Research On Incentives Of Logistics Service Dispatch Personnel Of Tianjin University Of Commerce

The labor dispatch system is an important way to solve the shortage of logistics in Tianjin University of Commerce.At present,there are 175 dispatched employees in school labor,accounting for about 70% of the logistics staff.The vast majority of them have worked for the school for 10 years or longer.The wages and benefits of these dispatched employees,various trainings,selection and promotion,and schools Compared with the formal staff,the gap is relatively large,which seriously affects the enthusiasm and efficiency of the dispatched employees.How to reform the incentive system for dispatching employees in colleges and universities,thus mobilizing their enthusiasm for work has become an urgent problem to be solved.This paper compiles the “Satisfaction Survey of the Incentive System for Dispatching Staff of Logistics Department of Tianjin University of Commerce”,and satisfies the satisfaction survey of 120 employees dispatched by the Logistics Management Office of Tianjin University of Commerce,and selects the Personnel Department of Tianjin University of Commerce to be responsible for the management of non-edited personnel management.A total of 10 people interviewed the personnel of the logistics office,dispatched staff,etc.,and explored the perception and satisfaction evaluation of the incentive system dispatched by the labor dispatching staff of the school logistics management office,pointed out the problems and proposed improvement plans.The research in this paper draws the following conclusions: First,the dispatched employees of Tianjin University of Commerce generally have unique weaknesses such as low academic qualifications,low professional skills,scattered posts,and difficult management.Second,most employees have a weak perception of the incentive mechanism of the Logistics Management Office.To a certain extent,the current incentive mechanism of the Logistics Management Office of Tianjin University of Commerce is not effective in dispatching employees.Third,according to the overall satisfaction calculation,the average of the six dimensions of training,career planning,performance appraisal,salary,and work environment employee management are all around 3.5 points.The comprehensive situation of the satisfaction of dispatched employee incentive system in the Logistics Management Office is “No”.Too satisfied with the level.Among them,among the first-level indicators,the working environment(2.66±0.74)is the most satisfactory dispatch,especially the indicators such as “comfortable working environment conditions” and “communication with colleagues” are higher scores;the lowest satisfaction is compensation(2.13±0.84),career planning(2.23±0.43),and employee management(2.37±0.64)and other three primary indicators.The satisfaction evaluation of the two indicators of training(2.6±0.72)and performance appraisal(2.56±0.49)is at an intermediate level.Fourth,the factors that the logistics dispatch staff think are very dissatisfied and not satisfied are mainly the salary,whether it is wages and benefits,welfare policy,or the employee bonus system and the salary level of the same industry,etc.,on the “very dissatisfied” indicator.The proportion is very high,almost all of them exceed 50%.Secondly,the evaluation of “not very satisfied” in career planning is relatively high,and this part of the population is mainly the problem of professional and technical positions and management of dispatched employees.Fifth,construct countermeasures and suggestions for the construction of incentive mechanism,that is,the employee-oriented incentive concept,form a competitive employment mechanism,rationally optimize the salary structure,broaden the salary series,broaden the promotion channels for employees,and improve the employee welfare policy.