随着我国整体经济快速发展、供给侧改革不断加深，市场中企业间竞争日益激烈。在企业持续发展的过程中，人力资源管理的局限性逐渐突出。人力资源作为组织持续发展的核心资源，充分研究把握员工绩效管理及激励问题对企业发展具有显著的必要性，研究具体企业基层员工的绩效激励体系对企业在人力资源实践管理具有较好的指导参考意义。

本文以广东A公司为研究对象，针对企业实践层面的员工绩效激励管理问题，以绩效激励理论为指导，采取文献研究、案例分析和统计分析相结合的方法，对广东A公司内部基层员工绩效考核激励管理进行针对性研究，分析企业当前整体发展、人力资源管理现状以及绩效激励管理的问题，深入总结广东A公司员工绩效激励体系的现状存在的问题及产生的原因。同时，针对具体问题基于A公司发展情况及资源优势形成对企业在绩效激励体系构建及方案实施上具有针对性的优化对策及建议，最后从物质投入、组织架构调整、文化构建等方面形成对广东A公司基层员工绩效激励体系实施的保障措施，切实为企业进行人员绩效改进、薪酬分配、员工积极性激励等管理提供了参考依据。基于本文总体研究，提出企业基层员工绩效激励体系的管理研究需要从系统化思路入手，结合企业资源及管理现状，充分发挥企业管理层、组织架构、制度、文化、物质基础等资源优势，将员工激励管理切实融入到企业战略布局及经营管理中。

With the rapid development of my country's overall economy and the deepening of supply-side reforms, competition among enterprises in the market has become increasingly fierce. In the process of sustainable development of enterprises, the limitations of human resource management have gradually become prominent. Human resources are the core resources for the sustainable development of the organization. It is necessary to fully study and grasp employee performance management and incentive issues for the development of the enterprise. Research on the performance incentive system of specific enterprise grassroots employees has a good guide reference for the enterprise in the management of human resources. significance.

This article takes Guangdong A company as the research object, and aims at the employee performance incentive management issues at the corporate level. Guided by performance incentive theory, it adopts a combination of literature research, case analysis and statistical analysis to evaluate the performance of basic employees in Guangdong A company Incentive management conducts targeted research, analyzes the current overall development of the enterprise, the status quo of human resource management and performance incentive management issues, and deeply summarizes the existing problems and causes of the status quo of the employee performance incentive system of Guangdong A company. At the same time, in response to specific problems, based on the development of company A and the formation of resource advantages, targeted optimization strategies and suggestions for the construction of the company’s performance incentive system and the implementation of the program were formed. Finally, it formed a response to Guangdong in terms of material input, organizational structure adjustment, and cultural construction The guarantee measures implemented by the performance incentive system of company A’s grassroots employees have effectively provided a reference for the company to conduct personnel performance improvement, salary distribution, and employee motivational incentives. Based on the overall research of this article, it is proposed that the management research of the basic employee performance incentive system of the enterprise needs to start with a systematic approach, combine enterprise resources and management status, give full play to the resource advantages of enterprise management, organizational structure, system, culture, and material foundation, and integrate employees Incentive management is effectively integrated into the company's strategic layout and business management.