Study On Effect Of Deliveryman's Performance Pay In Tobacco Commercial Enterprise

Not satisfied with the staff, there are no satisfied customers, and companies would be unable to maintain the advantage of talent in competition. In order to improve customer satisfaction and maintain a competitive advantage, enterprise should improve employee satisfaction firstly. Salary is the main source of income for employees,it determines the employee's standard of living of individuals and families, and also connect with the employee attitude, job performance closely. The incentive salary is one of necessary conditions to improve staff Satisfaction. The purpose of this dissertation is to find the methods which can judge the performance pay is incentive or not and the level of effects of performance pay, and then according to the problem, optimize the performance evaluation and calculation in the enterprise, making the performance more incentive.According to the situation of deliveryman in Chongqing tobacco logistics company, this dissertation study on the evaluation of performance and the effect of performance pay in tobacco commercial enterprise.Author consider that on the condition that do not consider the impact of other payment on staff's motivation, the incentive of performance pay depends on employee's expectations on the pay for performance (ie expectations of performance pay). And this expectation is based on objective evaluation of the work has been completed. When actual performances pay lower than expected, the performance pay has no incentive; on the contrary, it does. According to this idea, firstly,this thesis starting from the aspects which impact on the employee's expectations on performance pay, construct the evaluation index system of expectation on performance pay by AHP, and this article obtain the staff expectation of performance pay model which can calculate the expectation of performance pay of staff in future periods. And then, according to the Black-Scholes model, this dissertation obtains the incentive of performance pay decision model, which can judge whether a particular phase of performance pay is incentive or not. At the same time, this paper also proposed the decision tables to judge the level of incentives of performance pay, making up the shortcoming of the incentive of performance pay decision model, which cannot judge the level of performance pay incentive, further. Finally, based on empirical research, the paper also proposed the performance pay gap model ,the gap between the actual performance pay and the exception of performance pay of staff. It provide the generalized solution of bridging the gap between the actual performance pay and the exception of performance pay of staff, and a guideline to deal with the problem of performance incentive totally.The expectation performance pay model and the incentive of performance pay decision model and the performance pay gap model has overcame the shortcomings of the previous studys which depend on qualitative researches too much. According to the empirical research, it confirmed that the expectation performance pay model and the incentive of performance pay decision model have the feature of high accuracy and practicability. This model are providing theoretical foundations to the human resource management,the construction of employee's salary system, researching on staff performance appraisal,and effects of performance pay in the logistics industry as well as in other industries.