Optimization Research On Rotation System Of Grassroots Staff In Logistics Of W Large Call Center

The rotating job system plays an important role in stimulating organizational vitality,improving organizational performance,optimizing human resources and mobilizing employees’ enthusiasm.From government staff to primary and secondary school teachers to enterprises,from the top to the bottom of the enterprise is increasingly widely used.W Company is a large-scale call center specializing in business process outsourcing service(BPO).In order to meet the needs of the rapid development of the enterprise,it implements the grass-roots personnel rotation system aiming at personnel training and mutual job reserve,which provides a large number of excellent grass-roots management personnel for the rapid development of the enterprise in the past two years.However,with the implementation of the rotation system in W company’s logistics staff,some drawbacks are gradually reflected.At present,the research on enterprise rotation system is mainly concentrated in the field of middle and senior level,and the research on grassroots staff rotation system is relatively few.Combined with the actual situation of W company,the author has made a certain degree of exploration and optimization of the rotation system of the logistics grass-roots staff in labor-intensive enterprises.The author takes the rotating job system currently implemented by W Company as the object,analyzes the existing problems and causes from the current situation of the rotation at the logistics base,and tries to propose solutions through four research methods:literature research,interview,questionnaire and statistical analysis.In order to effectively verify the feasibility of the optimization mechanism,the author adopted the form of project approval within the enterprise,carried out the pilot in a logistics department that currently executes the rotating job system,verified the feasibility of the optimization scheme by comparing the performance achievement and employee satisfaction data of the pilot and non-pilot departments,and made further iterative optimization for the problems found in the pilot.In the specific research route,the author has carried on the problem investigation,cause analysis,proposed solutions and verification steps.The research finds that the main problems in the rotation system of W Company’s logistics staff are as follows: only considering the needs of the enterprise,resulting in low enthusiasm of employees to participate in the rotation system;Employee performance appraisal difference is too small,there is the possibility of eating "big pot";There is a certain waste of human resources.The main reasons for the problem are as follows: the setting of the rotation plan neglects the needs of employees and fails to mobilize the enthusiasm of employees effectively;The definition of the job is not clear,and the performance management tools are not used effectively.Lack of support mechanisms to encourage innovation and timely correction.The solutions are as follows: we should pay attention to the needs of both enterprises and employees,add "contract system" into the current rotation system,add equity theory,two-factor theory,Maslow’s demand theory,management grid theory,performance management tools,pilot,iterative optimization and other related content,optimize the current rotation mechanism into the rotation contract system.By adding the contract system to the rotating job system,this paper puts forward some solutions to the common problems of waste of human resources and low enthusiasm of employees in the rotating job system.