在一个企业发展的过程中，如何将人才与人力资源管理的核心竞争优势发 挥到价值最大化，最大程度地激励员工，是当下企业间竞争的一大关键因素。 薪酬是企业付给做出贡献的员工的相应回报与答谢，与员工的联系最为密切。 但目前大多企业薪酬激励制度研究侧重于中高层管理者及核心员工，对基层员 工的重视程度不足，造成基层员工群体活力未被盘活，工作积极性不高，直接 影响了公司生产效率，是企业管理亟待解决的问题。 本论文是以Y公司基层职工为研究对象，围绕本公司基层职工薪酬激励这 一人力资源管理问题展开研究。论文研究了国内外薪酬激励相关文献，以薪酬 和激励相关理论为理论基础，以发现问题、研究问题、解决问题的研究思路， 选择相应的研究方法与研究工具进行研究。在研究过程中，论文根据李克特满 意度量表及Y公司的实际设计Y公司基层职工的薪酬激励问题调查问卷，对Y 公司基层职工的薪资现状和薪酬激励制度的满意度及影响因素进行调研，运用 SPSSAU软件对问卷调查结果进行数据分析。通过分析寻找现行基层职工薪酬激 励制度存在的问题，结合影响因素进行深层次的原因分析。在此基础上，结合 Y公司基层职工薪酬激励实际情况，提出针对性解决对策。 通过多方面研究，本论文认为目前Y公司的基层职工薪酬存在薪酬制度与 体系满意程度不高、薪酬水平满意度低、薪酬激励性不强、薪酬提升满意度低、 福利制度满意度低等问题，其深层次原因主要为薪酬结构不合理、激励性不强、 福利形式单一、缺乏动态调整机制。根据研究过程中发现的问题，本论文针对 性的提出了Y公司基层职工的薪酬激励方案，对基层职工薪酬结构、岗位工资、 绩效工资、奖金、津贴等方面进行再设计，注重薪酬的激励作用，在岗位工资 制度方面引入宽带薪酬，在绩效工资制度方面注重多元化考核，并丰富基层职 工的福利待遇。最后，本论文从建立健全绩效考评制度、薪酬动态调整制度、 薪酬监督机制、积极的薪酬激励文化机制四方面为Y公司基层职工薪酬激励优 化提供了保障设计。本论文的研究完善了Y公司的薪酬激励体系，不仅有利于 激发基层职工活力，更有利于吸引人才、留住人才，对公司的发展有极大促进 作用，对同类型企业的薪酬激励机制完善也提供了一定的借鉴作用和实践思路。 关键词：薪酬制度；激励机制；基层职工 II Abstract During the development of an enterprise, how to maximize the core competitive advantages of talent and human resource management to motivate employees to the greatest extent is a key factor in competition among enterprises. Salary is the corresponding rewards and acknowledgement paid by the enterprise to the employees who have contributed, and has the closest connection with employees. However, most of the current research on corporate compensation incentive systems focuses on middle and senior managers and core employees, so the lack of attention to grassroots employees has caused the vitality of grassroots employees to be not revitalized and the work enthusiasm is not high. Problems are urged to be solved. This thesis takes the basic staff of company Y as the research object, and conducts research on the human resource management problem of the basic staff compensation incentive of the company. The thesis researches domestic and foreign literature on salary incentives, which is based on the theory of salary and incentive related theory, uses the research ideas of finding problems, researching problems, and solving problems to select the corresponding research methods and research tools for research. In the course of the research, the thesis investigates the salary status of company Y's grass-roots employees and satisfaction and influencing factors of the salary incentive system based on the Likert Satisfaction Scale and the actual design of company Y's grass-roots employees' salary incentive questionnaire, uses SPSSAU software to analyze the results of the questionnaire survey, and then finds the problems of the current grass-roots employee compensation incentive system by analysis , makes in-depth cause analysis combined with influencing factors. On this basis, combined with the actual situation of the salary incentives of the company Y's grassroots employees, it proposes targeted solutions. Through various studies, this paper believes that the current Y company's grass-roots employee compensation has problems such as low satisfaction of the salary system , low salary level satisfaction, weak salary incentives, low salary improvement satisfaction, and low welfare system satisfaction. The deep-seated reasons are mainly irrational salary structure, weak incentives, single welfare form, III and lack of dynamic adjustment mechanism. According to the problems found in the research process, this paper puts forward a salary incentive plan for Y company's employees at the grassroots level, redesigns the salary structure, job salary, performance salary, bonus, allowance and other aspects of the grassroots employees, which focuses on the incentive effect of salary, introduces broadband remuneration in the post salary system, focuses on diversified assessments in the performance salary system, and enriches the welfare of grassroots employees. Finally, the thesis provides a guarantee design for the optimization of the salary incentives of the grassroots employees of Company Y by the establishment of a sound performance evaluation system, a dynamic salary adjustment system, a salary supervision mechanism, and a positive salary incentive culture mechanism. The research of this paper improves the company's salary incentive system, which is not only conducive to stimulating the vitality of Y company's grassroots employees, but also conducive to attracting talents and retaining talents. It also provides some reference and practical ideas for the same kind of enterprises. Key words: salary system; incentive mechanism; grassroots worker IV 目 录 第一章 绪论 ........................................................................................... 1 第一节 研究背景与意义 ................................................................................ 1 一 研究背景.............................................................................................................. 1 二 研究意义.............................................................................................................. 2 第二节 国内外研究现状 ................................................................................ 3 一 国外研究现状 ...................................................................................................... 3 二 国内研究现状 ...................................................................................................... 4 第三节 研究内容与方法 ................................................................................ 6 一 研究内容.............................................................................................................. 6 二 研究方法.............................................................................................................. 7 第四节 研究创新点 ........................................................................................ 8 第二章 Y公司基层职工薪酬激励机制现状 ......................................... 9 第一节 Y公司概况 ......................................................................................... 9 一 Y公司某基层产分厂职工结构 ........................................................................... 10 二 Y公司基层职工特点 .......................................................................................... 11 三 Y公司基层职工薪酬体系架构 ........................................................................... 12 第二节 Y公司基层职工薪酬激励机制现状 ..................................................13 一 基础薪酬............................................................................................................ 14 二 激励薪酬............................................................................................................ 14 第三章 Y公司基层职工薪酬激励存在的问题及原因分析 ................ 16 第一节 调查问卷的设计与实施 ....................................................................16 第二节 问卷的信度检验与效度分析 ............................................................16 一 信度检验............................................................................................................