Rethinking Rewards for Technical Employees对技术员工薪酬的再思考.pdf

At high-tech organizations, retaining key innovators can mean gaining a competitive edge. A responsive reward program can help keep them from jumping ship. RethinkingRewardsfor Technical Employees LUIS R. GOMEZ-MEJIA DAVID B. BALKIN GEORGE T. MILKOVICH he scarcity of engineering and scientific away at the market share of their previous talent is one of the most critical prob- employers. But even if they fail, firms still suf- lems facing U.S. corporations today. fer from the loss of some of their most valu- T Because of the difficulties that many compa- able human resources. nies face in retaining technical people, many One of the chief reasons that technical also experience low rates of innovation and employees are so fickle about their employers major delays in the marketing of new prod- is that they feel the contributions they provide ucts. Rapid turnover at all levels for research their company are not adequately rewarded and development (RD) units is becoming the or recognized. Here are some actual examples norm in such important industries as semi- of this syndrome: conductors and electronics. Technical employ- ?? A research s