纵观全国的中小型高科技企业，人才缺乏是普遍存在的问题，一方面优秀人才非 常少，特别是具有研发能力和创新性的人才；另一方面，企业选择“挖墙脚”，排斥 员工培养，形成恶性循环。显然，核心人才的工作效率影响着企业在日益激烈的市场 竞争环境中的发展快慢，设计详细而具体的激励优化，这不仅对中小型高科技企业的 核心员工激励优化设计研究具有丰富管理理论体系的理论价值，还具有帮助 KLA 公司 和其他相似企业解决核心员工激励问题的现实意义。 虽然中小型高科技企业在员工激励方面做了一定的尝试，但尚未真正做到针对核 心员工制定一整套科学的激励体系。本文研究的 KLA 公司这样一家中小型的高科技 公司，主要是以火灾科学研究为依托，对科学实验室进行成果转化，以满足客户定制 化消防需求的智慧消防公司，公司核心驱动力量就是软件技术研发人员。因此，如何 有效地激励他们，成为公司管理首要问题，但公司现有的激励措施效果并不明显。基 于此，KLA 公司需要根据公司实际设计技术研发人员的激励优化，实现公司更好发展。 本文以现代管理学的激励理论为基础，基于关于国内外员工动机的全面而系统的 理论，综合公司技术研发人员的特性，运用文献研究、问卷调查等方法，通过利用基 本统计工具对公司技术研发人员的激励现状展开分析，重点对公司技术研发人员的激 励需求和激励现状存在的问题进行全面系统的分析，并在此基础上对公司技术研发人 员进行激励优化设计。 通过研究分析表明，技术研发人员由于个性和工作上的特征，他们的激励需求明 显不同于其他普通员工，他们对公司现有的激励实际感受值与激励期望值均有一定的 差距。要提高技术研发人员的工作热情和积极性，使其更好的投入工作中，务必要对 他们的激励方案进行系统性思考，通过建立个性化的薪酬体系、设计更为科学的绩效 考评制度、拓宽晋升途径、构建良好的企业文化等激励优化，激发公司技术研发人员 的责任心和主观积极性，以便让技术研发人员不同层次的需要得到满足，提升工作积 极性，构建良性循环发展模式，从而提升 KLA 公司整体实力。 关键词：中小型高科技企业；技术研发人员；激励优化设计I ABSTRACT Throughout the country's small and medium-sized high-tech enterprises, the lack of talent is a common problem. On the one hand, there are very few excellent talents, especially those with research and development capabilities and innovation. On the other hand, enterprises choose to “dig the wall” and exclude employee training. Form a vicious circle. Obviously, the work efficiency of core employees affects the development speed of enterprises in the increasingly fierce market competition environment, and designs detailed and specific incentive optimization, which not only has a rich management theory system for employee incentive optimization design research of small and medium-sized high-tech enterprises. The theoretical value also has the practical significance of helping KLA and other similar companies solve the core employee incentive problem. However, although small and medium-sized high-tech enterprises have made certain attempts in employee incentives, they have not yet made a set of scientific incentive systems for core employees. KLA Corporation is a small and medium-sized high-tech company that relies on fire science research to transform the results of scientific laboratories to meet the needs of customized fire protection. The core driving force of the company is software technology R&D personnel. Therefore, how to effectively motivate them becomes the primary issue of corporate management, but the company's existing incentives are not effective. Based on this, KLA needs to optimize the company according to the company's actual design technology research and development personnel to achieve better development. Based on the motivation theory of modern management, this paper combines the characteristics of the company's technology research and development personnel with the characteristics of the company's technology research and development personnel, using literature research, questionnaires and other methods, through the use of basic statistical tools. The analysis of the status quo of KLA's technology R&D personnel is carried out, focusing on the comprehensive and systematic analysis of the incentive needs of KLA's technology R&D personnel and the existing status of the incentive status, and on this basis, the KLAcompany's technology R&D personnel are encouraged to optimize the design. The research shows that whether it is the four major incentive factors or the incentive factors, there is a certain gap between the incentive demand value of the technology research and development personnel and the actual experience value. To improve theII satisfaction of technical R&D personnel and make them better engaged in their work, it is necessary to systematically think about their incentive programs, establish a personalized compensation system, design a more scientific performance evaluation system, and broaden the promotion path. Incentives and optimizations such as building a good corporate culture, stimulating the responsibility and subjective enthusiasm of the company's technology R&D personnel, so that the needs of different levels of technology R&D personnel can be satisfied, enhance work enthusiasm, and build a virtuous cycle development model to enhance the overall strength of KLA. KEYWORDS: S&M-sized high-tech enterprises Technical research and development personnel Incentive optimization design1 目 录 第一章 绪论 ................................................ 1 第一节 研究背景与研究意义 ............................................1 一、选题背景........................................................1 二、研究意义........................................................1 第二节 相关的研究综述 ................................................2 一、国外研究综述....................................................2 二、国内研究现状....................................................3 第三节 研究思路及方法 ................................................5 一、总体研究思路....................................................5 二、研究方法........................................................6 三、论文结构框架....................................................6 第四节 可能的创新之处 ................................................7 第二章 本文的理论基础 ...................................... 8 第一节 中小型高科技企业的界定与特征 ..................................8 一、中小型高科技企业的界定..........................................8 二、中小型高科技企业特征............................................9 第二节 技术研发人员概念 .............................................10 一、技术研发人员的界定.............................................10 二、技术研发人员的特点.............................................10 三、技术研发人员的需要特征.........................................11 第三节 相关激励理论概述 .............................................13 一、双因素理论.....................................................13 二、马斯洛需求层次理论.............................................14 三、公平理论.......................................................14 四、期望理论.......................................................15 第三章 KLA 公司技术研发人员激励现状分析 .................... 162 第一节 KLA 公司简介 .................................................16 一、公司发展概况...................................................16 二、人力资源概况...................................................17 三、公司技术研发人员及构成.........................................19 第二节 公司技术研发人员现行激励措施运行现状 .........................20 一、现行激励措施及分析.............................................20 二、现行激励效果...................................................22 第四章 KLA 公司技术研发人员激励问题及原因分析 .............. 23 第一节 调研方案设计及实施 ...........................................23 一、调查目的.......................................................23 二、调查问卷的设计.................................................23 三、调查问卷实施情况...............................................24 第二节 数据统计与分析 ...............................................25 一、问卷回收处理...................................................25 二、数据结果分析......................