劳务派遣是比较新颖的一种用工模式，劳务派遣用工模式的优势主要体现在 企业用工机制的灵活性高，同时劳务派遣员工的成本会更低一些。因此劳务派遣 用工模式在我国的企业用工中呈现出普遍化以及常态化的形势。根据中国产业调 研网（2019，1-16）作出的 2019 年中国劳务派遣行业发展现状及市场发展前景 分析报告显示：“截止至 2017 年中国劳务派遣行业用工规模达到了 2981 万人， 预测在 2022 年将会接近 3300 万人。”由此能够看出在我国众多的企业当中，劳 务派遣员工已经成为在竞争中起到关键作用的因素。与此同时，因为劳务派遣员 工的特殊性，企业在对劳务派遣员工进行管理的过程中也产生了一系列的问题， 比较突出的问题就是企业对劳务派遣员工的激励问题。这个问题对员工本人的权 益、发展以及企业的发展都存在一定的影响，因此为促进企业的稳定发展，对于 劳务派遣员工激励问题的解决就显得十分迫切。 DK 企业作为商业银行于 2012 年正式改制挂牌成立。DK 企业对人员需求量较 大的普通业务岗位实行劳务派遣，从而对日益增加的人力资源成本进行有效控 制。但该企业现行的人力资源管理体系比较老旧，要想留住核心人才和骨干人才 就必须对人力资源管理进行改进，从而有效提升企业的市场竞争力。本文是在查 阅了大量的国内外文献资料的基础上，以 DK 企业劳务派遣员工的激励问题进行 研究。阐述了本文的研究背景、意义和内容，梳理了相关的基础理论，为本文的 研究奠定了坚实的理论基矗第二，对 DK 企业的基本情况以及当前企业的派遣 员工的激励现状进行介绍。第三，从劳务派遣员工的基本情况、对当前企业激励 体系的看法、激励体系存在的问题以及理想的激励体系这四个大的方面，调查 DK 企业的劳务派遣员工当前存在的激励问题。第四，根据对问卷调查以及访谈 结果，从薪酬激励、发展激励、绩效考核以及精神激励这四个方面，对 DK 企业 派遣员工激励体系存在问题及原因进行分析。最后，为该企业制定了优化劳务派 遣员工激励体系的针对化策略，希望本文的研究结论能为其他企业提供一定的借 鉴。 本文的目的是希望经过研究制定出的策略，实际实施以后能够使劳务派遣员 工缩小与正式员工的差距，对员工激励的相关措施进行有效的改进，进而提升激 励体系对劳务派遣员工的激励作用。 关键词：劳务派遣；激励体系；用工管理Abstract II Abstract Labor dispatch is a relatively new labor employment mode. The advantages of labor dispatch mode are mainly reflected in the high flexibility of enterprise employment mechanism, and the cost of labor dispatch employees will be lower. Therefore, the labor dispatch employment mode has shown the situation of generalization and normalization in China's enterprises. According to the analysis report, in 2019 issued by China Industrial Research Network (2019, 1-16): “The labor force in China's labor dispatch industry has reached 29.81 million by 2017, and it is predicted that it will approach 33 million by 2022.” It can be seen that in many enterprises in China, labor dispatch has become a key factor in the process of competition. At the same time, because of the particularity of the identity of the labor dispatch staff, a series of problems have arisen in the process of the enterprise's management of the dispatched workers. The most prominent problem is the enterprise's incentive to the dispatched workers. This problem has a certain impact on the rights and interests of the employees, the development of the enterprise and the development of the enterprise. It is very urgent to solve the incentive problem of labor dispatch staff. DK enterprise, as a commercial bank, was formally restructured and listed in 2012. DK enterprises carry out labor dispatch for the general business positions with a high demand for personnel. So as to effectively control the increasing cost of human resources. However, the current human resource management system of the enterprise is rather old. So in order to retain core talents and backbone talents, it is necessary to improve human resource management. On the basis of consulting a large volumn of Chinese and foreign literature, this paper takes DK enterprise as the specific research object to study the incentive problem of dispatched employees in this enterprise. Firstly, it introduces the research background, significance and content of the research, and combs out the related basic theory, which lays a solid theoretical foundation for the research of the subject. It introduces the basic situation of DK enterprises and the current incentive situation of dispatched employees of DK enterprises, and investigates the current incentive problems of labor dispatch employees of DK enterprises by means of questionnaire survey It is necessary to investigate the basic situation of the dispatched workers, the views on the current enterprise incentive system, the problems existing in the incentive system and the ideal incentive system.DK 企业劳务派遣员工激励体系优化策略 III Based on the analysis of questionnaire survey and interview results, this paper analyzes the problems and causes in DK enterprise's labor dispatch employee incentive system, mainly from the salary incentive, development incentive, performance appraisal and labor dispatch unit. Finally, through the investigation and analysis of DK enterprise's labor dispatch employee incentive problem. I hope the conclusion of this paper can provide some reference for other enterprises. The purpose of this paper is to hope that after the research and development of the strategy, the actual implementation can effectively improve the incentive problem of labor dispatch employees, narrow the gap with regular employees, and effectively improve the relevant measures of employee motivation, so as to enhance the incentive effect of the incentive system on labor dispatch employees. Key words: labor dispatch; incentive system; employment managementDK 企业劳务派遣员工激励体系优化策略 I 目 录 1 绪论........................................................................................................1 1.1 研究背景、问题及意义.....................................................................................1 1.1.1 研究背景.....................................................................................................1 1.1.2 研究问题.....................................................................................................2 1.1.3 