Reseacher On Staff Incentive Mechanism Of H Logistics Limited Liability Company

Recent years, logistics enterprises, as the main body of emerging market economy, have promoted social economy development more obviously. At present, our country’s logistics enterprises has entered the growing period, forming a "four feet tripartite confrontation" pattern which contains the traditional transportation, warehousing, trade and freight enterprise. But the lack of logistical talent and being defective in enterprise staff incentive mechanism have become important bottlenecks for China’s logistical enterprise and the development of logistical industry.Taking H Logistics Limited Liability Company as the research object, which is based on literature research, field investigation and case interview, specific analysis of the enterprise employees incentive current situation and characteristics. And from Organizational Behavior, the Theory of Principal-agent, Prospect Theory and reality of the enterprise development’s present situation, the importance to the enterprise on building scientific staff incentive mechanism is elaborated. Then on the basis of reference to predecessors’ research results, taking the company’s reality into account, enterprise employees incentive factors can be divided into payment, growth, achievement, fame and environment five factors of24indicators. Through the reliability analysis, contingency table analysis and factor analysis, the enterprise’s poor incentive performance is measured, which includes enterprise empolyees’s complaint on the company’s performance appraisal, salary and welfare and personal development.Therefore, H Logistics Limited Liability Company employee incentive mechanism gets built from the following four angles. Firstly, in performance management aspect, respective designs the360-degree evaluation method and key performance indicators evaluation method. Secondly, in salary and welfare, advocating to establish the competitive remuneration system, change the pay structure, rich wage content and improve the welfare benefits of wages. Thirdly, establishing systematic training mechanism and adopting career achievement motivation to promote employee individual development. Ultimately, based on the collaborative theory, a three-part enterprise employees joint incentive mechanism is built, which involves enterprise management, human resources department and staff individuals.