Research On Motivation Mechanism For Supernumerary Staffs In E-college Logistics

Incentive research on university logistics supernumerary staff has a profoundsignificance of theoretical research and practical exploration. The university logisticsservice undertakes many basic security tasks of teaching, scientific research and so on.With gradual improvement of socialist market economy, supernumerary staff is the mainbody of university logistics human resources, whose performance directly affectsthe actual benefit of university logistics. Under the new situation, university logisticshas already faced important issues, such as establishing positive and reasonableincentive mode, fully stimulating their working enthusiasm, developing their creativityand maintaining strong vitality and competitiveness.Based on reading of literature and theory and research on incentive problems ofuniversity logistics supernumerary staff, first explores research content and objectconcerning this topic and analyzes their characteristics, common demands and existingproblems of incentive management from the perspective of theory research. Byquestionnaire survey to146supernumerary staff of E university logistics servicecompany, secondly systematically summarizes practical incentive measures of Euniversity logistics taken for its supernumerary staff and analyze their characteristicsand main existing problems in the incentive aspect in detail. Last puts forward effectiveincentive forms suitable for them, optimizes their incentive system and establishconstraint mechanisms for their incentive on the basis of comprehensive theoreticalresearch and empirical research achievements and by focusing on the use of incentivetheory to explain results.It is a complicated systematic project to establish a scientific and reasonable incentive system of university logistics supernumerary staff. On the basis of thesummary, the thesis puts forward some suggestions: First have a correct view of thissupernumerary group. They are an integral main body of university logistics.Meanwhile, their mobility should be treated objectively and the key to their stability isto keep that of20%core employees. Secondly pay attention to a comprehensive use ofincentives. Inspiring their work enthusiasm and creativity depends on thecomprehensive use and mixture of various incentives, especially three incentives likematerial, development and emotion. Next pay attention to incentive by classificationand gradation. Different incentive measures should be taken for them according todifferent needs of different posts and different age groups, particularly emphasizingdifference incentive to key employees and ordinary front-line employees. Last payattention to the role of constraint mechanism. A suitable constraint mechanism shouldbe established for them and an incentive mechanism implemented together with it toplay better function and effect and realize optimal allocation of human resources.