摘要
摘要
随着我国经济发展阶段的深层次变化，产业升级战略的不断深入，各产业
从中低端往高端不断寻求转型，特别是近年来金融科技发展如火如荼，由大数
据、区块链、云计算、人工智能等软件新技术的引领下，以及我国金融市场的
快速发展与不断变革的影响，金融领域不断涌现出新业务、新业态、新场景，
从而驱动产生了大量的新需求、新产品、新服务，我国金融软件行业也进入高
速发展阶段，出现了一批成长性非常好的金融软件企业。而金融软件是金融科
技发展的主要着力点，由此可以看出，金融软件行业是非常典型的知识密集型、
技术密集型行业，非常依赖软件研发人员的金融业务知识积累与自身研发技能。
金融软件研发人员的研发效率与工作成果直接决定着企业的发展潜力与竞争
力。所以，对于金融软件企业来说，专门对金融软件研发人员的激励机制的研
究就显得非常必要。
本文以 HS金融软件公司为研究对象，HS金融软件公司是我国金融软件行
业的龙头公司，长期以来 HS公司聚焦金融行业，致力于为证券、期货、基金、
信托、保险、银行、交易所、私募等机构提供整体解决方案和服务。目前拥有
超过 9000名员工，其中研发人员占比约 60%。但是伴随着公司的不断发展与壮
大，HS金融公司的软件研发人员的对公司各方面的满意度，以及对于工作的积
极性却反而有所下降，人员流失率上升，被同业戏称为“中国金融软件行业的
黄埔军校”，所以对其金融软件研发人员的激励机制进行优化已尤为紧迫。
鉴于以上情况，本文以 HS金融公司软件研发人员作为研究对象，着重研究
其激励机制目前的现状，并通过访谈与问卷调查方式，试图探寻 HS公司激励机
制中存在的一些问题，重点从薪酬与收入水平、福利待遇、晋升与职位调整制
度、团队氛围与工作环境、工作本身、公司的发展前景、企业归属感等几个方
面进行满意度的调研和测评，通过调研发现了 HS公司研发人员满意度较低的
几个相对重要的因素，主要包括薪酬收入水平、绩效考核机制、职业发展激励
与晋升激励等方面。最后从建立富有激励性的薪酬制度、建立更加公平合理的
绩效考核机制、建立精神激励引导机制，以及注重软件研发人员职业规划管理
等方面对其现有激励机制进行进一步优化。

摘要
关键词：金融软件公司；软件研发人员；激励机制。

摘要
Abstract
With the deep changes of China's economic development stage and the deepening
of industrial upgrading strategy, various industries constantly seek transformation
from low-end to high-end, especially in recent years, fintech development is in full
swing. China's financial software industry has also entered the stage of rapid
development, and a number of financial software enterprises with very good growth
appear. Financial technology mainly refers to the big data, blockchain, cloud
computing, artificial intelligence and other emerging cutting-edge technologies, on
the financial market and financial services business supply has a significant impact on
the emerging business model, new technology application, new products and services,
etc. and financial software is the main focus of financial technology development, it
can be seen that the financial software industry is a very typical knowledge intensive,
technology intensive industry, very dependent on software development personnel
financial business knowledge accumulation and their own research and development
skills. The research and development efficiency and work achievements of financial
software developer directly determine the development potential and competitiveness
of enterprises. Therefore, for financial software enterprises, it is very necessary to
study specifically on the incentive mechanism of financial software developer.
This paper takes HS Financial Software Company as the research object. HS is a
leading company in China's financial software industry. HS has long focused on the
financial industry and is committed to providing overall solutions and services for
securities, futures, funds, trust, insurance, banking, exchanges, private equity and
other institutions. It currently has more than 9,000 employees, over 60% of which are
financial software research and development engineers. However, with the continuous
development of enterprises, the work satisfaction and enthusiasm of HS software
developer have declined, leading to a serious talent loss in recent years, was called
"the Whampoa Military Academy of China's financial software industry", so the
financial software developer incentive mechanism optimization is particularly urgent.
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