半導體通路產業研發人員的激勵機制探討—以W公司為例

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题名:	半導體通路產業研發人員的激勵機制探討—以W公司為例
作者:	趙永青;Chao,Yun-chin
贡献者:	高階主管企管碩士班
关键词:	研發人員;技術人員;激勵;報酬;R & D and technical personnel;motivation;incentive scheme
日期:	2013-07-26
上传时间:	2013-08-22 12:04:48 (UTC+8)
出版者:	國立中央大學
摘要:	本論文的目的在於探討半導體通路商W公司研發人員的激勵機制。在今日高度價格競爭、資訊唾手可得、製程能力不相上下、品質差異不易拉開的環境中，有一群主動積極的研發技術人員，就是半導體通路成功的關鍵因素之一。俗語說水能載舟、亦能覆舟，此話正描述出研發技術人員的關鍵。如研發技術人員的想法只要是消極的、應付的、逃避的，那麼公司很快的將會消逝在這波濤洶湧中。但反之透過激勵制度與方法使人員提高士氣與鬥志，進而優化公司業績，提昇競爭優勢，改善企業體質使企業經營常超越同業表現。優秀的技術人員可以讓公司核心競爭優勢穩固、同時易於維持跟客戶間良好的關係，進而擴大公司的銷售額業績，所以有效的激勵制度與公平的獎酬對公司最大資源-人才的去留有關鍵的影響。人才是公司的主要資產，好的人員之所以流動主要原因是薪酬不公、激勵制度沒誘因、升遷機會因主事者好惡、工作壓力大且不是合理分配到相關員工以及不公平的訓練機會等。因此積極地改善獎酬與激勵的制度，使制度必須具公平性、合理性與激勵性之基礎上，不僅可以激勵員工，而且可以招聘或留任好的人才。本研究提出改革獎勵薪資制度，試圖增強績效與報酬之間的關係，從而激勵這些受影響的研發人員。 This study investigate the incentive mechanism for R & D personnel in Company W, a major semiconductor channel. IThe semiconductor market today is highly price competitive information are readily available, and differences in process capability and quality differences are diminishing. A team of pro-active R & D and technical personnel is thus one of the key success factors for a semiconductor supplier. Water can carry a boat, but can also capsize it. This describes the importance of R & D and technical personnel. If the R & D and technical staffs are passive and indifference, then the company will soon fade away in this choppy water. But on the contrary, a good incentive scheme can enable staffs to improve morale and be pro-active, thereby improve company performance and competitiveness. Excellent technical staffs are Company W’s major source of competitive advantage. They help to maintain stable and good relationships with customers, which in turn help to expand the company's sales performance. Therefore an effective incentive scheme and a fair reward is the key to the company's success. Talent is the company's main asset. The main reasons staff turnover, among others, are perceived salary injustice, lack of work incentive system, opportunities for advancement, unfair treatment based solely on supervisor preference, work pressure and unreasonable work allocation, as well as unfair training opportunities. An improved reward and incentive scheme can result in system fairness and reasonableness, and can be a base for staff incentive. It not only can motivate employees but also can recruit or retain good talent. Reengineering the incentive scheme for the R & D and technical personnel in Company W can strengthen the relationship between performance and rewards to motivate the staff. Therefore, this study proposes a new scheme for Company W.
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