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First, China"s logistics industry Human Resource Management

(A) the logistics industry needs to be improved quality of human resources

The rapid development of education in China in the late 90s of last century, the logistics professional setting is common after a new century, China"s logistics industry and therefore there has been a large gap in talent supply and demand, coupled with our training market is relatively lag, so logistics personnel seem even more lacking. From the academic structure, the core of the national logistics industry practitioners, have college degrees accounted for only 5.62%, with a graduate degree or above accounted for 0.47%; from the title structure, the practitioners who have intermediate titles accounted for only 4.38 %, with senior technical titles accounted for 0.85%; from technical grade structure: 0.19% senior technicians account for employees, senior workers accounting for 3.06% of employees. Moreover, the logistics industry in addition to talent packaging, warehousing, distribution, transportation and other areas of shortage, a comprehensive understanding of supply chain management, more a lack of e-commerce, marketing management, third-party logistics management and other related knowledge advanced compound talents.

(Ii) logistics enterprises lack of strategic human resource management

With the steady development of the economy, the community business needs of the logistics industry rapidly expanded, resulting in the birth of a large number of logistics enterprises. The primary problem with these start-ups face is to survive, thus ignoring the capacity to manage, resulting in lack of strategic human resource management. Moreover, with the speeding development of the logistics industry, many traditional warehousing, transportation companies are positioning themselves as logistics companies, and these companies due to its conflict with the actual target, there is a big cause of randomness and arbitrariness of its human resources management decisions , and the introduction of talent to play the role of logistics personnel is greatly limited extent, the company"s human resources can not become important support to achieve strategic objectives.

(Three "not yet establish a people-oriented management philosophy

Logistics industry is labor-intensive industry, the staff are all kinds of logistics organization in the overwhelming majority of the population, but it is also stretchable groups, companies maintain, training, human resources management will invest huge costs, while the company"s human resources management is also It will bring rich rewards. Therefore, the logistics industry is the cost of human resources was able to bring the benefits of the capital, lies in how to look at the logistics organization of human resources, is not to establish a people-oriented management philosophy. The reality is that the majority of our logistics organization merely human resources as the real costs. Logistics companies to retain more talent is purely from the viewpoint of improving wages, rather than considering the needs of many people, provide more opportunities for further training and education from the perspective of employee development, and this will inevitably lead to the development of the industry, lack of motivation .

(Iv) Technical modern human resource management is not widely used

Lack of strategic human resource management, the lack of people-oriented core philosophy, resulting in the entire logistics industry, human resources management methods and techniques of the lack of implementation of the environment. Human resources management of the majority of our logistics organization only stay in the personnel management phase, in particular in recruitment, configuration, evaluation, compensation, and other aspects of self-contained within the outer flow, the lack of organic links and a virtuous circle. Some of the more popular management methods and techniques, such as human resources planning, structured interviews, assessment center, the quality of staff evaluation, training menu, balanced scorecard, key performance indicators, and other broadband pay should not be extensive, so logistics organization of human resources management incentive function greatly reduced.

(V) the lack of scientific evaluation methods for logistics personnel

Before, talent evaluation of the logistics industry is mainly from two aspects, one is in accordance with the "Logistician national vocational qualification standards" for the logistics industry professionals certification evaluation, the second is the logistics professional level exam-based, job classification for the purpose of Evaluation. Evaluation of these two areas, there are certain one-sidedness, the former too much emphasis on the basics of logistics personnel mastery, ignoring the practical requirements of the logistics industry to the occupation, which is evaluated from the perspective of job classification may give practitioners in short-term behavior is characterized by a guide, so that these people overvalue titles improve their own level while ignoring the overall quality.

