摘要
摘要
供电公司属于知识和技术密集型企业，且基层员工数量众多，在其所有职工中占比
较大，许多关键性工作需要积极发挥基层员工的作用才能更好地保持企业稳定发展。所
以，对供电公司基层员工激励机制进行探讨，能够有效地找出激发基层员工工作热情的
方式，提高其工作效率，为企业创造更多的价值。K供电公司是国家中型一类供电企业，
肩负着为 K市人民提供安全、环保、高效的供电服务的职责。公司 50%以上的员工都
属于基层员工，用工形式分为正式合同工、劳务外包临时工和农电工三种类型。
本文通过文献资料、问卷调查、归纳分析等手段，首先探讨了写作的背景、意义，
并通过文献资料法梳理了相关理论知识和成果；其次对 K供电公司的基本情况、基层员
工的基本信息及现行的基层员工激励机制进行了分析，明确了 K供电公司基层员工工作
性质和特点；再次结合问卷调查法明确基层员工对其激励机制的反馈，找出了其中的弊
端和不足，主要有薪酬激励无法反映员工能力和业绩；绩效考核不规范，难以体现公平；
培训不够深入，专业技能培训不足；基层员工对企业文化认识不足；另外，分析了国内
外优秀供电企业在基层员工激励机制方面的先进经验；最后通过理论联系实际，遵从稳
定性、系统性、人文主义、物质与精神共同激励以及正负向激励手段双管齐下的原则；
坚持在了解基层员工需求的基础上，结合企业发展实际，基层员工工作特点，学习先进
经验来改善自身基层员工激励机制的思路。从薪酬、福利、绩效考核、职业发展、培训
以及企业文化六个层面来优化 K供电公司基层员工激励机制。
通过本文的探讨，能够在一定程度上为 K供电公司改善基层员工激励机制提供一些
理论指导。对 K供电公司基层员工激励问题进行深入探讨，找出其中的弊端，并据此提
出改善策略。不仅能够帮助其有效地开发基层员工潜力，提升基层员工的工作效率，进
而提高企业经营效益，推动企业快速成长；而且还可以通过薪酬、福利、科学的培训和
职业规划，提高员工的个人水平和综合技能，在工作中提高能力来实现人生目标，最终
实现员工个人和企业发展共同进步。
关键词：绩效考核；激励；基层员工；薪酬；企业文化
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摘要
ABSTRACT
Power supply company belongs to knowledge and technology intensive enterprises and grass-roots
staff quantity is numerous, in all of its employees is large, many critical work need active play to the role of
the grass-roots staff in order to better maintain the stable development. So, discusses power supply
company grass-roots staff incentive mechanism, can effectively arouse the employees work enthusiasm,
improve the work efficiency and create more value for the enterprise. K power supply company is the
national medium-sized type of power supply enterprise, is shouldering the provide K of the municipal
people's safety, environmental protection, high efficiency of power supply service duties. More than 50%
of the employees belong to the grassroots employees, employment forms can be divided into formal
temporary workers and contractors, service outsourcing NongDianGong three types. The grassroots
employees with ageing, work has a certain risk and mostly in the male staff, etc.
This article through the literature material law, questionnaire, inductive analysis and other research
methods, first discusses the writing background, significance, and through the literature material method
combing the relevant theoretical knowledge and achievements; Second to K power supply company's basic
situation, the basic information of the grassroots employees, and the current grass-roots staff incentive
mechanism are analyzed, and clear the K power supply company grass-roots staff work nature and the
characteristic; Again combined with questionnaire survey clear grassroots employees on the incentive
mechanism of feedback and finds out the disadvantages and shortcomings, which mainly include salary
incentive can't reflect the employees ability and performance; Performance appraisal is not standard,
embody fairness; Training is not enough in-depth, lack of professional skills training; Junior staff
understanding of corporate culture; Again, analyzes the domestic and foreign outstanding power supply
enterprises in the advanced experience of the grass-roots staff incentive mechanism; Finally, theory with
practice, to comply with the stability, systemic, humanism, material and spiritual incentives and the
principle of positive and negative incentives to both; Insist on the basis of the knowledge demand of
grass-roots workers, according to the development of the enterprise, grass-roots staff working
characteristics, learning advanced experience to improve grass-roots staff incentive mechanism is
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