B公司软件研发人员激励机制改进研究
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摘要
软件研发行业作为典型的知识密集型行业,大多数软件企业中研发人员的比例都很高,这些软件研发人员凭借其掌握的专业知识,成为软件企业的宝贵资产,也是软件企业所倚重的对象。软件研发人员的工作效率与工作成果对于软件企业的发展至关重要,直接决定了软件企业的技术能力、行业地位和发展速度,也形成了软件企业的核心竞争力,研究软件研发人员的激励机制问题对于软件企业而言至关重要。
B公司作为中国技术水平一流的软件研发企业,其研发人员的激励机制问题同样非常突出,近年来B公司的软件研发人员对于公司激励机制的整体满意度不断下降,研发人员离职率居高不下,激励机制中存在的问题越发突出。本文以软件研发人员的人力资源特征为依据,运用相关的激励理论和企业调查研究的方法,重点研究了B公司软件研发人员激励机制中存在的问题。为深入分析B公司软件研发人员激励机制中存在的具体问题,本人针对B公司在职软件研发进行了问卷调查,从绩效考核与薪酬制度、福利制度、晋升制度、培训制度等方面了解软件研发人员对于激励机制的满意度情况,并对调研结果进行了以职位为单因素的方差分析,得到了不同职位员工对于激励机制的不同满意度情况。另外,本人运用问卷调查和电话访谈的方法,针对B公司离职的软件研发人员进行了关于离职原因的调研,通过对调研结果的分析,发现对考核机制、薪酬水平、工作环境、工作内容、晋升机制、培训体系、公司前景、企业文化等因素的不满导致软件研发人员离职的最集中的原因。两次调研的结果互相印证,全面的反映出了B公司软件研发激励机制中存在的问题,在此基础上,本文提出了相应的改进方案,希望通过方案的实施能有效提升B公司软件研发人员的激励水平。
The software development industry as a typical knowledge-intensive industries, the proportion of R&D personnel in most software companies are high, these software R&D personnel with expertise at its disposal, to become valuable assets, software companies and software companies relies object. Work efficiency and the results of the work of software R&D personnel is essential for the development of the software enterprise, directly determine the technical capabilities of the software companies, the status of the industry and the pace of development, formed a software company's core competitiveness, research software R&D personnel incentives crucial issue for software enterprises.
Company B as the technical level of China-class software R&D enterprise, the incentives of its R&D staff is also very prominent, the declining overall satisfaction of software R&D personnel for Company B in recent years the company incentives, the high turnover rate of R&D personnel, incentives are more and more prominent.Based on the characteristics of human resources for the software R&D personnel, use of incentive theory and corporate research, the authors focus on the problem of software R&D staff of Company B in the presence of the incentive mechanism. Working for Company B Software R&D for an in-depth analysis of the specific problems that exist in the Company B Software R&D personnel incentives, I conducted a survey to understand software R&D personnel, performance appraisal and compensation system, welfare system, promotion system, training system for the satisfaction of the incentives, and the research results were positions for single-factor analysis of variance, different positions employees incentives satisfaction. In addition, I use the method of questionnaires and telephone interviews conducted research on the reasons for departure, software R&D personnel leaving for Company B, through the analysis of the survey results found that the evaluation mechanism, pay levels, work environment, job content, promotion The discontent of the mechanism, the training system, the company's prospects, corporate culture, and other factors lead to the highest concentration of software R&D staff that reason. Two research results cross-checked, fully reflects the existing problems in the software R&D incentives in Company B, on this basis, this paper proposes a corresponding improvement program, and hope that through the implementation of the program can effectively improve software R&D staff of Company B levels of incentives.
