Debon Logistics Recruitment

Debon Logistics itself has developed rapidly in recent years and its scale is also very large.

But the point is: Debon lacks the necessary fairness and justice for the grassroots, and there are many systems that violate labor laws. Here are some of them to give some reference to job seekers who plan to work in Debon:

1. The Debon sales department works an average of 10-11 hours a day, from 8:30 in the morning to 6:30 to 7:30 in the evening. Except for ten minutes for meals, there is no rest time. But there is no overtime pay, not a penny! Overtime work on holidays will only be paid overtime pay for one day, regardless of how many days the legal holiday falls.

2. Many conditions given during school recruitment will not be fulfilled in actual work. For example, undergraduate students only work as salespersons in the sales department without moving goods. But in fact, except for girls, all of them are involved in unloading and loading trucks, and the daily loading and unloading volume averages dozens of tons, and there are only 2 to 4 laborers. Basically, It's by hands. In two months you will have strong muscles. A pair of shoes wears out in a month or two. And there are no protective measures, so accidents happen frequently, but except for serious injuries, you have to pay for everything else, not counting work-related injuries! In other logistics companies, the salary offered to personnel who specialize in manual labor is generally 4,000 to 5,000 yuan, while undergraduates who work like porters earn an average salary of 2,800 yuan.

3. The most attractive thing about Deppon’s school recruitment is its promotion mechanism, but this may have been realized a few years ago when Deppon just started, but now you can actually work in Deppon for one or two years. Very few people become managers in 2016. In many cases, it is not because the employees themselves are not good enough, but because when the company gets bigger, the personnel hierarchy becomes more complex, and many ideas are difficult to realize. It is difficult to be discovered at the grassroots level, and your direct leaders - the manager and the district director do not have the power to appoint personnel. At the level above the district director, you basically cannot meet a few times and do not know you at all. In many cases, those who do not understand you Your personnel appointments and removals are just nepotism, appointing familiar headquarters civilians as managers. Even for very outstanding talents, there is a bottleneck in promotion after becoming a manager. It is also very difficult to become a district leader. Moreover, the previous efforts and rewards are not directly proportional.

4. Regarding the manager’s remuneration: After becoming a manager, the remuneration is still good, with an average of 6,000. But before you become a manager, you have to go out and find something for two months. During these two months, you only get a basic salary of 2,200 yuan. To put it simply, these two months have been as tiring as a dog. You have to travel all over the city, take the bus or ride a bicycle, find a suitable store location, negotiate the store rental contract yourself, and be responsible for the decoration of new places. The company is not responsible for transportation and accommodation expenses, so you have to pay for them yourself. And maybe after you have worked so hard to find a better place, when a new store opens, the leader may tell you to wait, and then let the people around him take over as managers, and you will have no choice but to step aside and help others make wedding dresses in two months. . . . . . In the first two months after Ping An opened a new business, the company only paid you a sample of 3,000 as an ordinary employee's salary.

5. When working in Debon, you will face a lot of difficulties from customers, many of which are unreasonable and even hurt your self-esteem, and the company will not give you a fair solution or comfort even after the incident. Debon only considers the company's own image and completely ignores the self-esteem of its employees. Debon's customer service is obtained in exchange for the self-esteem of its employees.

These are just some examples, I hope they can give you some reference.