中国物流行业薪酬解析(2013)

物流行业薪酬调查报告物流行业薪酬调查报告近年来，随着电子商务的蓬勃发展，物流行业迎来了快速增长的机遇。

然而，随之而来的是对物流从业人员的需求日益增加，对薪酬待遇的关注也日益提高。

为了深入了解物流行业的薪酬现状，我们进行了一项调查。

调查对象涵盖了物流行业的各个岗位，包括物流经理、仓库管理员、配送员等。

我们采用了问卷调查的方式，共收集到了500份有效问卷。

通过对这些数据进行统计和分析，我们得出了以下结论。

首先，物流行业的薪酬水平整体较为稳定。

根据我们的调查数据显示，物流行业从业人员的平均薪酬在每月5000-8000元之间。

当然，这个范围是根据不同岗位的平均薪酬计算出来的，并不代表所有从业人员的实际情况。

但总体来说，物流行业的薪酬水平相对较高，与其他行业相比具有竞争力。

其次，物流经理的薪酬较高。

根据我们的调查数据显示，物流经理的平均薪酬在每月8000-15000元之间。

这是因为物流经理在企业中扮演着重要的角色，需要承担更多的责任和压力。

他们需要协调各个环节，确保物流运作的顺畅和高效，因此薪酬水平相对较高也是合理的。

另外，我们还发现配送员的薪酬相对较低。

根据我们的调查数据显示，配送员的平均薪酬在每月3000-5000元之间。

这是因为配送员的工作相对较为简单，主要负责将货物送到指定地点，对于技能和经验的要求相对较低。

但是，随着电商行业的兴起，配送员的需求量也在增加，一些企业会提供额外的福利和奖励来吸引和激励配送员。

除了薪酬水平外，我们还调查了物流行业从业人员对薪酬待遇的满意度。

根据调查结果显示，大多数从业人员对自己的薪酬待遇表示满意。

他们认为物流行业的薪酬水平相对较高，能够满足他们的生活需求。

然而，也有一部分从业人员表示对薪酬待遇不满意，认为自己的付出与回报不成正比。

这表明在物流行业中，薪酬待遇仍然存在一定的差距，需要进一步改善和调整。

最后，我们还调查了物流行业薪酬与工作经验之间的关系。

根据调查结果显示，随着工作经验的增加，物流行业从业人员的薪酬水平也会逐渐提高。

2013年国内各行业典型企业工资待遇一览快速消费类：宝洁：本7200、研8200、博9700，均14个月，另有800交通补助，marketing每9个月涨20％－30％。

玛氏：月薪10000。

据说将14个月的工资除以12得出的数据，有知情者可以证实或证伪。

箭牌：sales:4400×15。

金融类：阳光财险：研究生，投资研究岗，全年基本工资+奖金+福利＝8万（税前）汇丰银行：Global markets中国大陆地区外汇trader，月薪8000。

汇丰的BDP项目起薪8000，18个月培训后涨到12000。

东京三菱银行：上海外汇trader可参考汇丰薪水，起薪不超过1万。

花旗银行MT：8000×13。

高盛香港：所有部门，不分本研，起薪66万港币，但bonus可能不同。

高盛高华：固定收益部trader，本科生：30万。

中金IBD：本科：111000base，sign on bonus 9250×6。

研究生：19万base,sign on bonus 19250×10。

中信IBD：11000+巴克莱：香港sales：40万港币。

瑞银证券（UBSS）：operation部门15万、投行部门30万，本科和研究生一样，奖金要看项目。

荷兰国际ING：有一个base在香港的培训项目，是local pay＋global relocation package的形式，总额比一般投行都高（约70－80w），以前只招MBA，今年扩大到普研，值得争取。

现在有越来越多的公司有这样的项目，大家要多留心想在国内读MBA的，以后可以瞄准这的项目。

中信银行总行：平均起薪5－6万，本科和研究生差别不大。

农行总行软开：转正后6500/月，房补1500左右，一年12个月。

招行管培：算是管培里面待遇比较好的，年薪10万，但是去深圳的话消费比北京要高深发展管培：实习的时候非常非常少，少的可怜就不说了，转正了年薪8－10万，不同部门差别比较大，做前端的比做后端的多很多，信用卡中心比总行少很多。