B公司作为中国技术水平一流的软件研发企业,其研发人员的激励机制问题同样非常突出,近年来B公司的软件研发人员对于公司激励机制的整体满意度不断下降,研发人员离职率居高不下,激励机制中存在的问题越发突出。本文以软件研发人员的人力资源特征为依据,运用相关的激励理论和企业调查研究的方法,重点研究了B公司软件研发人员激励机制中存在的问题。为深入分析B公司软件研发人员激励机制中存在的具体问题,本人针对B公司在职软件研发进行了问卷调查,从绩效考核与薪酬制度、福利制度、晋升制度、培训制度等方面了解软件研发人员对于激励机制的满意度情况,并对调研结果进行了以职位为单因素的方差分析,得到了不同职位员工对于激励机制的不同满意度情况。另外,本人运用问卷调查和电话访谈的方法,针对B公司离职的软件研发人员进行了关于离职原因的调研,通过对调研结果的分析,发现对考核机制、薪酬水平、工作环境、工作内容、晋升机制、培训体系、公司前景、企业文化等因素的不满导致软件研发人员离职的最集中的原因。两次调研的结果互相印证,全面的反映出了B公司软件研发激励机制中存在的问题,在此基础上,本文提出了相应的改进方案,希望通过方案的实施能有效提升B公司软件研发人员的激励水平。
The software development industry as a typical knowledge-intensive industries, the proportion of R&D personnel in most software companies are high, these software R&D personnel with expertise at its disposal, to become valuable assets, software companies and software companies relies object. Work efficiency and the results of the work of software R&D personnel is essential for the development of the software enterprise, directly determine the technical capabilities of the software companies, the status of the industry and the pace of development, formed a software company's core competitiveness, research software R&D personnel incentives crucial issue for software enterprises.
Company B as the technical level of China-class software R&D enterprise, the incentives of its R&D staff is also very prominent, the declining overall satisfaction of software R&D personnel for Company B in recent years the company incentives, the high turnover rate of R&D personnel, incentives are more and more prominent.Based on the characteristics of human resources for the software R&D personnel, use of incentive theory and corporate research, the authors focus on the problem of software R&D staff of Company B in the presence of the incentive mechanism. Working for Company B Software R&D for an in-depth analysis of the specific problems that exist in the Company B Software R&D personnel incentives, I conducted a survey to understand software R&D personnel, performance appraisal and compensation system, welfare system, promotion system, training system for the satisfaction of the incentives, and the research results were positions for single-factor analysis of variance, different positions employees incentives satisfaction. In addition, I use the method of questionnaires and telephone interviews conducted research on the reasons for departure, software R&D personnel leaving for Company B, through the analysis of the survey results found that the evaluation mechanism, pay levels, work environment, job content, promotion The discontent of the mechanism, the training system, the company's prospects, corporate culture, and other factors lead to the highest concentration of software R&D staff that reason. Two research results cross-checked, fully reflects the existing problems in the software R&D incentives in Company B, on this basis, this paper proposes a corresponding improvement program, and hope that through the implementation of the program can effectively improve software R&D staff of Company B levels of incentives.
引文
1余忠.软件企业研发人员激励机制的构建.福建农林大学学报(哲学社会科学版),2005,8(3)
2张星王润孝.1T企业基于产品生命周期的研发人员人力资源配置研究.当代经济科学.2006,9
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[3]朱飞.高科技企业雇佣关系策略研究[M].企业管理出版社,2009.
[4]王云访,岳颖.科技企业的创新激励机制研究[M].中国社会科学出版社,2008.
[5]陈佳奎.高新技术企业知识管理[M].经济科学出版社,2009.
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[7]余世维.卓越管理者的辅导与激励技巧[M].北京大学出版社,2009.
[8]仇雨临.员工福利管理[M].复旦大学出版社,2010.
[9]孙新波,樊治平,秦尔东.知识员工激励理论与实务[M].经济管理出版社,2006.
[10]余忠.软件企业研发人员激励机制的构建[J].福建农林大学学报(哲学社会科学版),2005.
[11]张英.基于职业生命周期的企业研发人员激励机制设计[J].科技创业月刊,2011.
[12]康瞧.出色的领导者是一位船长[J].人力资源,2012(342)
[13]夏爱华.A企业软件开发员工激励机制研究[D].上海：上海交通大学硕士论文.2009.
[14]白俊明.软件开发企业员工绩效考核方法的研究与应用[D].北京：北京交通大学硕士论文.2008.
[15]倪长缨.影响软件行业人才流动因素的研究[D].上海：复旦大学硕士论文.2006.
[16]崔勋.员工个人特性对组织承诺与离职意愿的影响研究.南开管理评论.2003,(4)；4-11
[17]彭剑锋.人力资源管理概论[M].复旦大学出版社,2005.
[18]程浩.知识型员工职业生涯规划激励机制的探讨[M].人力资源管理,2006,12.
[19]蔡韬.知识管理成熟度模型研究初探[J].情报杂志,2006,4.
[20]孙新波,樊治平,秦尔东.知识员工激励理论与实务[M].经济管理出版社,2006.
[21]伍晋明,殷琳琳,王威,韩晓阳.知识员工人力资源管理[M].中国劳动社会保障出版社,2008-1-1.
