Research On The Salary System Optimization Of The A University Logistics Non-staff

As an important part of the stable operation of colleges and universities,the logistics department of colleges and universities has been providing services and guarantees for the stable operation of teaching,scientific research,academic activities and other aspects.With the reform and opening up,China’s market economy has ushered in rapid development,and the operation mode of college logistics has also been socialized reform.The research object of this thesis is A university.In the process of reform,due to the lack of relevant experience,there is A big gap between the salary and treatment of employees who are employed and those who are not,and the cohesion of the enterprise gradually decreases.In order to solve the above problems,better play to the role of the compensation,in this thesis,through literature reading method,questionnaire survey method,statistical analysis,comparative research and study way,in the steady progress of logistics socialization reform of the present,on compensation management in A university in the operation of the research and analyze problems,find A college logistics company at this stage of the insufficiency in compensation system,targeted optimization scheme is put forward.During the study,based on the understanding of A college logistics company operation mode and organization structure,for the logistics company’s human resources situation and the existing compensation system of compensation is analyzed,it is concluded that the current compensation system,not make employee compensation management and completely disconnect at worker,seriously affected the company’s overall compensation system consistency,hindered the compensation each role play to this conclusion.After that,this thesis conducted A salary satisfaction survey on the nonstaff staff of logistics company of A university through A questionnaire,and found the existing problems in the salary system of the non-staff staff,the causes of the problems and the adverse effects caused by the problems.In view of the above conclusions,after clarifying the principles of this compensation design,the socialization reform and development of logistics companies and the current compensation system,in order to improve the fairness of compensation and at the same time enhance the sense of responsibility of high-level positions for the purpose of determining the compensation structure and weight;Using the element recording method,determine the various salary points and different unit values,and complete the design of the basic salary part;Starting from two aspects of monthly performance pay and annual safety benefit award,the design of performance pay is completed.Through the above three aspects,complete the logistics company compensation system optimization.Four measures are put forward to guarantee the operation of the new system.At last,this thesis summarizes the whole thesis and prospects the development of the research topic.