L T R U C K L O A D X XT 2013 Employee Benefi ts GuideAN OVeRVIeW2your medical benefi ts at Forward Air are offered through CIgNA under the Open Access Plus PPO Plan.this plan uses a Preferred Provider Organization (PPO). To receive the maximum benefi t from your PPO Plan, make sure your provider is a member of the CIgNA network. Under a PPO plan, you have the fl exibility to go to any provider that you choose and you are not required to select a Primary Care Physician (PCP). However, anytime you select an in-network physician or facility, you will benefi t from negotiated pricing and higher benefi t levels. In-network providers will also fi le your claims for you.To fi nd an in-network provider near you, goto and click on the “Find a Doctor” tab. Type in your city and state or physician name, choose your plan and physician type then click search. Please be sure to consult either the online directory or CIgNA customer service to confi rm that your provider participates in the network. you can also access the directory through . CIgNA offers MyCIgNA to its members to access up-to-the-minute information on your personal benefi t account. At MyCIgNA, you can verify out-of-pocket spending, amounts contributed towards your deductible, fi nd physicians in your area, and more.If you select an out-of-network physician or facility, you will be subject to higher deductibles and reduced benefi t levels. you will be responsible for a larger percentageof the charges, plus any amount the provider charges over the usual and customary rate. It is to your advantage to use an in-network provider whenever possible.For more information, please contact the Payroll/Benefi ts Department orsee your CIgNA Summary of Benefi ts.Cigna Home Delivery Pharmacy sM offers a number of advantages, including getting a three-month supply of medication at one time, and having it delivered directly to your home at no additional cost. with one phone call, you can request a prescription through Cigna Home Delivery Pharmacy.It’s easy to refi ll your prescription through Cigna’s 24-hour interactive voice response (IvR) system, by mail or online at . Cigna Home Delivery Pharmacy also offers programs to help you stay on track with your medication such as refi ll reminders and prescription renewal notices in case you forget to order your medication.To switch your current prescriptions call 1.800.285.4812. See page 4 for copay information.3* Prior authorization required for some services. Please see your plan document for details. 45Dear Forward Air Team Members & Spouses,when we began Forward Air, one of our core values was to put our employees fi rst because each of you is a critical part of our success. This value has served us well over the years and has allowed us to be highly successful.One component of putting our employees fi rst was to make sure that we provided very good and affordable health insurance. Through the years we have been able to do that, a choice that has provided comfort, knowing that each of us and our families are protected when a medical crisis occurs.However, over the past few years, our medical costs have risen to extremely high levels driving us to do a complete reexamination of our health benefi ts program. we do not want to cut or limit coverage, nor do we want to increase your out-of-pocket costs more than necessary. Accordingly, we have worked diligently to fi nd a solution that we feel will positively impact each of us while helping control the rising costs of our health plan.In 2012, Forward Air is partnering with viverae to launch the Forward Air LivewELL program, a benefi t offering to you that we believe will both improve your health and help control our rising health plan costs. viverae is a best-in-class provider of wellness services, and through the Forward Air LivewELL program, viverae will provide you with the latest health and wellness content, coaching resources, wellness challenges, and an online community to keep you motivated and improve your health. you will fi nd more information about these resources and the Forward Air LivewELL program from Human Resources.Please join with me in helping us achieve our wellness goals, improve our health and reduce our health plan costs. Accomplishing our objectives will require commitment from all of us, and I strongly encourage you to take advantage of this new benefi t by participating with me in the Forward Air LivewELL program. with your support, we can live better while positioning Forward Air for great success in the future.In good Health,Bruce A. CampbellChairman, President and Chief Executive Officer6Forward Air Live Well Q & AWho can participate in the Forward Air Live Well Program?Employees in the Forward Air Health Plan and their spouses who are covered in the health plan are eligible to participate in the wellness program.Why should I participate?The most important reason to participate is to improve the health of yourself and your family. Also, by participating in the Forward Air Live Well Program, you will pay less for health insurance.How will my participation and my spouse’s participation in the Forward Air