Abstract: R&D talents are the strategic resources of scientific research enterprises. Effective incentive mechanism is the guarantee to stimulate the enthusiasm and creativity of R&D personnel. Through the discussion on the application of actual incentive mechanism in scientific research enterprises, this paper shows the bold innovation of enterprise employment mechanism, and also provides certain reference value for scientific research enterprises to retain and motivate R&D talents.

Key words: scientific research enterprise is an enterprise model with the strategic direction of combining science and technology with production, with the strategic goal of transforming scientific and technological achievements into practical productivity, and constantly improving the technology intensity in enterprise production through scientific and technological progress, so as to enhance enterprise competitiveness and improve enterprise economic benefits. In scientific research enterprises, R&D personnel are dominant. How to retain and motivate talents and give full play to the enthusiasm and creativity of R&D personnel is an urgent problem for scientific research enterprises.

First, establish a dual-track system to provide dual career development channels for R&D personnel.

As shown in figure 1, two career development paths have been established.

R&D personnel are divided into two categories, one is inspection and testing, mainly engaged in inspection and testing development of railway signal products, and the other is product research and development, mainly engaged in research and development of railway equipment, electrical appliances and other related products. R&D personnel can choose technical career path or management channel.

Second, the post salary is combined into one, and the post salary is not completely linked to the title.

The enterprise has implemented the post salary system. R&D personnel are divided into two series, product R&D series and inspection series. Each series is divided into three levels: junior, middle and senior, and the post qualifications are formulated respectively. Professional titles are just one of the qualifications. For example, for intermediate product R&D personnel, it is possible to be employed as intermediate product R&D positions only when they need to be project leaders after hiring engineers. In addition, each post is divided into different grades, such as junior R&D personnel's post grades are divided into four grades, and intermediate R&D personnel's post grades are divided into five grades, and each grade has formulated promotion standards.

For example, the intermediate product R&D personnel promotion 1 file conditions: can independently complete or lead personnel to complete project grouping tasks; Having an intermediate title for 3 years and passing the examination; Responsible for technical services. Through the above measures, people in the same position can enjoy different treatment according to their performance, thus widening the income gap.

Third, strengthen training and multi-channel training.

Enterprises increase investment in training and encourage R&D personnel to receive continuing education.

1. Degree and academic education. In order to encourage on-the-job staff to improve their knowledge level, the enterprise has advanced some key personnel with academic qualifications and degrees, and reimbursed 50% ~ 100% of tuition fees according to their academic qualifications and abilities.

2. Implement the system of all-staff training. All-staff training has promoted the improvement of the overall staff quality of the enterprise. Training methods include internal education, external training, and even overseas study tours. Make a training plan every year and conduct training every three years to ensure that all employees of the company get training opportunities.

Four, the establishment of enterprise internal top-notch talent system of science and technology

In order to attract more outstanding scientific and technological talents to join the enterprise team, the talent introduction system has been formulated. The monthly living allowance system is implemented for imported talents, ranging from 600 ~ 1000 yuan per month, and the subsidy standard is adjusted every 2 ~ 3 years, and the period of enjoying the above treatment is one year.

A scientific and technological talent pool is established, which is divided into three levels: primary, intermediate and advanced, and each level is divided into two categories: product R&D personnel and inspectors. Enterprises are selected according to a certain proportion of the number of R&D personnel every year. The personnel entering the scientific and technological talent pool shall be managed in a rolling way, and selected once a year, and may be selected repeatedly. Scientific and technological talents should combine guaranteed annual salary with actual income.

Guaranteed annual salary is pre-tax income. At the end of each year, the scientific and technological talents of that year will be assessed. The guaranteed annual salary will be paid to the outstanding person online, and the guaranteed annual salary will be paid to the outstanding person offline 1 12.5%, and the qualified person will be paid offline. The unqualified person will no longer enjoy the guaranteed annual salary, and the qualification for the selection of scientific and technological talents in the next year will be cancelled.

Five, the separate implementation of scientific research bonus system

In addition to the company-wide benefit bonus system, the enterprise shall separately implement the research subsidy bonus policy for R&D personnel. Assess according to the difficulty and progress of scientific research projects, and distribute scientific research allowances and bonuses in stages.

For different types of projects, the bonus calculation method is different, such as general projects. If the project team independently completes the design, the bonus calculation method of the project team is: project period * 1 0,000 yuan = total project bonus. Project cycle refers to the number of months that the project needs to be completed. The project bonus will be distributed in stages according to the assessment, and a certain percentage will be deducted from the unfinished stage plan.

Six, research and development projects into productive forces, according to the sales or transfer fees charged commission.

Enterprises encourage R&D personnel to actively participate in R&D projects. If scientific research results are implemented by technology transfer, they will be rewarded at 20% of the net income of technology transfer. After the scientific research results are converted into income by themselves, 3% bonus will be extracted from the gross profit obtained from the implementation of scientific research results for 8 consecutive years.

Seven. conclusion

Through the above-mentioned incentive measures, the turnover rate of R&D personnel in enterprises has dropped by more than 50% in recent years, a number of outstanding professionals have been trained, and some professionals have taken up management positions. In practice, a series of incentive measures adopted by enterprises, especially the talent pool of science and technology and the system of scientific research allowance and bonus, provide a good platform for the career development of R&D personnel.

;