Research On Optimization Countermeasures Of Compensation System Of Guizhou LTDL Transportation Co.,Ltd

In the increasingly fierce talent competition today,whether to attract and retain high-quality employees has become the key to win the competition in China's small logistics enterprises.However,salary management,which is the cornerstone of human resource management,has not been paid attention to by enterprise operators,and the current salary system of small logistics enterprises in China is generally flawed.The compensation system of most enterprises has the following problems: first,the salary structure is unreasonable;second,the compensation fairness is not good;thirdly,the incentive function and the restraint function of salary are not unified;the fourth is the lack of effective performance evaluation system.The main reason for the above problems is the current salary standards in the logistics industry.Old,single salary structure.Therefore,how to establish a set of scientific and reasonable salary system with long-term incentive effect according to the characteristics of small logistics enterprises in our country,in order to ensure the rapid development of enterprises,has become a practical problem that needs to be solved.Based on the research of salary management theory and the specific background of small logistics enterprises in China,this paper deeply analyzes the present situation of salary system,and puts forward the design model of salary system.The representative Guizhou LTDL Transportation Co.,Ltd is selected to redesign the salary system according to the design idea of this model,and draw up a realistic and feasible new scheme.In the process of designing the new scheme,this paper divides the positions of Guizhou Longteng Daoli Transportation Co.,Ltd into job groups,job evaluation and post grade design,and designs different performance appraisal indexes and assessment methods for each post group.Setting for salary level The quantitative basis provided by this paper.At the same time,the new scheme divides all employees into four job groups(management group,business group,operation group and functional group)to design their salary structure.On this basis,the formation of this scheme has a certain guiding significance for the design of the salary system of China's small logistics enterprises.