[22]弗朗西斯.赫瑞比.管理知识员工[M].机械工业出版社,2000.
[23]徐斌.激励性薪酬福利设计与管理[M].人民邮电出版社,2007.
[24]杨东.员工激励[M].中国轻工业出版社,2010.
[25]朱飞.绩效激励与薪酬激励[M].企业管理出版社,2010
[26]辛冲.组织创新对技术创新的作用机理[M].经济科学出版社,2011.
[27]樊建芳.知识型企业人力资源开发研究[M].浙江大学出版社,2007.
[28]Edward E. Lawler Ⅲ. Motivation in Work Organizations [M].中国人民大学出版社,2011.
[29]Chest er AN. Measurement and incentive for control research [J]. Industrial Research Institute,1995(4).
[30]Winter,D.G.Manual for scoring motive imagery in running text,2002,11(3)
[31]Patrick M. Wright, John Boudreau, David Pace, Libby Sartain.The Chief HR Officer: Defining The New Role Of Human Resource Leaders [M]. Wiley,2011
2张星王润孝.1T企业基于产品生命周期的研发人员人力资源配置研究.当代经济科学.2006,9
[1]Raymond A. Noe,刘昕.人力资源管理(第五版)[M].中国人民大学出版社,2005.
[2]关培兰.组织行为学[M].中国人民大学出版社,2003.
[3]朱飞.高科技企业雇佣关系策略研究[M].企业管理出版社,2009.
[4]王云访,岳颖.科技企业的创新激励机制研究[M].中国社会科学出版社,2008.
[5]陈佳奎.高新技术企业知识管理[M].经济科学出版社,2009.
[6]林益昌.知识管理[M].全华科技图书股份有限公司,2004.
[7]余世维.卓越管理者的辅导与激励技巧[M].北京大学出版社,2009.
[8]仇雨临.员工福利管理[M].复旦大学出版社,2010.
[9]孙新波,樊治平,秦尔东.知识员工激励理论与实务[M].经济管理出版社,2006.
[10]余忠.软件企业研发人员激励机制的构建[J].福建农林大学学报(哲学社会科学版),2005.
[11]张英.基于职业生命周期的企业研发人员激励机制设计[J].科技创业月刊,2011.
[12]康瞧.出色的领导者是一位船长[J].人力资源,2012(342)
[13]夏爱华.A企业软件开发员工激励机制研究[D].上海：上海交通大学硕士论文.2009.
[14]白俊明.软件开发企业员工绩效考核方法的研究与应用[D].北京：北京交通大学硕士论文.2008.
[15]倪长缨.影响软件行业人才流动因素的研究[D].上海：复旦大学硕士论文.2006.
[16]崔勋.员工个人特性对组织承诺与离职意愿的影响研究.南开管理评论.2003,(4)；4-11
[17]彭剑锋.人力资源管理概论[M].复旦大学出版社,2005.
[18]程浩.知识型员工职业生涯规划激励机制的探讨[M].人力资源管理,2006,12.
[19]蔡韬.知识管理成熟度模型研究初探[J].情报杂志,2006,4.
[20]孙新波,樊治平,秦尔东.知识员工激励理论与实务[M].经济管理出版社,2006.
[21]伍晋明,殷琳琳,王威,韩晓阳.知识员工人力资源管理[M].中国劳动社会保障出版社,2008-1-1.
[22]弗朗西斯.赫瑞比.管理知识员工[M].机械工业出版社,2000.
[23]徐斌.激励性薪酬福利设计与管理[M].人民邮电出版社,2007.
[24]杨东.员工激励[M].中国轻工业出版社,2010.
[25]朱飞.绩效激励与薪酬激励[M].企业管理出版社,2010
[26]辛冲.组织创新对技术创新的作用机理[M].经济科学出版社,2011.
[27]樊建芳.知识型企业人力资源开发研究[M].浙江大学出版社,2007.
[28]Edward E. Lawler Ⅲ. Motivation in Work Organizations [M].中国人民大学出版社,2011.
[29]Chest er AN. Measurement and incentive for control research [J]. Industrial Research Institute,1995(4).
[30]Winter,D.G.Manual for scoring motive imagery in running text,2002,11(3)
[31]Patrick M. Wright, John Boudreau, David Pace, Libby Sartain.The Chief HR Officer: Defining The New Role Of Human Resource Leaders [M]. Wiley,2011