Study On Inner Mongolia 3PL Enterprises Of Human Resources Development

In the early 1960s, the economic center of major developed countries began to lean towards service industry. At present, added value of services accounted for the GDP has reached above 60% in the world, above 70% in the main developed countries, even in the low and middle income countries, also has reached 43%. Compared with developed countries,by 2010, the share of services in our GDP is only 42.6%. To be a new industry in services, the third-party logistics(3PL) in developed countries has been developed into a comparatively mature stage. However, compared with developed countries, 3PL in our country are more backward and still at an early stage. The exploration of the third party logistics in China started in the late-mid 19th century and the theory study of it is still not deep, so successful third-party logistics service providers are few in number. At present, most of the service companies that claim by themselves to be 3PL are derived from such starting points as traditional warehouse, transportation and freight forwarder, inevitably existing disfigurements of planned economic system. In these enterprises, the business concepts are backward; the level of applying information and network technology is low; the division of vertical is serious; their resources integrate not enough; their functions are relatively undiversified; the response speed to the market is slow; they can't meet the requirement of clients; and professional personnel are not enough. All those are barricades for their development. With an influx of foreign third-party logistics enterprises, logistic industry will be confronted with more drastic competition. To survive in the competition, domestic TPL corporations should formulate a long-term plan. Especially, making every effort to exploit human resources is crucially important for them. As restricted locality, economic conditions and other factors, the development of third-party logistics enterprises in Inner Mongolia is more laggard. There are a lot of factors that create the backwardness of TPL corporations'development in Inner Mongolia region. But shortfall in human resource development and low level of human resources management are two key factors that limit the development o four region's third-party logistics.Based on the industry characteristics 3PL companies and the unique features of human resource in 3PL companies, this paper, which takes 3PL enterprise's human resources in Inner Mongolia as its object of research, referring to the theory of human resources management with manufacturing as subjects, from both the macro and micro levels, attempts to systematically analyze the current situation of human resources of Inner Mongolia's 3PL enterprises according to its present state of logistics, then approaches measures that are suited to the development of 3PL enterprise's human resources in Inner Mongolia from a theoretical prospect.First, in this paper, the current situation on the development of 3PL enterprises'human resources in Inner Mongolia is analyzed. Second, two analytical skills, PEST and SWOT are used to analyze and evaluate the factors that affect the development and the aggregate phenomena of 3PL enterprises'human resources in Inner Mongolia. Third, gray model is adopted to predict Inner Mongolia 3PL enterprises'need of talented person in quality. Then we find that the supply of in Inner Mongolia 3PL enterprises'talented people is seriously inadequate. Fourth, at macro level, this paper proposes a Trinitarian mode of human resources development,"college-business-government"; at micro level, it put forward suggestions on development of human resources in terms of personnel using and retaining. Finally, the author analyzes the development of human resources in the light of the current situation of human resources development of Inner Mongolia express delivery company, as a representative type of 3PL enterprises, and provides some suggestions and countermeasures on how to develop human resources.