重庆理工大学
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日期：2022年 5月 21日
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日期：2022年 5月 22日

摘
要
摘要
当前，我国国有企业深化改革进入关键阶段，生态环境的治理工作更是开展得如
火如荼，因此，作为环境治理类国有企业的 DC公司在改革进程中强基固本就尤为重
要。但 DC公司作为传统国有企业，在人力资源管理方面显得比较僵化，尤其是在员
工激励方面更显乏力，无法满足现代企业高速发展的要求。如何通过制定行之有效的
激励管理方案，提高员工的管理水平从而推动企业良性发展是目前亟需解决的重要问
题。
本文将以 DC公司基层员工激励方案为研究对象，对国内外相关文献和理论基础
进行梳理，结合 DC公司激励现状和实地走访调查，采用文献综述法、问卷调查法、
案例分析法和定量分析法等研究方法，沿着“发现问题-分析问题-解决问题”的研究路
线，对激励管理的四个方面进行深入研究，分别从薪酬制度、绩效考核、培训激励和
晋升考核四个方面进行调查和分析，发现了四个方面的问题，即：薪酬体系不能发挥
激励作用、绩效考核不能反映真实情况、培训密度过高缺乏针对性、晋升通道不畅公
平性不足。
本文运用相关理论结合多种分析方法，发现激励方案四个方面问题存在的原因，
要改善 DC公司激励方案存在的问题，就必须针对性地定制优化措施，从优化薪酬结
构、量化绩效考核细则、完善培训激励办法、畅通晋升渠道和塑造良好的企业形象五
个方面入手，优化改进 DC公司激励方案。在此基础上，为保障激励方案优化措施有
效落地，完善了相应的保障措施。
关键词：国有企业；基层员工；激励方案
I

Abstract
Abstract
At present, China has entered the critical stage of the deepening reform of
state-owned enterprises, and the governance of ecological environment is in full swing.
Therefore, it is particularly important for the DC company, as the state-owned enterprise of
environmental governance, to lay a solid foundation in the reform process. However, as a
traditional state-owned enterprise, the DC company is too rigid in human resource
management, especially in terms of employee incentive, which cannot meet the
requirements of the rapid development of modern enterprises. It is a matter of utmost
importance that needs to be solved is how to inspire the enterprise to improve the
management level of the employees through formulating effective incentive management
plan, thus promote the benign development of the enterprise.
This paper takes the grassroots employees’ incentive program of the DC company as
the research object, based on both domestic and foreign relevant documents and theoretical
basis, and in combination with its current incentive system and field visit research, to
conduct an in-depth study of the four aspects of incentive management along with the
research route "Finding Problems-Analyzing Problems-Solving Problems". Through
investigating and analyzing the four aspects of salary system, performance evaluation,
training incentive and promotion assessment, four critical problems from different sides
have been identified, namely the salary system cannot play an incentive role, the
performance evaluation cannot reflect the real situation, the training frequency is too high
and lack of pertinence, and the promotion channel is comparatively unsound and unfair.
This paper uses four methods of the literature review, questionnaire survey, case analysis
and quantitative analysis.
In this paper, related theory and a variety of analysis methods are combined to use to
investigate the root causes of four existing problems of the incentive plan in the DC
company. In order to effectively improve the existing problems, a series of customized
optimization measures must be set from adjusting the salary structure, quantifying the
performance evaluation articles, perfecting the training incentive method, and opening the
promotion channels and establishing good corporate image, and furthermore to optimize
and improve the DC company incentive scheme. On this basis, the safeguard measures
should be accordingly improved to ensure its effective implementation of the optimization
measures of the incentive plan.
III
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