The Research On The Optimization Of Incentive System For External Employees Of J University Logistics Group

All along,college logistics has been playing an extremely important role,it is not only responsible for the teaching and research and teachers and students service,but also plays a decisive role in the work of college education.The quality of the overall logistics work of colleges and universities is directly related to the development of colleges and universities.For the "double first-class" construction colleges and universities,it has become the vision of the logistics group to provide first-class logistics services for the construction of world-class universities with distinctive characteristics.With the socialization reform of logistics in colleges and universities,great changes have taken place in the employment mode of logistics groups in colleges and universities.External employees have gradually become the main body of staff in logistics groups,and their roles and roles have become increasingly prominent.The level of logistics service can directly depend on the enthusiasm of external employees.In view of various factors,many college logistics do not pay much attention to the incentive of external staff.Due to the lack of effective incentive mechanism,the low enthusiasm and incorrect working attitude of this group have been caused,and the instability of external staff has seriously affected the overall service level of the logistics group,which runs counter to its own vision.In this context,the importance of external employee motivation is gradually emerging,which requires logistics groups to attach importance to the incentive work of external employees,fully understand and grasp the needs of this group,and optimize the problems existing in the incentive system,so as to improve them on the whole and make them play a greater role in the work.To make it play a bigger role,improve the level of logistics services,and promote high-quality development of logistics.Firstly,the paper emphasizes the background and significance of the topic selection,research methods and ideas,as well as relevant literature reviews;Secondly,a questionnaire survey was conducted to investigate the situation of J University Logistics Group and the current status of the incentive system for external employees.Based on this,a thorough study was conducted on the main problems and causes of the incentive system for external employees;Finally,the incentive system for external employees of J University Logistics Group was optimized,and the implementation process was determined and corresponding safeguard measures were proposed during the implementation.This article is based on the theoretical foundations of demand hierarchy theory,fairness theory,and other theories in the field of motivation,and uses empirical analysis to conduct a systematic and in-depth analysis of the incentive mechanism for external employees of logistics groups.We have thoroughly studied the topic of optimizing the incentive system for external employees in university logistics groups,with J university logistics group’s incentive system as the main content.We have a comprehensive understanding of the current situation of the incentive system for external employees in logistics groups,and have a complete understanding of the problems that arise.Based on these problems and their causes,we have proposed some targeted solutions.