近年，随着 IT 人员薪资的持续增长，软件企业的用工成本也是逐年在增长， 导致软件定制开发的成本越来越高。另外，随着九零后逐渐成为 IT 从业人员的 主力军，以及自由职业者的兴起，他们的个人需要和对工作、生活的平衡也发生 了变化。面对这种环境，理解员工的需要和动机，并制定满足他们需要的激励政 策，才能激发他们的动机，进而驱动他们的行为。薪酬激励是企业激励中非常重 要的一环，如何有效开展薪酬激励在很大程度上影响员工的工作行为。 小助手公司是一家从事软件定制开发的小微型企业，研发人员是公司的第一 生产力，研发人员的薪酬福利是公司经营中最大的成本支出，公司研发人员的薪 酬激励是公司管理中核心问题之一。本文以小助手公司为研究对象，通过深入分 析公司当前研发人员薪酬激励方案，挖掘出公司针对研发人员薪酬激励过程中存 在的问题，并对问题存在的原因进行了分析，结合国内其他 IT 行业的薪酬激励 特点以及公司的实际情况提出优化方案。通过对薪酬结构的优化调整、职位描述 的重新梳理、薪酬职级表的调整以及绩效管理的优化，设计出新的研发人员薪酬 激励方案。 同时，为了保障本方案顺利实施，文中给出了方案实施的保障措施。在方案 实施保障措施章节中，明确了方案实施的原则和实施前需要做的准备工作。针对 实施中的重点给出了解决措施，另外，根据戴明环的负反馈思想，针对实施流程 中的问题形成反馈回路，在实施过程中逐步优化。在本文的最后一个章节进行了 总结，并对给出了本方案的研发做了展望，指出了本文的不足以及未来研究的方 向。 就研究意义而言，本文基于小助手公司研发人员薪酬激励优化的研究，不仅 有利于提高小助手公司现有研发人员的工作绩效、吸引外部优秀人才的加入，对 于增强公司的核心竞争力具有现实意义。另外，通过对小助手公司虚拟资源池中 研发人员薪酬激励的研究，对于虚拟组织在软件行业的实践,特别是研发人员的 薪酬激励是一个探索性的研究。最后，本文对于类似于小助手公司的软件研发企 业在进行研发人员薪酬激励优化具有一定的参考和借鉴意义。 关键词：绩效，薪酬，外包，激励，虚拟组织II RESEARCH ON THE OPTIMIZATION OF COMPENSATION INCENTIVES FOR R&D STAFF OF LHELPER COMPANY Abstract For the past few years, followed by the increasingly rising salary of IT specialist, the labor cost of software enterprises is also rising year by year, which result in increasingly higher cost of customized software development. Furthermore, with the generation of 1990s becoming main force of IT practitioners and the rise of professionals, their demands to life and work balance as well changed. In the face of such an environment,to motivate them need to bank on the better understanding of their demands and work out to satisfy the policy which they eager to obtain and further to drive their behaviors. Compensation incentive is a very important part of an enterprise, how to carry out compensation incentive effectively will be greatly affects employees' work behavior. LHelper company is a small and micro enterprise engaged in software customization development. The R&D specialists are the first productivity of the company. The compensation and welfare of R&D specialists is the maximum cost of the company's operation, and one of the core issues of company management is compensation incentive to R&D specialists. The paper is based on the object of study of LHelper company, penetrate into the analysis of current R&D specialists scheme on compensation incentive , and analysis the cause to the problems, combining with the characteristics of other domestic IT industry's salary incentive and company's actual situation to raise optimization scheme. Through the optimization and adjustment of the salary structure, the reorganization of the job description, adjustment of the salary grade table and optimization of performance management to devise a new compensation incentive scheme for R & D specialists. In the meanwhile, in order to ensure the smoothly implementation of the program, the paper gives safeguard measures of the scheme. Which specify the principle of implementing scheme and necessary preliminary work. According to the negative feedback thought of deming loop, a feedback loop is formed to solve the problems in the process of implementation, which is gradually optimized in the process .LastIII chapter stated a summary of this paper , along with prospect of the research and development of this program, as well pointed out the shortcomings of this paper and the future research direction. In terms of the research significance, this paper based on the research of the compensation incentive optimization for R&D specialists from LHelper company. It benefits not only improving the work performance of existing R&D specialists of LHelper company and attracting external talents, but also practical significance for enhancing the core competitiveness of the company. Besides, it is an exploratory study on the practice of virtual organizations in the software industry, especially on the compensation incentive of researchers, through the research on the compensation incentive of researchers in the virtual resource pool of LHelper company. Finally, this paper has a certain reference value for software R&D enterprises similar to LHelper company to optimize the compensation incentive of R&D specialists. Key words： performance，compensation，outsourcing，incentive ，virtual organizationIV 目 录 中文摘要.................................................I ABSTRACT ................................................ II 目 录...................................................IV 第一章 绪论 ..............................................1 1.1 研究背景与意义 ..............................................1 1.1.1 研究背景................................................1 1.1.2 研究意义................................................3 1.2 研究现状 ....................................................4 1.2.1 国外研发人员薪酬激励优化研究现状........................5 1.2.2 国内研发人薪酬激励优化研究现状..........................6 1.3 研究思路和内容及方法工具 ....................................8 1.3.1 研究思路................................................8 1.3.2 研究内容................................................9 1.3.3 研究方法和工具.........................................10 第二章 薪酬激励相关理论 .................................12 2.1 全面薪酬理论 ...............................................12 2.2 亚当斯公平理论 .............................................13 2.3 弗鲁姆期望理论 .............................................14 2.4 薪酬 4P 管理模式 ............................................16 第三章 小助手公司研发人员薪酬调查与存在问题分析 .........18 3.1 小助手公司研发人员薪酬调查分析 .............................18 3.1.1 调查研究目的...........................................18 3.1.2 问卷调查设计...........................................18V 3.1.3 公司现状及薪酬调查问卷基本情况.........................19 3.1.4 问卷调查统计分析.......................................27 3.2 小助手公司研发人员薪酬激励过程中现有问题 ...................31 3.2.1 小助手公司全职研发人员薪酬激励过程存在问题.............31 3.2.2 小助手公司虚拟资源池研发人员薪酬激励过程存在问题.......32 3.3 小助手公司研发人员薪酬激励存在问题原因分析 .................33 3.3.1 公司全职研发人员薪酬激励存在问题原因分析...............33 3.3.2 虚拟资源池研发人员薪酬激励存在问题原因分析.............34 第四章 国内 IT 行业薪酬激励特点及启示 ....................35 4.1 腾讯、华为企业薪酬激励特点 .................................35 4.1.1 竞争性高岗位薪酬.......................................35 4.1.2 股权激励...............................................36 4.1.3 员工安居福利...........................................36 4.2 深圳小微软件企业薪酬激励特点 ...............................37 4.2.1 加薪...................................................37 4.2.2 年终奖.................................................37 4.2.3 项目奖.................................................38 4.2.4 季度奖.................................................38 4.3 国内 IT 行业薪酬激励启示 ....................................38 第五章 小助手公司研发人员薪酬激励优化方案设计 ...........40 5.1 薪酬激励优化方案设计目标、原则、思路 .......................40 5.1.1 薪酬激励优化方案设计目标...............................40 5.1.2 薪酬激励优化方案设计原则.....