昆山 L 公司基层员工激励方案设计研究
中文摘要
随着经济社会的不断发展，企业所面临的竞争环境也越发激烈。但不可否定的是，
经济竞争逐渐体现在科学技术竞争及智力竞争上面，人作为重要的影响因素，无疑是
经济竞争的主角。换句话说，经济竞争归根到底是人力资源的竞争。而基层员工作为
企业战略制定和实施的重要基础性与根本性力量，在企业中具有非常重要的作用，其
工作表现的良好很大程度上决定了企业的发展壮大，因此研究如何提升企业基层员工
激励机制具有一定的现实意义和价值。

本文在借鉴相关理论的基础上，以昆山 L 公司为对象，采用问卷调查总结出公
司基层员工的激励效果现状，发现基层员工认为总体薪酬偏低，公司绩效考核体系虽
然引进很早，但是依然有许多体系问题存在，还需要加大力度进行协调和修正现行的
绩效考核体系。通过对企业的调研分析与总结，目前公司基层员工激励存在五个方面
的问题：培训制度的不完善、基层员工考评体系及奖惩的不合理、薪酬分配的不科学、
人才考核的不到位、薪酬管理的不完善。针对这些问题，设计了 L 公司基层员工新的
激励方案，主要从四个方面对 L 公司基层员工来进行激励，首先，健全昆山 L 公司
的绩效考核体系，通过完善考核体系这样既给了基层员工压力努力工作，同时也使员
工获得了公平性。第二，设计合理的薪酬福利体系，提升公司基层员工的工作积极性。

第三，建立以培训为基础的职业生涯开发体系，为基层员工建立以培训为基础的职业
生涯开发体系，有利于解决基层员工的后顾之忧。最后，设计激励性的工作内容，从
而提高基层员工工作内容本身的趣味性，提升基层员工的内在激励。为了更好的保障
昆山 L 公司基层员工新的激励方案的顺利实施，本文建议从企业文化保障、人员支持
保障、组织保障三个方面给予新的激励方案实施保障。

关键词：基层员工；激励；绩效考核；薪酬管理
作 者：夏 锦
指导老师：魏文斌

Research on design of the incentive program for basic level
employee in Kunshan L Company
Abstract
With the development of economy and society, the competitive environment faced by
firms are also increasingly fierce. But it is undeniable that economic competition is
gradually reflected in the science and technology competition and intellectual competition,
people as the important influence factors, is the leading role of economic competition. In
other words, the economic competition is actually the competition of human resources. As
the backbone of corporate strategy formulation and implementation, Basic level employee
play a connecting role whose work performance largely determines the development of
enterprises,so the research on how to promote middle management incentive mechanism
has a certain practical significance and value.
Based on relevant theory, taking Kunshan L company as object, summed up the
current situation of the incentive effect of grass-roots staff by questionnaire, found the
grass-roots staff believes that the overall low pay, performance appraisal system of the
company although the introduction of very early, but there are still many body system
problems, also need to intensify efforts to coordinate and amend the current performance
appraisal system. Through the analysis of enterprise research and summary, at present the
company grass-roots staff incentive exists five problems: the training system is not perfect,
the grass-roots staff appraisal system and rewards and punishments, the unreasonable
salary distribution is not scientific, talent assessment is not in place, the salary management
is not perfect. Aiming at these problems, the design of L company grass-roots staff of new
incentive programs, mainly from four aspects of the grass-roots staff incentive to L
company, L company of Kunshan first, a sound performance evaluation system, through
the improvement of evaluation system so as to basic level employee pressure to work hard,
but also enables them to obtain the fairness. Second, design reasonable salary and welfare
system, enhance the work enthusiasm of the grass-roots staff. Third, establish the system of
occupation career development to training as the basis, establish the system of occupation