I 摘要 当前国际社会的竞争日趋激烈，在经济竞争的背后，是人才的竞争，是人力 资源的竞争，是人力资源开发水平和人才选用机制的竞争。而企业在这场竞争中， 不仅要留住这种人才，而且要使其最大限度地发挥潜能，必然依靠企业在实施物 质和精神方面的激励优势来激发高科技人才的积极性和创造性。 首先，就报告提出的背景，研究本文的意义，本课题的主要概念的界定作了 一个说明。 其次，高科技人才激励在对国外相关研究理论，通过案例和理论作了介绍， （1）介绍了国外相关研究的理论成果，从经济学、心理学、管理学三个方面进行 介绍；（2）国外实际应用这些相关理论的情况；（3）我国借鉴国外研究成果的情 况。 最后，本文在分析的基础上，提出了高科技人才的薪酬激励设计方案，激励 高科技人才的基本要求及措施是应当注意降低高科技人才的流失率，发挥其才智， 同时关注员工和企业的共同成长；而在建立激励方案时应注意个性化、适度性、 公平面图等原则；而在建立高科技人才的薪酬激励设计方案的方法上，要加大福 利的支出，这也是对高科技人才实行自助式薪酬的重要步骤，在自助式薪酬主要 趋向于员工参与制定薪酬模式的方式，充分体现企业对高科技人才的尊重的模式， 同时，在高科技人才的激励中物质的激励非常重要，要加大高科技人才的股票占 有额，完善年薪制，实行多种方式的股份化的激励。 关键词，高科技人才；薪酬；激励ABSTRACT II ABSTRACT The international community is increasingly fierce competition in the underlying economic competition is the competition of talents is the competition of human resources, human resource development and personnel selection mechanism of competition. And enterprises in this competition, not only to retain such talent, but also to maximize their potential, must rely on the material and spiritual aspects in the implementation of enterprise incentive to stimulate high-tech talent advantage enthusiasm and creativity. First, on the background papers, the significance of this study, the main topic of a statement made to define the concept. Secondly, the high-tech talent incentive to study abroad relevant theory and the theory was introduced by the case : (1), introduced a related study abroad theoretical results from economics, psychology, management studies on three aspects; (2) foreign practical application of the theory related; (3) our research results from abroad. Finally, this article on the basis of the analysis made of high-tech talent incentive remuneration programme design : inspired by the high-tech talent is a basic requirement and should pay attention to measures to reduce wastage of high-tech talents and play their talents, and grow concerned about the staff and enterprises; And in the establishment of incentive programmes should pay attention to personalized and appropriate nature, the principles of public plans; And the creation of high-tech talent in the design of remuneration incentive programme methods to increase welfare spending, which is a self-help pay for high-tech talent in the important steps in the self-pay employees involved in the development of major trends in the remuneration model, Enterprises to fully embody the respect of high-tech talent, and material in the high-tech talent, the incentive is very important incentive to increase the stock holdings of high-tech talent, improve the annual salary system, the introduction of various forms of demutualization incentive. Keyword : high-tech talent incentive pay目 录 III 目 录 第一章 绪论.................................................................................................................. 1 1．1 问题的提出 ......................................................................................................... 1 1．1．1 我国薪酬制度的现状及研究意义 ........................................................... 1 1．1．2 中国现在高科技人才的薪酬激励的优点 ................................................ 5 1．1．3 中国现在高科技人才的薪酬激励的缺点 ............................................... 9 1．2 研究的思路和方法 ............................................................................................11 1．2．1 研究的思路 ..............................................................................................11 1．2．2 研究方法 ................................................................................................. 12 1．3 本课题的概念界定 .......................................................................................... 12 第二章 国外薪酬制度理论的借鉴与实践................................................................ 18 2．1 国外理论成果 ................................................................................................... 18 2．1．1 经济学理论 ............................................................................................. 18 2．1．2 心理学理论 ............................................................................................. 18 2．2 国外应用情况 ................................................................................................... 24 2．2．1 股权制的应用，股票期权激励 ............................................................. 24 2．2．2 薪酬制度，自助式薪酬 ......................................................................... 25 2．3 借鉴国外研究成果 ........................................................................................... 25 2．3．1 法规上的借鉴 ......................................................................................... 25 2．3．2 薪酬制度上的借鉴 ................................................................................. 26 第三章 建立高科技人才的薪酬激励设计方案........................................................ 30 3．1 激励高科技人才的基本要求 ........................................................................... 30 3．1．1 当前应有效降低高科技人才的流失率 ................................................. 30 3．1．2 确保高科技人才能够充分发挥才智 ..................................................... 31 3．1．3 关注高科技人才和企业的共同成长 ..................................................... 32 3．2 建立高科技人才的薪酬激励设计方案的原则 ............................................... 32 3．2．1 独特性原则 ............................................................................................. 32 3．2．2 适度性原则 ............................................................................................. 33目 录 IV 3．2．3 公平性原则 ............................................................................................. 33 3．2．4 稳定性原则 ............................................................................................. 33 3．3 建立高科技人才的薪酬激励设计方案的方法 ............................................... 34 3．3．1 技术要素参与分配 ................................................................................. 34 3．3．2 成果转化参与分配 ................................................................................. 35 3．3．3 变短期奖励为长期奖励，创新薪酬体系的设计 ................................. 35 3．3．4 加大福利的支出，实行自助式福利 ..................................................... 36 3．3．5 加大高科技人才的股票占有额 ............................................................. 37 3．3．6 高科技人才的物质激励 ......................................................................... 37 致谢........................................................................................................................ 43 注释及