分类号 U D C
密级编 号
专业硕士学位论文
RY 供电公司基层员工激励体系优化研究
Research on the Optimization of the Motivation System for Grassroots
Employees in RY Power Supply Company
学位申请人： 鲁政
指 导 教 师 ： 吕丽副教授
合 作 教 师 ： 张少博高级管理师
专 业 领 域 ： 工商管理
学 位 类 别 ：工商管理硕士
2022 年 12 月 独创性声明
本人声明，所呈交的论文是我个人在导师指导下完成的研究工作及取得的研
究成果。据我所知，文中除了特别加以标注和致谢的地方外，不包含其他人已经
发表或撰写过的研究成果，也不包含为获得河南科技大学或其它教育机构的其他
学位或证书而使用过的材料。与我一同工作的同志对本研究所做的任何贡献均已
在论文中作了明确的说明并表示了谢意。
研究生签名：
日期：2022 年 12 月 9 日
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研究生签名： 导师签名：
日期：2022 年 12 月 9 日 摘要
摘要
随着国家治理体系的不断发展，企业也需要逐步提升自身的人力资源管理能
力。最为核心的就是如何激发企业员工的工作积极性，使企业能够更加健康持续
发展。利用激励相关的先进理论对企业现有的激励体系进行改进，对于激发基层
员工工作积极性、提高工作效率，进而提高企业本身的核心竞争力，是十分必要
且迫切的。
本文以 RY 供电公司为研究对象，通过阅读文献、检索资料，参考经典激励
理论，了解国内外中小企业基层职工激励的最新进展。随后，通过问卷调查和实
地调研，对RY 供电公司员工目前的激励措施进行了基层调查。然后对收集到的
数据进行了系统分析，了解基层职工在现行激励制度中需要改进的方面，找出了
RY 供电公司基层职工激励存在的以下问题：薪酬分配不合理，绩效考核与实际
脱节，培训安排混乱，晋升机会不明确，管理层与员工沟通渠道受阻。针对RY
供电公司的具体情况，分析了薪酬制度不公平、对基层员工参与不够重视、忽视
基层员工培训和技能提升要求、管理层对员工交流不够重视等原因。针对问题和
原因，提出了四个解决办法：一是建立顶层与基层的沟通渠道，打通各部门交流
壁垒；二是细化绩效考核等级，及时反馈评价结果；三是合理分配培训指标，公
开各岗位晋升条件；四是完善薪酬发放依据，设立个性化福利。希望通过本文的
研究，能够对RY 供电公司基层职工激励体系优化有所帮助，同时，对同类企业
基层职工激励提供借鉴和参考。
关键词：激励体系；基层员工；绩效考核；供电公司
论文类型：应用类
选题来源：其他
I ABSTRACT
ABSTRACT
With the continuous development of the national governance system, enterprises
also need to gradually improve their human resource management capabilities. The
most important thing is how to stimulate the enthusiasm of employees, so that the
enterprise can be more healthy and sustainable development. It is very necessary and
urgent to improve the existing incentive system of enterprises by using the advanced
theories related to incentives to stimulate the enthusiasm of grass-roots employees,
improve work efficiency, and then improve the core competitiveness of enterprises
themselves.
This paper takes RY power supply company as the research object ， through
reading literature, searching materials, and referring to classical incentive theory, this
paper aims to understand the latest development of motivation for grass-roots
employees in SMEs at home and abroad.Subsequently, through questionnaires and field
investigation, the current incentive measures of employees of RY power supply
company were investigated at the grass-roots level. Then, the collected data were
systematically analyzed to understand what links of the current incentive system for
grass-roots workers need to be improved, and the following problems in the incentive of
grass-roots workers in ry power supply company were found: unreasonable salary
distribution, disconnection between performance assessment and reality, chaotic training
arrangements, unclear promotion opportunities, and blocked communication channels
between management and employees. In view of the specific situation of RY power
supply company, this paper analyzes the unfair salary system, the lack of attention to the
participation of grass-roots employees, the neglect of the training and skills
improvement requirements of grass-roots employees, and the lack of attention paid by
the management to employee communication. In view of the problems and reasons, four
solutions are proposed: First, establish communication channels between the top and the
grass-roots level, and break through the communication barriers of various departments;
The second is to refine the performance appraisal grades and feed back the evaluation
results in a timely manner; The third is to reasonably allocate training indicators and
publicize the promotion conditions of each post; Fourth, improve the basis for salary
payment and set up personalized benefits. It is hoped that through this study, it can be
helpful to optimize the incentive system for grass-roots employees of RY Power Supply
Company, and provide reference for similar enterprises.
II ABSTRACT
KEYWORDS:Incentive mechanism；Grassroots employees；Performance appraisal；
Power supply company
Dissertationtype:Application
Subjectsource:Other
III