compensation from the promotion opportunities, training and psychological

income of three parts; two is to propose a two-tier pay channel the two-track

ZHQS

Specialty: Business Administration

Name:Yuan Shu Feng

Tutor:Hui Ning