Live Well Program affect how much I pay for health insurance premiums?The Forward Air Live Well Program is run on a point system--you earn points through the year for completing program activities.you must obtain a target number of points each year to qualify for a significant discount on your health insurance premiums.By completing a Member Health Assessment (MHA) and Biometric Screening by November 16, 2012, you earn 100 points and become eligible to receive the premium discount for 2013. Then, earn an additional 200 points through the program activities in 2013 to be eligible for the premium discount in 2014.Participation in the Forward Air Live Well Program is voluntary. However, employees who choose to participate in the well-ness program will significantly lower their health plan premiums.Here’s an example of how your premiums will be affected by participation in the wellness program.How to Register for the Live Well Program Step 1• visit • Click New User RegistrationFull registration requires an email address (obtain an email address if lacking)• This will take you to a self-registration screenStep 2• Enter your Last Name and Date of Birth (DOB)• Enter your Identifier: DOB + Last 4 of SSN (MMDDyyyy1234)• Enter the Registration Code: forwardairNote: The error message (shown at left) indicates some or all of the information enteredin Step 2 is incorrect. If further assistance is needed, please contact the viverae HealthCenter at 888-vIvERAE (848-3723).Step 3• Ensure that all information is complete and current, including personal and contact information.• Create a User Name (5–25 characters)• Create a Password (8–12 characters) using letters (upper and/or lowercase), numerals, and/or special characters (such as @?#$~!&^%)• Select a Security Question and Answer and then click Save. Registration is complete!Note: Always click Log Out at end of session to protect your personal health information.7Activities to Earn PointsThe entire wellness program is run on a point system-- you’ll earn points throughout the year for completing certain program activities. These points are required to maintain the lowest health plan premiums available only to Forward Air Live well participants. you’ll manage all your program activities and log points at .Complete your Member Health Assessment (MHA) and Biometric Screening to earn additional points.To register and access tools and resources visit .89UHC VisionCustomer Service: (800) 638-3120website: group Number: B624Vision benefi ts are available only when electing medical coverage. Vision premiums are included inthe medical premiums.To fi nd providers near you, go to . Enter your last name, date of birth and zip code; click on “Locate a Provider” continue by starting a provider search based on your city or zip code.As an additional benefi t, UHC vision has partnered with several facilities to offer discounts on refractive eye surgery. Please see the plan document or contact UHC vision for more information.your vision plan at Forward Air is through UHC vision and the premiums are bundled with your medical plan. This plan is much like the medical plan in that it uses a Preferred Provider Organization (PPO).when you choose an in-network provider or retailer for your annual eye exam, lenses and frames, you are responsible for the copay only. you can have one eye exam each year and new lenses and frames (from UHC’s selection) each year. you may select contact lenses in lieu of lenses and frames once each year.If you choose to see a provider or purchase materials from retailers that are outside of UHC’s network, UHC will only pay up to a certain amount. you are responsible for the difference.How to print a vision ID card:1. go to 2. Log in3. Click on: “Click Here to Print vision ID Card”4.This generates a pdf with your personal benefi t information 5. Print.10DELTA DENTALCustomer Service: (800) 223-3104website: group Numbers: 1809EMPLOYEE WEEKLY PREMIUMS($1,000 annual max)Employee Only No CostEmployee + Child(ren) $3.83Employee + Spouse $2.32Family $7.47As an employee at Forward Air, your dental benefi ts are provided through Delta Dental. The Basic Dental Plan ($1,000) is free to employees. Employees may elect to purchase the $1,500 plan as well as coverage for spouse and children. Rates are listed above.This plan is a Preferred Provider Organization (PPO) Plan, meaning you can go to any provider that you choose, but you will benefi t most from the plan if you use providers that are in the Delta Premier Network. To fi nd out if a provider participates in the network, go to and click on the map of the U.S. when asked to choose a dental plan, select “Delta Dental PPO.”The benefi t levels are the same both in and out of the network. However, Delta Dental has negotiated charges with in-network providers so you will more than likely pay less if you see an in-network provider. Also, claims forms will be processed and submitted for you by an in-network dentist.If you choose an out-of-network provider, youwill be responsible for the difference betweenthe billed charge and the amount that DeltaDental has agreed to pay. you may also haveto pay