Second, China"s logistics industry to promote human resources management strategy

(A) actively explore the path of culture complex logistics personnel

The current development of China"s logistics human resources are mainly concentrated in college. Training of University logistics personnel, development of the logistics discipline is mainly from two aspects: one is to make logistics engineering technical expertise to solve the logistical problems from quantitative analysis and technical point of view; the other is to make logistics management professionals, such Universities often placed under the logistics management Commerce to the next subject, to solve the logistics problem from the perspective of management science. For logistics personnel, especially senior logistics personnel training, it is necessary to pay attention to its technical nature, but also to recognize the complexity of its management, so the construction of the logistics discipline, it is necessary to absorb the theoretical results related disciplines, but also has its own development path . The logistics expertise as a relatively independent development, has its own comprehensive discipline complete theoretical system, thus cultivating compound to College senior logistics personnel offer a new idea.

(B) the establishment of a standardized and scientific logistics of human resources vocational training mechanism

In addition to relying on human resource development of logistics College, another important way is to rely on vocational training institutions. Relative College training, vocational training institutions to grasp the latest developments in the industry, you can keep abreast of the latest technology international logistics industry. However, because of its vocational training business property of a certain utilitarian tendency, training certification qualifications keen on logistics, from the vocational training track. Therefore, it is necessary to explore the establishment of a standardized and scientific logistics human resources professional training mechanism, in this mechanism, companies can take on the job training and undergo training to enhance staff learning and training through the theory and practice of combining the way; the relevant government logistics departments or industry associations should improve vocational and technical training system of the logistics industry, in addition to the importance of the training system of experimental conditions and equipment, technology, and funding, but also to develop a good training teachers, so in order to ensure that trained logistics personnel quality.

(C) logistics enterprises should be people-centered, attention to career planning

Logistics enterprise logistics use as human resources and the further development, and they should take the initiative, actively carry out the logistics of human resources career planning. Enterprises according to the employee"s personality and knowledge, for staff to develop a personalized career planning, the promotion of human resources within the long-term sustainability of a strong competitive edge, reduce the loss of a large number of corporate human resources, reduce business takes a lot of manpower, financial cost of recruitment. Career planning needs of enterprises to make a detailed human resources plan and the supporting measures, human resource management departments to be included in this work part of daily management, give them protection from the institutional and policy aspects, to promote human resource planning have order to promote long-term development of enterprises make the necessary talent pool.

(D) establish a sound scientific evaluation system of logistics personnel

China"s logistics industry at this stage there is a certain one-sidedness of evaluation practitioners talent ability, and therefore various certification bodies, especially the trade associations need to begin to strengthen the research and application of evaluation methods. Some advanced methods can learn from developed countries such as the United States personnel qualification certification of the logistics industry dominated by Logistics Industry Association, the main mechanism for the United States of Logistics and Transport Association and the American Association of Supply Chain Management, Supply Chain Management Association which focused on promoting service education logistics personnel. Supply Chain Management Association in bringing the next. United States established the logistics industry mandatory professional certification system, requires that all employees must receive vocational education stream, pass the qualifying examination before you can engage in related logistics. At present, China"s logistics industry practitioners professional competence certification system are: the Department who led national logistics vocational qualification certificate, China Business Occupational Skill Testing Guidance Center and Beijing West Triangle Business Management Training Ltd. jointly launched the national logistics administrator credentials, ILT certificate Royal Institute of logistics and transport (ILT) organizations and regional logistics personnel certification system to carry out certain areas, such as Shanghai shortage of manpower training project launched in Shanghai, the joint meeting of the office of logistics post qualifications. Departments or industry associations should be combined with the authentication system capacity requirements on logistics personnel, the ability to establish a unified evaluation system has laid a solid foundation for a series of trade aspects of the work of human resource management, but also facilitate the efficient flow of logistics personnel in our industry.

CONCLUSIONS

The existence and effective operation of the logistics industry is an important guarantee for the development of other industries, human resources and logistics management status of their own development characteristics of China Logistics Industry Human Resource Management will determine the management of the entire logistics industry has played a key role. This paper presents a series of human resource management strategies, will help to establish effective functioning of human resources management system in the entire logistics industry, and effectively support the healthy development of the logistics industry.


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