创业型公司技术人才激励机制研究方案 ——以D公司为例 cmc.cn

摘    要

21世纪是人才为王的时代，人才的质量、数量和能动性直接影响一家初创期企业的生死存亡。本次研究以解决初创期工业工程企业D公司人才招聘难、培养难和留用难问题为主题；以双因素理论和同步激励论为理论基础，以“将双因素理论和同步激励论组合应用于企业激励机制中，使精神激励和物质激励与保障相结合，构建人力角度物资与精神层面激励与保障因子系统组合模型”崭新观点为切口；导入案例分析法、关联规则算法和案例分析法等研究方法及应用方式，为本次研究提供理论和方法支撑。

论文首先分析了D公司人才激励机制现状，发现其现行的激励机制与技术人才中长期发展目标不挂钩，现行培养激励机制呈现激励频度低和激励刺激效果差等问题。为此，本文依托问卷调查法深挖问题根源，以双因素理论和同步激励论组合应用为基础，从精神层面激励因素、物质层面激励因素、精神层面保障因素和物质层面保障因素4个维度设计形成“拓展型激励系统组合模型”，再以此模型为基础设计形成调查问卷。通过对有效问卷的初步统计分析，明确了员工8项不满意问题，再应用关联规则法对调查问卷所有问题进行关联分析，梳理出与8项不满意问题相关性强的问题进行组合分析，整合相关性结论主要集中在两个方面，一是目标的有效性与薪酬、项目奖励和成长三个方面的激励机制有着强关联关系；二是保障机制与员工及其家庭的权益性保障、特别是高质量保障性待遇有着积极的正向影响。基于关联分析结果，在设置激励因素的物质与精神激励机制方面制定了阶段性中期经济收益目标和成长目标；创建了“结构制加平台制”薪酬激励机制和全职业生涯交叉培养及长期分利模式；优化了现行项目奖励激励机制。在设置保健因素的物质与精神激励机制方面，强化了常规福利中关于技术人才家庭补贴津贴方面的力度和串休福利；制定了超常规的福利保障机制，将超常规的福利贯穿到员工职业生涯中，使员工及其背后的家庭都能切身体会到因公司阔步发展而带来的巨大保障性受益。

本文给出的研究成果，已应用于D公司人力资源管理中得到了技术人才的广泛认可。同时为双因素理论和同步激励论组合应用于人力资源角度提供了实用的案例和应用方法，为工业工程领域企业或其他领域企业构建激励机制提供了方法、应用依据和参考案例。

关键词：激励机制；初创公司；技术人才；关联规则算法

Research on incentive mechanism of technical talents in startup companies: a case study of D company

The 21st century is an era in which talents are the king. The quality, quantity and initiative of talents directly affect the survival of a start-up enterprise. The theme of this study is to solve the problems of talent recruitment, training and retention of D company, a start-up industrial engineering enterprise; Based on the two factor theory and synchronous incentive theory, this paper takes the new viewpoint of "applying the combination of two factor theory and synchronous incentive theory to the enterprise incentive mechanism, combining spiritual incentive with material incentive and guarantee, and constructing the systematic combination model of incentive and guarantee factors from the perspective of manpower, material and spirit"; Introduce research methods and application methods such as case analysis method, association rule algorithm and case analysis method to provide theoretical and methodological support for this research.

Firstly, the paper analyzes the current situation of talent incentive mechanism in D company, and finds that its current incentive mechanism is not linked to the medium and long-term development goal of technical talents, and the current training incentive mechanism presents problems such as low incentive frequency and poor incentive effect. Therefore, this paper relies on the questionnaire survey method to dig deep into the root causes of the problem. Based on the combined application of two factor theory and synchronous incentive theory, this paper designs and forms a "combination model of extended incentive system" from the four dimensions of spiritual incentive factors, material incentive factors, spiritual guarantee factors and material guarantee factors, and then designs and forms a questionnaire based on this model. Through the preliminary statistical analysis of the effective questionnaire, the eight dissatisfaction questions of employees are clarified, and then the association rule method is used to analyze all the questions in the questionnaire, sort out the questions with strong correlation with the eight dissatisfaction questions for combined analysis. The conclusion of integrating the correlation mainly focuses on two aspects. First, the effectiveness of the goal has a strong correlation with the incentive mechanism of salary, project reward and growth; Second, the security mechanism has a positive impact on the rights and interests protection of employees and their families, especially high-quality guaranteed treatment. Based on the results of correlation analysis, the phased medium-term economic income goal and growth goal are formulated in the aspect of setting the material and spiritual incentive mechanism of incentive factors; The salary incentive mechanism of "structure system plus platform system" and the cross training and long-term profit sharing model of whole career have been established; The current project reward and incentive mechanism has been optimized. In terms of setting up the material and spiritual incentive mechanism of health care factors, we have strengthened the strength of family subsidies for technical talents and serial rest benefits in the conventional welfare; We have formulated an unconventional welfare guarantee mechanism to run the unconventional welfare through the employees' career, so that employees and their families can personally experience the great guarantee benefits brought by the company's rapid development.

The research results given in this paper have been applied to the human resource management of D company and have been widely recognized by technical talents. At the same time, it provides practical cases and application methods for the combination of two factor theory and synchronous incentive theory to be applied to the perspective of human resources, and provides methods, application basis and reference cases for enterprises in industrial engineering field or other fields to build incentive mechanism.

Key words: incentive mechanism; Start up companies; Technical personnel; Association rule algorithm;

目    录