The career development path of the enterprise's R & D personnel is quite imperfect. If a person engaged in specific technical R & D work wants to continuously improve his self-worth, he must be promoted to a business cadre after becoming an engineer through thousands of years' efforts. Otherwise, his income can only be kept within the floating range of the original level. This is not reasonable, nor conducive to improving the enthusiasm of R & D personnel, nor conducive to the improvement of the company's R & D strength.