摘要:本文以人力资源管理中激励的特征以及两大核心的激励理论-马斯洛需求层次论和期望理论为基础，探讨当前物流企业人力资源管理中人员流失严重，人员结构失调的现状和传统的人事管理的模式，分析了我国物流企业中人力资源管理的具体问题所在，主要表现为：物流企业管理者对激励理念的理解不正确、激励形式单一；激励机制不完善；绩效评估不规范；人才设置不合理。针对问题以人力资源管理中的激励理论为依据，提出了物流企业管理者重树以人为本的激励理念，运用马斯洛层次论来构造构造激励机制，促使其完善；运用期望理论来构建合理的有效的薪酬体系，使得绩效评估更加有效、合理；在人才设置方面，根据马斯洛需求理论，需要建设针对性强的员工职业生涯规划和员工培训等一系列加强物流企业人力资源管理的对策和路径。
关键词：物流企业 人力资源管理 激励理论
ABSTRACT:Based on the characteristics of human resources management incentive and two core theories of motivation - Maslow's hierarchy of needs theory and expectation theory, this article discusses the current logistics enterprise human resource management: the serious loss of staff, the imbalance structure of the personnel and the traditional personnel management.At the same time this article analyzes the specific problems of human resource management in the China’s logistics enterprise, the mainly problems as follows: the logistics enterprise managers don’t have a correct understanding of the concept of incentive , and the form of the incentive is single; Incentive mechanism is not perfect; Performance evaluation is not standard; The staff can’t be setted reasonable. Finally ,based on the incentive theory of human resource management, and puts forward some countermeasures to strengthen logistics enterprise human resources management : logistics companies regain the people-oriented concept of incentives, managers use maslow's hierarchy theory to construct the incentive and diversify its forms; Using the expectation theory to construct the incentive mechanism; Applying the concept of incentive theory, build a reasonable and effective compensation system to make the performance evaluation is more effective and reasonable.n the setting of talent, according to the maslow's demand theory to build the targeted employee career planning and employee training.
Keywords: Logistics Enterprise; HRM(human resource management); Incentive Theory