the dentist up front.If you are thinking of having dental work donethat will cost over $300, ask your dentist torequest a pre-determination before startingtreatment. This will let you know approximatelyhow much the work will cost and what yourshare of the costs will be. Pre-determination isnot a guarantee of benefits.EMPLOYEE WEEKLY PREMIUMS($1,500 annual max)Employee Only $0.74Employee + Child(ren) $5.41Employee + Spouse $3.79Family $9.9811BASIC LIFE/ACCIDENTALDEATH AND DISMEMBERMENT (AD&D) INSURANCEAt Forward Air, Basic Life/Accidental Death and Dismemberment (AD&D) Insurance is a provided benefi t at no cost to you through Lincoln Financial group. The coverage amount is $50,000.AD&D Insurance pays an additional amount based on a specifi c list of losses such as loss of life, limb, or sight due to an accident. The principal sum is $50,000.Please remember to contact the Payroll/Benefi ts Department when you need to update your benefi ciaries. Amounts are subject to age reductions beginning at age 65.VOLUNTARY LONG-TERMDISABILITY (LTD) INSURANCE*Long-Term Disability (LTD) Insurance can protect your income in case of a long-term injury or illness. This coverage is provided by Reliance standard and is paid entirely by you on an after-tax payroll deduction basis. your LTD benefi ts are equal to 60% of your base monthly earnings up to $4,000 per month if your earnings qualify and start after you have been deemed disabled for 180 days. LTD benefi ts can be payable up to fi ve years depending on your age.RELIANCE STANDARD (STD & LTD)Customer Service: (800) 644-1103Claims Support: (800) 351-7500website: Policy Numbers: STD: vIP530643 LTD: 115410LINCOLN FINANCIAL GROUP (Life Insurance)Customer Service: (800) 423-2765website: group Number: 10112902OPTIONAL LIFE/ACCIDENTALDEATH AND DISMEMBERMENT (AD&D) INSURANCE Optional Life/Accidental Death and Dismemberment (AD&D) Insurance is available for you and your dependents through Lincoln Financial group. you have two options for your dependents’ coverage. Premiums for this voluntary coverage are paid for entirely by you on an after-tax payroll deduction basis. you may elect optional Life/AD&D Insurance for yourself in $50,000 increments to a maximum of seven times your annual salary (rounded to the next higher $50,000) or $200,000, whichever is less. Amounts are subject to age reductions beginning at age 65.Option 1 for your dependents’ coverage carries a $10,000 benefi t for your spouse, $500 for your child(ren) (ages 14 days to 6 months), and $5,000 for your child(ren) (ages 6 months to 19 years, 25 if a full-time student). Option 2 benefi ts are $20,000 for your spouse, $500 for your child(ren) (ages 14 days to 6 months), and $10,000 for your child(ren) (ages 6 months to 19 years, 25 if a full-time student).VOLUNTARY SHORT-TERM DISABILITY (STD) INSURANCE*Short-Term Disability (STD) Insurancecan help provide support for you and your family should you become temporarily disabled for more than 14 consecutive days. This coverage is provided by Reliance Standard and is paid entirely by you on an after-tax payroll deduction basis.your STD benefi ts are equal to 60% of your base weekly earnings up to a maximum of $400 per week for the Base Plan or up to $1,250 per week for the Buy up plan if your earnings qualify. Benefi ts start on the 15th day of consecutive disability and can continue up to 26 weeks.* Disability benefi ts are offset by any disability or retirement income from Social Security, Workers Compensation or any other insurance made available through an employer.L I F E , A C C I D E N T A N D D I S A B I L I T Y I N S U R A N C ENote: Requests to increase or add life insurance coverage may be made at any time during the year; all requests are subject to evidence of insurability and medical underwriting approval by LFG or Reliance Standard.12ING PREMIER WHOLE LIFEINSURANCEin addition to your life insuranceoptions through Lincoln Financialgroup, Premier whole Life Insuranceis available through INg. you canpurchase a policy for yourself,dependent child(ren) and/or dependentgrandchild(ren).the policy pays directly to thebenefi ciary regardless of otherinsurance.Premiums will be conveniently payrolldeducted and are guaranteed to befi xed for the life of the policy as longas you meet the required premiumpayments.ING ACCIDENT INSURANCEIn the case of an accident, INg’sAccident Insurance can help cover theunexpected costs related to accidentexpenses. The policy pays a specifi cbenefi t amount for inital care, follow-up and injury expenses directly to you,regardless of other insurance.this coverage is also available foryour spouse and/or child(ren).ING PREMIER CRITICALILLNESS WITH CANCERINSURANCEINg’s Premier Critical Illness withCancer Policy can help you andyour family fi nancially following thediagnosis of a specifi ed disease orcondition as outlined in the policy. Alump sum benefi t amount will be paiddirectly to you (in addition to any otherhealth insurance) and can be usedhowever you choose.this coverage is also available foryour spouse and/or child(ren).INGCustomer Service: (800) 537-5024New Enrollments: (866) 955-6906website: Forward Air is pleased to offer additionalvoluntary benefi ts through ING to better serveeach employee’s individual needs. Premiumsfor each of these coverages will be convenientlypayroll deducted from your paycheck.O T H E R V O L U N TA RY B E N E F I T S13RELIANCE STANDARD HEALTH MANAGEMENT SYSTEMS OF AMERICA (HMSA)24/7 Hotline: (800) 767-5320website: Username: hmsaPassword: myresourceForward Air knows that personal and family problems can impact your life both at home and at work. So to assist you and your family in getting the help you need, Forward Air has partnered with Reliance Standard to offer an Employee Assistance Program (EAP) to all employees. The program is administered by Health Management Systems of A merica (HMSA). Participation in the EAP is free, voluntary and confi dential.Through short-term counseling, program counselors can help you address a variety of problems in areas involving your emotional and mental health, family, relationships, fi nances, and work.your communication with the EAP is 100% confi dential and the program is free to all employees.If more assistance is needed, your counselor may refer you elsewhere taking into account special needs, health insurance and fi nancial factors.E M P L O Y E E A S S I S TA N C E P R O G R A M14GREAT WEST RETIREMENT SERVICES (GWRS)Customer Service: (800) 338-4015website: Saunders FinancialCustomer Service: (800) 817-1660website: Forward Air is pleased to offer a 401(k) retirementplan administered by Great West and encouragesemployees to plan for the future by taking advantageof this tax-deferred savings plan.401(k)R E T I R E M E N T P L A NAll requests for contributions or investment changes, loans, withdrawals and other plan activities can be made by contacting Great West Retirement Services (GWRS) at 1-800-338-4015. Questions regarding your fund allocations and investments may be directed to your plan advisor, Saunders Financial, at 1-800-817-1660 or by email at *********************.15SECTION 125 PREMIUM CONVERSION PLANMany of your benefi ts (medical, dental, vision, etc.) are deducted from your gross income, pre-tax, with a Premium Conversion Plan. your taxable income is reduced by your pre-tax deductions, which decreases the amount of taxes taken from your paycheck and results in an increase in your take-home pay. Using the example to the right, the annual increase in take-home pay thanks to the pre-tax option is $657.28.Employees can purchase stock in Forward Air after one year of continuous employment. Full-time employees and part-time employees working at least 20 hours per week are eligible for this benefi t. There are only two enrollment dates per year (January 1st and July 1st), so enrollment forms must be submitted to the Payroll/Benefi ts Department prior to one of these dates.The price per share is determined by the lower of the following prices:• 90% of the closing market price of the Common Stock on the last trading date of the option period, or;• 90% of the closing market price of the Common Stock on the fi rst trading date of the option period.EMPLOYEE STOCKPURCHASE PROGRAMCOMPUTERSHARE(Stock Purchase Program)Customer Service: (800) 568-3476website: TASC (Flexible Spending Account)Customer Service: (800) 422-4661website: P R E M I U M C O N V E R S I O N P L A N , F S A A N D E M P L O Y E E S T O C K P U R C H A S E P R O G R A M4823 Old kingston Pike, Suite 205knoxville, TN 37919(865) 531-9898 Printed and produced by Trinity Benefit Advisors, 10/2012notices of Privacy Practices are distributed every three years and notices of Medicare D are distributed annually per Federal requirements.Should you need an additional copy, contact the Payroll/Benefi ts Department.MASTECTOMY NOTICEDid you know that your plan, as required by the women’s Health and Cancer Rights Act of 1998, provides benefi ts for mastectomy-related services including reconstruction and surgery to achieve symmetry between the breasts, prostheses, and complications resulting from a mastectomy (including lymphedema)? Contact the Payroll/Benefi ts Department for more information.group health plans and health insurance issuers generally may not, under Federal law, restrict benefi ts for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginal delivery, or less than 96 hours following a caesarean section. However, Federal law generally does not prohibit the mother’s or newborn’s attending provider, after consulting with the mother, from discharging the mother or her newborn earlier than 48 hours (or 96 hours as applicable). In any case, plans and issuers may not, under Federal law, require that a provider obtain authorization from the plan or the issuer for prescribing a length of stay not in excess of 48 hours (or 96 hours). It is the employee’s responsibility to notify the Payroll/Benefi ts Department of pregnancy so they can be provided their Newborn’s and Mother’s “Health Protection Act Notice.”neWBoRn notICeFORWARD AIRPAYROLL/BENEFITS DEPARTMENT(423) 636-7162(423) 636-7160HUMAN RESOURCES DEPARTMENT(423) 636-7009(423) 636-7013(423) 636-7046NOTICES OF PRIVACY PRACTICES AND MEDICARE DA N N U A L N O T I C E S。

