XS制药企业的研发人才管理实践研究.docx

经典专科、本科、硕博、研究生、期刊毕业论文 仅供参考 精心整理 仅供参考 勿用作商业用途 PAGE PAGE I XS制药企业的研发人才管理实践研究 摘要 医药行业无论是在国内还是国外，自古以来都与国民身体健康有着直接的联系，人类的寿命在不断地延长，这很大程度上归功于医疗水平的提高，以及各种新药的研发。因此药物的创新与人类的生存密切相关。新药的研发成本水涨船高，很多医药公司规模小，资金少，药品研发又有着“高投入，高风险，高收益”的特点，很多中小企业根本无力承担新药研发的重担。即便是之前大多数企业热衷的仿制药研发也随着仿制药质量一致性评价的开展而面临很大的挑战。疗效不能高于原研药又不能低于原研药，这对工艺参数，流程的严格规定使很多中小药企迅速消失，或者倒闭或者被收购，这也正是国家对医药行业“小、散、乱”现象的整治。国家提出“大众创业，万众创新”的口号，把行业“做大、做强、做优”“鼓励一批、淘汰一批”不是追求数量，而是追求质量。因此，中小型企业要想存活下去，在行业中长青，必须注重研发。当然创新非常困难，光有资金远远不够，还需要一支结构合理，优质高效的研发团队，研发团队的管理必将影响一个企业的未来走向。本文通过阐述研究目的与意义，在先前相关激励理论研究和高素质人员流失与引进的研究基础上，对XS药业研发团队进行调查研究，发现了XS药企目前在研发高端人员的招聘，薪酬激励方面存在的问题，主要是在招聘过程中很多年轻员工没有吃苦耐劳的精神，高端人员资源少，匹配周期长，员工对薪酬方案有意见，科研人员晋升困难。原因可能是年轻人有想法有个性，主要采用猎头招聘，薪酬激励制度存在问题，晋升渠道单一。解决对策是工作时间弹性化，拓宽招聘渠道，采用更加完善科学的薪酬激励制度，设计不同的晋升通道等。 关键词：研发人才；人才流失；薪酬激励 Abstract The pharmaceutical industry, both at home and abroad, has had a direct connection with the health of the people since ancient times, and the life span of human beings has been continuously extended. This is largely due to the improvement of medical standards and the development of various new drugs. Therefore, drug innovation is closely related to the existence of human beings. The RD costs of new drugs have risen. Many pharmaceutical companies are small in size and have little funds. Drug RD has the characteristics of “high input, high risk, and high yield”. Many SMEs simply cannot afford the burden of new drug RD. Even the research and development of generic drugs that most companies have been keen on faced with great challenges as the quality of conformity assessment of generic drugs developed. The curative effect cant be higher than the original research drug and cant be lower than the original research drug. The strict regulations on process parameters and processes make many small and medium-sized drug companies disappear quickly, or close down or be acquired. This is precisely the states small, scattered and chaotic phenomenon in the pharmaceutical industry. Remediation of the phenomenon. T