【摘要】：與計(jì)劃經(jīng)濟(jì)時(shí)代不同,在市場經(jīng)濟(jì)時(shí)代,員工對企業(yè)最直觀的感受是其所獲得的報(bào)酬。與70后員工不同,物流企業(yè)新生代快遞員工對于薪酬的激勵(lì)需求更為多樣化。文章在對物流企業(yè)快遞人員薪酬體系現(xiàn)狀和問題進(jìn)行總結(jié)的基礎(chǔ)上,深入剖析現(xiàn)有薪酬體系激勵(lì)效果不足的原因,提出相應(yīng)的解決對策,認(rèn)為設(shè)計(jì)全面報(bào)酬體系、多棲發(fā)展通路對于物流企業(yè)快遞人員的激勵(lì)效果更為明顯。
[Abstract]:Different from the planned economy era, in the market economy era, the most intuitive feeling of the employees is the remuneration they get. Different from post-70 employees, the new generation of express delivery employees in logistics enterprises have more diversified incentive demand for compensation. On the basis of summing up the present situation and problems of the remuneration system of express delivery personnel in logistics enterprises, the paper deeply analyzes the reasons for the lack of incentive effect of the existing compensation system, and puts forward the corresponding solutions, and thinks that the overall compensation system should be designed. Multi-perch development path for logistics enterprises express delivery staff incentive effect is more obvious.
【作者單位】： 內(nèi)蒙古財(cái)經(jīng)大學(xué);
【分類號】：F272.92;F259.23

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