物流公司各岗位工资情况2011-02-23来源:论坛作者:标签:物流公司物流公司人员结构物流员工工资情况物流岗位薪资物流薪酬专题导航用工荒却就业难,就业难还跳槽忙,物流人真折腾“用工荒”、“就业难”早已吵得沸沸扬扬,两者不是新鲜的话题了;物流业也是难逃“用工荒”与“就业难”这对“鸳鸯火锅”,而明明“就业难”却又“跳槽忙”,所以年初,不论是物流老板,还是员工真是闹腾得慌,还好,随着经济的回暖,物流及运输行业销售收入或详细摘要：通常而言,一个物流企业由以下九类工种组成:搬运工、司机、仓管、销售、操作、客服、财务、文员和高管;对无车无库的小货代来说,销售、操作、财务必不可少;物流公司人员结构及各岗位薪资水平分析一下物流行业的人员结构,我们发现,这种情况符合行业现状;通常而言,一个物流企业由以下九类工种组成:搬运工、司机、仓管、销售、操作、客服、财务、文员和高管;对无车无库的小货代来说,销售、操作、财务必不可少;通过逐一分析这些公司对各个工种的要求,我们发现,缺乏工作经验的应聘者特别是应届大学毕业生几乎全被拒之门外;搬运工绝大部分是老实巴交的农民工,踏实肯干,薪水低,还必须有足够的体力;大部分应聘者看不上,或者就算想干也干不了;司机,开货车比开小车累,对技术的要求较高,大多应聘者或不合格,或不愿从事;仓管,这个岗位招聘的人员较多,工作也比较累;事实上,仓库管理是一门大学问,要想做到高层,做到所谓的"供应链管理",仓储环节的经验是不可缺少的,因此,选择这个岗位作为突破口是一个不错的选择;销售,也就是业务员,根据数据统计,四成以上的应聘者是从这个职位开始物流生涯的;但是,业务员的跳槽率居行业之首;操作和客服不太好区分,两个职能经常混为一谈,实际上很多时候就是单证员的角色;其主要任务是传导各种不同的单证,如托运单、报关单、商检等,充当客户与上一级承运人之间的纽带,一边为客户安排舱位,一边与上一级承运人预定舱位,并且担负全程货物跟踪和单证走向的工作;"要想死得快,早点做货代"这句话与其说是描述整个货代行业,不如说特指操作和客服人员;这两个职位考量的是员工的细心程度和忍耐能力,所以招聘人员较多,一般要求女性;财务,这是一个关系到公司经济命脉的部门,必须掌握在自己人手里,规模大一点的公司,一般会提出"本地户口"、"注册会计师"、"工作经验"等较高要求,通常很少对外招聘;文员,就是行政管理人员;在物流行业,这个职能不太受重视;高管,很少走公开招聘的路子,而是喜欢从别的同行那里"挖"人;这样做一方面符合"好不好看效果"的行业习惯,另一方面还能削弱竞争对手的实力;在物流企业,高级管理人才供不应求的现象普遍存在;参照某家咨询公司所做的薪资调查可以发现,在国有、外资、民营三种所有制企业中,民营物流愿意给付的薪酬最低,这客观上显示出民营物流资金能力的相对不足;在区域调查中,薪酬较高的地区集中在北京、上海、天津三地;物流、报关员、报检员工资收入分析1.人数最多的:企业里的报关员/报检员具体的工作就是与国外供应商或客户联络,安排国内及国际段空运或海运运输;报关文件归催、整理、发送等;与国际货运代理联络报关及运输事宜;确认物流费用;进出口货物数据统计,相关数据统计如单耗、损耗、库存、内外销状况等等;相关证明办理如:自动进口许可证、重工业品进口登记证、进出口货物征免税证明等等;进口付汇或出口收汇核销;加工贸易手册管理平衡控制、手册核销等;职位名称很多:关务、报关、物流专员、进出口担当、报检、船务、单证、贸易担当等;1年以上工作经验:1200-2500,2年以上工作经验:2000-4000,当然不同地区,不同企业收入差别也很大,比如上海、北京这些地方就会高些,欧美企业收入也会多些;需要证书:报关、报检、单证2.国际货运代理公司或物流公司主要分两类职位,销售也操作;销售就是联系相关进出口企业,为其提供服务,也就是销售自己公司的服务,获取底薪及业务提成;收入从几千到几万不等,这个工作压力比较大,但是收入一般是最高的;操作:是联络船公司、车队、报关公司为企业的整个物流过程提供具体的操作服务;熟练人员收入一般在:2000--4000;压力大经常需要加班,但收入还可以,入门也容易;需要证书:报关、报检、单证、货代、物流等3.专业报关公司报关员,输机制单人员主要工作是拿到企业或国际货运代理公司的相关报关文件进行现场报关,及是退给企业相关单证如报关单、外汇核销单、加工贸易手册等输机、制单人员:1200-2000现场报关员:2500-4000现场报关工作比较辛苦,尤其是大的报关公司,挑战也比较大,经常需要加班什么的,但收入很高,将来到企业里或国际货运代理公司也比较受重视;以上说的都是普通职位的收入,如果做管理工作那收入就不好说了,年薪10万以上的也很多;薪酬究竟有多少事实上,在物流行业,陆运、空运和海运相同职位的薪酬水平各有差异;以某第三方陆运物流公司为例,该公司的注册资金1000万元人民币,员工286人以下所有人包食宿,其职位及对应的薪酬情况如下:公司设总经理1人,副总经理1人,一起出资作为公司股东,月薪6000元,年底的经营净利润扣掉员工年终奖后,五五分成;财务经理1人,月薪5000元,加上年终奖,年总收入约为8万元;主管1人,月薪2200元,年总收入约为32000元;职员若干,月薪1500元,年总收入约为2万元;销售经理1人,月薪3000元,加上提成和年终奖,年总收入约为9万元;主管2人,月薪2000元,年总收入介于4万和7万之间;业务员若干,月薪1000元,年总收入介于2万和5万之间;操作经理1人,月薪5000元,加上年终奖,年总收入约为8万元;主管2人,月薪2200元,年总收入约为32000元;职员若干,月薪1500元,年总收入约为21000元;仓库经理1人,月薪3500元,加上年终奖,年总收入约为5万元;主管2人,月薪1800元,总收入约为25000元;普通装卸工若干,月薪800元,年总收入约为1万元;客服经理1人,月薪3500元,加上年终奖,年总收入约为5万元,主管1人,月薪1800元,年总收入约为25000元;职员若干,月薪1200元,年总收入约为15000元;人事经理1人,月薪3500元,加上年终奖,年总收入约为5万元,文员1人,月薪1800元,年总收入约为25000元;IT主管1人,月薪2500元,加上年终奖,年总收入约为35000元;职员1人,月薪1500元,总收入约为2万元;车队队长1人,月薪3500元,加上年终奖,年总收入约为5万元;总调度1人,月薪2500元,年总收入约为35000元;调度若干,月薪1500元,年总收入约为2万元;长途司机若干,月薪1800元,加上补助,年总收入约为3万元;短途司机若干,月薪1200元,加上补助,年总收入约为2万元;外地分公司经理若干,月薪2500元,加上全年效益奖金,年总收入介于4万元和8万元之间;主管若干,月薪1800元,年总收入介于25000元和4万元之间;职员若干,月薪1400元,年总收入介于万元和2万元之间;再以某小型空运货代企业为例,该公司注册资金500万,员工25人;其职位及薪酬情况如下:总经理1人,即股东之一,月薪5000元,年底经营净利润扣除员工奖金,按照股东入资比例参与分红;操作和客服人员若干,月薪2200元,年终奖视年底业绩而定;销售若干,月薪2500元,按业绩毛利的30%提成,年终奖视年底业绩而定;财务1人,月薪2500元,年终奖视年底业绩而定;这是一个典型的处于创业期的小货代薪酬水平;。

