The Study On Post-class Compensation Of State-owned Logistics Corporation

As China's state-owned enterprises have the prevailing problems in salary distribution mechanisms, the state-owned logistics companies are not exceptional, such as pay-distribution mechanism unclear, the low degree of marketization in pay system, the egalitarian tendencies in distribution , complicated but less incentive in pay projects.The state-owned logistics enterprises have a lot of opportunities and challenges now. As to hold and enhance the core competitiveness, the state-owned enterprises not only need to retain the excellent personnel in the operating and technical field, but also need to create good conditions to attract the talented people outside. Therefore, it is very important to speed up reforms in the income distribution system in order to establish and improve a variety of enterprise incentive mechanismoPay system design and management should be a dynamic process. That is because the internal and external environment of the organization are undergoing an unforseen change, and therefore the pay system must be based on control and adjustment all the time. Establishing a staff-oriented, internal-equal and external-equal pay system, so that make employees feel that their contributions have adequate returns and then can effectively attract, motivate and retain staff to achieve business goals.This thesis hopes to study the pay system of state-owned logistics companies, in conjunction with domestic and international companies with the industry experience remuneration system in a fair and efficiency at the core, the use of the incentive and restrictive mechanism, the competitive market economy, relying on statistical analysis methods at the design of remuneration for the establishment of a viable, efficient staff lay a solid foundation for the system.