研究意义.....................................................................................................2 1.2 国内外研究现状.................................................................................................2 1.2.1 国外研究现状.............................................................................................2 1.2.2 国内研究现状.............................................................................................4 1.2.3 文献综评.....................................................................................................6 1.3 研究内容.............................................................................................................6 1.4 研究方法.............................................................................................................8 2 理论基础及基本概念...........................................................................9 2.1 激励的相关理论.................................................................................................9 2.1.1 过程型激励理论.........................................................................................9 2.1.2 内容型激励理论.......................................................................................10 2.1.3 劳务关系理论...........................................................................................11 2.2 劳务派遣...........................................................................................................13 2.2.1 劳务派遣的概念.......................................................................................13 2.2.2 劳务派遣的特点.......................................................................................13 2.2.3 劳务派遣的分类.......................................................................................14 2.3 劳务派遣员工...................................................................................................15 2.3.1 劳务派遣员工的概念...............................................................................15 2.3.2 劳务派遣员工的特点...............................................................................16 2.3.3 劳务派遣员工管理的基本内容...............................................................17 2.3.4 劳务派遣员工管理的基本流程...............................................................17 2.4 激励体系...........................................................................................................18 2.4.1 激励体系的概念.......................................................................................18 2.4.2 激励体系建设...........................................................................................19 2.4.3 激励体系的原则.......................................................................................19目录 II 3 DK 企业劳务派遣员工激励现状........................................................21 3.1DK 企业概况.......................................................................................................21 3.2DK 企业劳务派遣员工度对当前激励体系的满意程度调查...........................21 3.2.1 设计问卷...................................................................................................21 3.2.2 发放问卷...................................................................................................22 3.2.3 问卷调查数据分析...................................................................................22 3.2.4 访谈结果分析...........................................................................................30 4 DK 企业劳务派遣员工激励体系中存在的问题及原因................... 33 4.1 薪酬激励中存在的问题及原因.......................................................................33 4.1.1 薪酬激励中存在的问题...........................................................................33 4.1.2 薪酬激励中问题的原因分析...................................................................33 4.2 发展激励中存在的问题及原因.......................................................................34 4.2.1 发展激励中存在的问题...........................................................................34 4.2.2 发展激励中问题的原因分析...................................................................34 4.3 绩效考核中存在的问题及原因.......................................................................35 4.3.1 绩效考核中存在的问题...........................................................................35 4.3.2 绩效考核中问题的原因分析...................................................................35 4.4 精神激励中存在的问题及原因.......................................................................36 4.4.1 精神激励中存在的问题...........................................................................36 4.4.2 精神激励中问题的原因分析...................................................................36 5 DK 企业劳务派遣员工激励体系优化策略........................................37 5.1 薪酬激励优化策略...........................................................................................37 5.2 发展激励优化策略...........................................................................................38 5.3 绩效激励优化策略...........................................................................................40 5.4 精神激励优化策略...........................................................................................42 6 结论与展望......................................................................................... 45