国秦物流薪酬制度改革试点方案一、我司仓储配送体系薪酬制度的现状：1、整体知识层较低，缺乏先进的管理理念。

尽管近几年，我司物流系统发展较快，但是就整体而言，物流配送体系员工学历以专科以下为主，工龄越长，此问题越明显。

高中层管理层中本科以上的也廖廖无已，管理层普通的学历低直接导致管理水平的整体低下，对高素质人才吸引力不足。

2、没有先进的理念自然效率低。

管理水平低往往会注重眼前利益，过于关注成本管控而忽视对外部先进物流企业的学习以及对员工的培养，更缺少科学的业绩评价体系，不同的付出却得到近乎相同的回报，极大地影响了员工的工作积极性。

二、我司物流体系薪酬制度存在的主要问题：1、薪酬制度与工作绩效挂钩不强。

国秦物流基本薪酬往往是按照行政级别而不是岗位或技能来确定的，员工薪酬的增长往往取决于本人在企业中地位的变化，（包括工作年限）而不是业务能力的提高，普遍存在重晋升而轻技能提高的思想，这一直是国秦长期存在的问题。

虽然国秦物流也有绩效考核，但多数沿用的是传统的，以经验判断为主体的绩效考核手段，不同程度地存在平均主义，使得考核内容流于形式，奖金在相当程度上已经失去了激励的意义，变成了固定的“附加工资”，员工认为自己拿到的所有奖金都是理所当然应该得到的，所以这种定期的，形式化的考核制度缺乏激励作用。

2、激励手段过于单一此外，我们目前偏重物质激励（不仅国秦，我觉得很多物流公司都面临这样的问题），忽略了精神层面的激励因素，如：认同感，自我实现等。

没有真正了解员工就业的动机，认为只是物质方面的需求，只是采取经济方面的手段，因而员工没有进取心，缺乏积极性，甚至没有归属感。

这往往导致他们不会专心工作，一切向钱看，最终要不员工对企业失去信心，要不企业对员工失去信心。

三、薪酬改革的建议：1、开展薪酬调查，合理确定薪酬水平员工所得到的薪酬既是对其过去工作努力的肯定，也是他们以未来努力工作得到报酬的激励。

客观、公正、合理地激励为企业做出贡献的每一个员工，既有利于公司物流体系的发展，又能保证员工从薪酬中获得心理上、经济上的满足，有利于提高员工工作的积极性。

快递行业薪酬方案前言随着互联网的发展，电子商务的不断壮大，快递行业的市场需求量迅速增加。

随之而来的是快递企业的迅速扩张，但面临的问题之一便是人力资源管理。

如何制定科学合理的薪酬方案来招聘、留用、激励员工，是快递企业必须要解决的问题之一。

本文将从快递行业薪酬环境、薪酬组成原则、考核标准等方面进行分析，为快递企业制定可行的薪酬政策提供参考。

快递行业薪酬环境按照《劳动合同法》规定，快递行业属于服务行业，其劳动者主要从事快递、揽件、派送、售后等工作。

因此，快递行业薪酬水平的发放，受到城市、职位、从业和工龄等多种因素影响，如下所示：城市因素快递行业是依托城市间的流通体系，快递企业都有自己的站点，关区等。

快递员的薪水在不同城市之间差异巨大。

职位因素不同职位的工资也不一样，比如快递服务员比快递员的薪水低，但工作性质相似。

从业年限快递员从业年限与薪水关系密切。

工作时间长可以加上一些津贴，以激励员工留存。

经验与等级快递员的经验也会影响薪水的发放，企业可以根据员工的工作成果和表现进行评级。

薪酬组成原则快递行业需要根据员工的工作结果和表现制定相应的薪酬方案，其薪酬组成原则应该遵循以下几个原则：公平原则公平原则是指在相同的工作岗位上，员工应该获得相同的薪酬待遇。

