Taking A Logistics Company As An Example To Explore The Reform Of The Salary System Of Small And Medium Sized Logistics Enterprises

With the rapid development of economic globalization and information technology,China's good market environment has attracted a large number of foreign enterprises with strong strength,in the Chinese market to occupy a place.On the one hand,the entry of foreign enterprises to a certain extent,led to the rapid development of China's logistics enterprises,on the other hand,it will also affect the development of logistics enterprises in China because of technical factors and cost factors.For small and medium-sized logistics enterprises in the fierce market competition within the enterprise business development is affected by the positive situation,the development of enterprises is restricted,appear high staff turnover,recruitment difficulties and other practical problems,the survival of small and medium-sized logistics enterprises are facing severe challenges.Want to gain a firm foothold in the fierce market competition,as a small and medium-sized logistics enterprises,the main problem is to retain talent,pay structure as the most fundamental elements to retain talent,become the key to win the competition.The author in the process of investigation and analysis,that the current small and medium-sized logistics enterprise salary system has the following problems: first,the unreasonable salary structure;second,poor salary fairness;thirdly,the incentive function and restraint function of lack of unity;fourth,lack of effective performance evaluation system.To solve the above problems,this study uses the method of comparative analysis,survey research and empirical analysis method,field investigation method and theory of system analysis,find out general rules of logistics enterprise salary change,take A logistics company as an example,identify research entry point and complete compensation change system design,to meet the the structure of system development.The research contents are as follows: firstly,expounds the research background and specific meaning,determine the research object and research methods,including the specific framework of the whole paper;secondly,summarizes the relevant theories of compensation change,once people identify key research achievements and experiences in the problem,clarify the relationship between the third systems;the current situation,that China's small and medium-sized logistics enterprise salary system,analyzes the existing problems and the construction of compensation system model,lay the foundation for this study;fourth,to A logistics company as an example,find a point of entry,and then complete the design process of salary system;fifth,evaluation and analysis,application the effect of the compensation system of inspection,the final guidance practice process of salary system optimization.The results show that the new scheme in the specific application are very effective,practical problems of A logistics company changed the traditional state compensation system faced,overall optimization,reducing staff turnover phenomenon,and can attract logistics personnel,the child is father of the man,really for the construction of the salary system of China's small and medium-sized logistics enterprises to provide experience.