A公司是国内机械行业国家大型一类骨干企业。为适应公司发展要求,公司自
2004年起开始使用派遣员工。近些年,随着公司业务规模的不断壮大,派遣员工
的使用规模每年都会有所增加,所占用工比例越来越大,对公司的贡献越来越明
显。
然而不能忽视的是,与正式员工相比,派遣员工对公司满意度不高,归属感
不强,流动率普遍较高,这对日常管理和公司效益都产生了负面影响。另一方面,
公司对派遣员工的激励不够重视,激励方式单一,激励效果并不理想,很难激发
出派遣人员的工作热情,最大限度的调动工作积极性。因此,釆取更加有效的激
励措施,提升派遣员工对公司的满意度,促使派遣人员为公司付出更多的努力,
已经成为公司进一步发展需解决的问题。
本文在激励理论的指导下,通过深入研究A机械制造公司的派遣员工的激励
情况,分析派遣员工的激励现状及激励措施的不足之处,探寻公司派遣员工激励
不足方面的原因,制定公司派遣员工激励优化方案,以求达到有效激励派遣员工、
更大限度的调动派遣员工工作积极性的效果。
通过对派遣员工的激励情况调查和分析,我们发现派遣人员的激励方案必须
从以下几个方面着手:一是要平衡派遣人员和正式人员之间利益关系,体现公平
性;二是要根据派遣人员的特殊需求,有针对性的制定派遣人员的激励方案;三
是要采取多层次、多角度、多方面的激励措施。
本文所提出的激励方案旨在针对派遣员工的特殊性,寻找更加适合派遣员工
的激励方案,以提升员工对公司的满意度和归属感,提高员工工作积极性。对公
司制定和实施相应的激励机制具有指导性作用,对促进派遣员工稳定高效工作、
提高公司的效率具有重要的理论意义和现实意义,同时对同行业派遣员工的激励
方案制定、完善具有一定的借鉴作用。
关键词:机械制造;派遣员工;激励方案
Abstract
In recent years, with the rapid development of domestic economy, the expanding
size of the business, and the increasing demand of production, there are more demands
on labor employments. Therefore, companies need a more efficient and convenient
requirements on the employees. The introduction of the dispatch mode just meets the
needs of the enterprise. And the current staffing mode has been widely adopted by the
enterprises.
Company A, the leader of domestic machinery industry, is a large state key
enterprise. In order to adapt the development, it started to accept the dispatched staffs
since 2004. In recent years, with the growing size of the business, the scale and
proportion of dispatched staffs are increasing, and their contribution to the company is
becoming more and more important. However, compared with the full-time staffs,
dispatched staffs have less satisfaction to the company, weaker sense of belonging, and
higher rate of turnover, making a negative impact on the company&39;s daily management
and efficiency, which can not be ignored. On the other hand, the company doesn&39;t pay
enough attention to dispatched staffs, and use single incentive way,making it difficult to
stimulate and mobilize their enthusiasm for their work. Therefore, taking more effective
incentives to improve satisfaction of the dispatched staffs and prompting them to make
more effort for the company has become a necessary solution for the fixrther
development of the company.
Under the guidance of the incentive theory, the thesis studies the incentives for
dispatched staffs in a machinery manufacturing company A, introduces their incentive
status in detail, analyzes the inadequacies of the incentives, looks for the reasons of
the inadequacies and explores the optimization program of incentive. All above are to
achieve the purpose of incentivizing dispatched staffs effectively and mobilizing
dispatched staffs maximally.
Through the incentive questionnaire survey and analysis of dispatched staffs,the
incentive scheme must be conducted from the following aspects: First, balancing the
interests between dispatched personnel and official employees; Second, according to the
specific needs of dispatch personnel, incentive programs have to be formulated; Third,
adapting multi-level, multi-angle, multi-faceted incentive measures.
The proposed incentive program aims to the distinctiveness of the dispatch staffs,
looking for a suitable incentive programs to enhance staff satisfaction and a sense of
belonging, and improving the workers enthusiasm. Therefore, it plays a guiding role in
formulating and carrying out the incentive mechanism. The theoretical and practical
significance lies in promoting dispatched employees&39;stable and efficient work to
improve the efficiency of the company. Meanwhile, it can be a reference for the same
industry.
Key word: machine manufacturing; dispatch personnel; incentive scheme
第1章绪论
1.1研究背景
劳务派遣最早起源于20世纪50年代的欧美发达国家,后来亚洲国家开始接
受这一用人观念,20世纪70年代,日本政府开始积极推行劳务派遣,并且得到
了迅猛发展。如今在市场经济较为成熟的欧美、日本等国家和地区,劳务派遣已
经是一种相当成熟的用工形式。
劳务派遣在国内又称人才派遣、人才租赁、劳动派遣、劳动力租赁,是派遣
公司将与之签订《劳动合同》的人员派遣到实际用工单位工作的一种新型用人方
式。用工单位与派遣公司签订《派遣合同》,派遣公司与派遣人员签订《劳动合同》,
用工单位与派遣人员签订《岗位管理协议》,不存在劳动关系。派遣服务使用人单
位能方便、及时地获得所需人员,是一种更为灵活的用人模式。
我国的劳务派遣业出现于新旧世纪之交,它以其特殊的用人形式,在短短几
年的时间里,实现了从无到有、从小到大的高速发展。派遣制度自1996年被引进
我国市场,这些年来,我国经济快速发展,工业化、城市化步伐不断加快,人力
资源呈现多样性,企业的用工形式越来越灵活,大量的劳务派遣员工就是在这样
的背景下出现,我国劳务派遣业得到迅猛发展。
2008年全球金融危机后,企业发现,人员时而富余时而短缺成为制约企业发
展的重要因素。企业必须提高自身的灵活性,应对供需双方曰益明显的不匹配,
保证企业有足够支持整体业务策略实施的人才。而劳务派遣可以在企业需要用工
时提供大量劳动力,企业不需要时退回给派遣公司,从一定程度上缓解了企业灵
活用工的需求,这一用工模式从而受到更多企业的重视。
我国劳务派遣工一直呈增长态势。2000年前后,全国总工会曾做过一个粗略
估算,认为当时全国的劳务派遣工大概是2500万人,2012年全总劳务派遣问题问
题课题组就我做劳务派遣用工现状进行调查,根据全总研究室2011年企业职工劳
动经济权益实现状况及思想动态调查测算,全国企业劳务派遣工占企业职工总数
13.1%,约 3700 万人。
各省(区、市)和全国产业工会的调查结果显示,劳务派遣工数量近年来呈
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