快递员的工作是辛苦的，应该得到同等的较高的薪水。

竞争力原则快递行业竞争激烈，为了吸引人才和留住人才，薪酬待遇必须具有一定的竞争力。

激励原则薪酬待遇应该能够激励员工，促进员工的积极性和创造力，促进员工对工作的认同感和归属感，从而提高员工的工作努力度。

考核标准原则员工的薪酬待遇应该与员工的工作贡献和绩效成果挂钩，员工的考核标准应该明确、准确、科学。

考核标准快递行业的服务目标是快速、高效地完成快递的收寄、派件、集散、交付和问题反馈，快递员的绩效评估依据主要有如下几点：快递的派送成功率快递员的派送成功率，直接影响客户满意度。

企业可以根据派件成功率的情况对员工的奖金和薪资进行差异化考核。

快递公司工作人员的员工薪资制度近年来，随着电子商务的蓬勃发展和物流行业的迅猛增长，快递公司成为维系供应链的重要一环。

快递公司工作人员作为快递服务的核心力量，他们的薪资制度成为了人们关注的焦点。

本文将介绍快递公司工作人员的员工薪资制度，并探讨薪酬发放标准和激励机制。

一、薪资构成快递公司工作人员的薪资主要由基本工资、绩效奖金和福利津贴等组成。

1. 基本工资基本工资是快递公司工作人员的保底薪酬，通常与个人工作经验、职位等级和企业规模有关。

相对较低级别的快递员可能会以小时计费，而高级别的员工则通常享有月薪制度。

2. 绩效奖金绩效奖金是根据个人绩效和团队表现来计算的奖励金。

这一部分薪资会根据工作业绩、发货量、准确性以及客户评价等因素进行评估，并根据评估结果发放相应的奖金。

3. 福利津贴福利津贴包括但不限于交通补贴、餐补和住房津贴等。

这些福利的发放根据地区差异和公司政策而有所不同。

二、薪酬发放标准快递公司员工的薪酬发放标准一般根据以下几个方面进行制定。

1. 职位等级快递公司通常会根据员工的职位等级来制定相应的薪资标准。

不同职位等级对应着不同的岗位职责和工作强度，因此其薪资水平也会有所差异。

2. 工作年限工作年限是薪资发放的重要参考因素之一。

随着员工工作年限的增长，其薪资水平也会相应提高，以鼓励员工的长期发展。

3. 地区差异不同地区的物价和生活成本存在一定差异，因此薪酬发放标准也可能存在地区差异。

比如，快递员在一线发达城市的工资水平可能高于二线或三线城市。

4. 个人绩效个人绩效是薪酬发放的重要参考依据，绩效优异的员工会获得更高的薪资回报。

快递公司通常会根据员工的工作成果、客户评价和工作态度等综合因素来评估个人绩效。

三、激励机制为了激发员工的积极性和提高工作效率，快递公司通常会采取一系列激励机制。

1. 绩效奖金绩效奖金作为员工薪资的一部分，可以激励员工在工作中不断追求卓越，提高工作质量和效率。

2. 职业晋升快递公司会为员工提供晋升机会，通过晋升来提高员工的薪资水平。

物流行业薪资情况汇报随着全球化的发展，物流行业的重要性日益凸显，对于物流人才的需求也越来越大。

而随之而来的问题就是物流行业的薪资情况。

本文将对物流行业薪资情况进行汇报，以便有意向从事物流行业的人士了解行业发展情况。

首先，我们来看一下物流行业的基本薪资水平。

根据市场调研数据显示，物流行业的薪资水平一般较为稳定，初级岗位的起薪一般在3000-5000元之间。

而随着工作经验的积累和职位的晋升，薪资水平也会相应提高。

中级岗位的薪资一般在8000-12000元之间，高级岗位的薪资则会更高，一般在15000元以上。

其次，我们需要了解的是不同地区的物流行业薪资情况有何不同。

一般来说，一线城市的物流行业薪资水平会相对较高，由于生活成本较高，企业也愿意支付更高的薪资来吸引人才。

而二线城市和三线城市的物流行业薪资水平则相对较低，但随着这些地区物流业的发展，薪资水平也在逐渐提升。

除了地区因素外，不同企业的薪资水平也会有所不同。

大型跨国物流企业和知名国内物流企业往往会支付更高的薪资，而一些小型物流企业的薪资水平则会相对较低。

因此，在选择工作机会时，除了要考虑地区因素外，也要对企业进行全面的了解和比较，以获得更好的薪资待遇。

最后，我们需要关注的是物流行业未来的薪资趋势。

随着物流行业的不断发展壮大，人才的需求会持续增加，这对薪资水平也会产生一定的推动作用。

另外，随着物流行业的技术化和智能化进程加快，对于具备相关技术和专业知识的人才也会有更高的薪资倾斜。

因此，可以预见的是，物流行业的薪资水平会呈现逐步上升的趋势。

综上所述，物流行业的薪资情况受多种因素影响，包括地区因素、企业规模和行业发展趋势等。

对于从事物流行业或有意向从事物流行业的人士来说，需要全面了解行业的薪资情况，做出合理的职业规划和选择。

希望本文的汇报能够为大家提供一定的参考价值，也希望物流行业的薪资水平能够在未来得到更好的提升。

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