Research On Salary Management Of Couriers Of EMS In Dezhou Post

In recent years,with the development of Internet economy,Dezhou Post EMS has achieved rapid development.At the same time,Dezhou postal service has become more and more pressured,but the management of remuneration for couriers still uses the relevant regulations many years ago,resulting in unsatisfactory salary management for Dezhou postal employees.The company's sustainable development.Under this background,this article takes Dezhou Post EMS business as an example.Through the investigation and analysis of the current EMS investment management,we find the shortage of the EMS management in Dezhou postal service.Apply the salary management theory and the scientific salary system design flow and method,Put forward a set of salary management system and system adapting to the Dezhou post EMS business.This study is a microcosm of the research on the compensation management of the investment in express delivery enterprises under the background of the highly developed e-commerce.It is an effective complement to the current research on the compensation management of the express delivery enterprises and the realization of the EMS business in Dezhou Strategic objectives provide human resources policy support.This study mainly through literature research,case studies and survey research methods.In the investigation and study,through the questionnaire survey and field investigation on the management of salary of Dezhou postal service,we understand in detail the status qua of salary management of Dezhou postal service and the satisfaction of remuneration to investment officers,and further probe into the problem of discovery Analysis,and make recommendations accordingly.On the basis of putting forward the research questions,the thesis combs the relevant theories,and then analyzes the status quo of the compensation management of the Dezhou Post EMS,and then designs the improvement plan of the compensation management of the Dezhou Post EMS.Finally,Security measures for implementing the compensation plan.The main conclusions of this dissertation are as follows:(1)By analyzing the status of the Dezhou Post EMS ambassador's salary management,it is found that the current problems lie in the mismatch between the salary system and the company's development,the unsteady salary level of ambassadors,and the withdrawal of basic salary that is used in the structure of employees.Wage,wage increase is irrational,and the external competitiveness of the pay level is not strong.The main reason for these problems is that the company's accruals for ambassadors include allowances such as vehicle subsidies.This has led to low levels of employee perception of the company's various benefits,and even thought that the company did not have corresponding benefits,and in addition,employees' length of service.The scope of wage radiation is not wide.According to the problems at the current stage,the position system must be greatly adjusted,and the position salary and level should be redesigned.The best remuneration system at the present stage is to link the business volume with the salary of the entrants,thebusiness volume is constantly changing,and the related management has not kept pace with the changes in the business volume.(2)After studying the current actual situation of the salary management of the Dezhou Post EMS,combined with the problems identified in the research and analysis,an improvement plan for the salary management of the Dezhou Post EMS ambassador was designed.The basis of program improvement design is post value evaluation,graded management of service area,and qualification evaluation of entrants.The focus of the program improvement is on the design of the rookie compensation plan and the design of the Dezhou Post EMS roster salary management system.The implementation of the Dezhou Post EMS affiliate payroll management improvement plan needs to focus on implementation timing and conditions,and clear implementation stages and processes.We also do specific protection work in terms of organizational guarantees,personnel protection,technical support,and cultural protection.