All parts of the country are consignedThe time of the foreign province is limited

The logistics industry is a very promising industry, known as the "third profit source". Meanwhile, the logistics industry is also knowledge-intensive

And technology-intensive, capital-intensive and labor-intensive services in an export-oriented and value-added service industry. Chinese financial book

The flow of business, information flow and capital flow throughout the logistics industry are always in each link. Therefore, the requirements of personnel are compared

High. From the perspective of financial analysis, the cost of logistics industry constitutes a large proportion of human resource cost.

The enterprise in the case is the main business of warehousing and warehousing, and the warehouse keeper is the majority, the wage adoption is still a transmission

The fixed wage system of the system, the employee enthusiasm is low. The problem they face is a problem that is common to many businesses at the moment: first

No performance management; Second, the remuneration system does not have the market competitiveness; Third, it doesn't let employees and employers achieve a win-win situation.

The reason why there is no performance management is that the company thinks the assessment is troublesome.

Performance management mainly includes the following objectives: 1. Determine the range of salary increase, 2. Determine employee's training 3.

4. Investigate the performance of employees and determine promotion. 5. Improve the team's overall ability. In the performance appraisal of the custodian, in the indicator setting

It should be a combination of "soft and hard". Soft indicators refer to the assessment of employees' ability and spirit of cooperation, such as teamwork spirit and departmental association

Adjustable ability. But there must be some hard and fast indicators to support the whole assessment system (i.e., quantitative indicators). If customer satisfaction should be with the inside

External customer complaints specific complaint times combined.

The second and most competitive compensation mechanism is not only the higher salary, but the following trends:

1. Total compensation. Traditionally, compensation is a salary that refers to material meaning only, but it increases as the employee demands it

The satisfaction of enterprises is not limited to the salary of monetary form, but also the incentive, training and promotion of the spirit of enterprise improvement

Opportunities, etc.

2. Performance pay is more attractive. Simple pay is not dynamic. Perhaps the entry of a good employee might initially be

Because of the attractive salary, but over time, employees are not motivated by the spirit and still give birth to many hugs

Hatred. Only when the performance and salary are effectively linked together, is the vitality. Wait. Focus on team strength. Any company inside

There are different teams, organized as well as organized, and made up of a project. To effectively achieve organizational performance

Should give full play to the strength of the team and should play the role of the team at the same time.

3. Broadband compensation. The traditional salary is designed and the promotion of the position is directly linked to the salary, leading to the pursuit of the position within the enterprise

It ignores the ability to improve. And the design of broadband pay makes the enterprise employee pay more attention to the ability enhancement and individual development, at the same time

Broadband pay also provides a broader space for personal development.

4. Transparency of remuneration participation.

Many companies have been implementing the "back-to-back" pay system, which is seen as a big no-no. but

There are more calls for pay to be made public and transparent. The reason for transparency is the pay of secrecy

The system gives a big discount to the incentive to pay. Moreover, companies that practice secrecy pay often have such a phenomenon: intense

The psychology of curiosity allows employees to ask about their colleagues' wages through various channels, so that the newly established pay can soon become transparent

It is hard to prevent this from happening, even with strict confidentiality regimes. Since confidential compensation is not confidential, it is better to direct it

Use transparent compensation.

Once transparent, it means that companies have more courage to declare their confidence in a pay system. Wages have their own

Makes sense.

In order to make the salary system make employees happy