劳务派遣自上世纪九十年代引入我国以来，已经过近 30 年的发展。截至目前，劳 务派遣所适用的法律条文为 2014 年 3 月 1 日起正式施行的《劳务派遣暂行规定》，暂 行规定的最显著特征就是其“暂时性”，代表着仍未能上升为正式的规定。各地政府并 没有明确、统一的行政规定来指导劳务派遣健康发展，同时，行业内也没有相关的管理 制度出台，用以规范劳务派遣用工。随着我国劳动力市场的发展，劳务派遣这种灵活的 用工模式，越来越受到各行业尤其为制造业的青睐，但劳务派遣用工的运作大多数是“摸 着石头过河”，管理水平各有高低，所以在劳务派遣领域极易出现各类问题并且产生纠 纷，随之而来的各类问题与日俱增。 本文以河南省 F 公司劳务派遣用工管理为研究对象，采用文献资料法搜集国内外企 业劳务派遣用工管理的相关资料，通过访谈法对 F 公司负责劳务派遣用工管理的工作人 员进行访谈，取得 F 公司劳务派遣用工管理的相关数据和资料，通过问卷调查法对 F 公 司劳务派遣员工进行调查，了解 F 公司劳务派遣用工管理的现状和存在的一些问题，结 合劳务派遣用工的概念和要点，对 F 公司劳务派遣的用工现状、用工管理过程中存在的 问题进行分析，从而提出改善对策。 通过调查可以看出，F 公司劳务派遣用工管理依然存在着用工比例阶段性超出、用 工成本增加、忽视培训管理、同工不同酬、监督失职等问题，造成这些问题的原因既有 国家法律法规不完善及行业发展特点等外部原因，也有自身管理水平不足方面的内部原 因，基于存在的问题，本文提出了相关对策：优化企业用工结构；建立统一返费调控机 制；为派遣员工制定多元发展机制；统筹制定员工薪酬福利体系；建立规范的劳务派遣 监管制度等。通过本研究，期望可以为企业规范化开展劳务派遣，提升劳务派遣管理水 平提供参考。 关键词：制造业，劳务派遣，用工管理III ABSTRACT Labor dispatch has been developed for nearly 30 years since it was introduced into China in the 1990s. Up to now, the legal provisions applicable to labor dispatch are the "provisional provisions on labor dispatch" which have been formally implemented since March 1, 2014. The most significant feature of the provisional provisions is its "temporary", which represents that it has not yet been upgraded to a formal one. Local governments do not have clear and unified administrative provisions to guide the healthy development of labor dispatch. At the same time, there is no relevant management system in the industry to regulate the labor dispatch. With the development of China's labor market, labor dispatch, a flexible employment mode, has been more and more favored by various industries, especially for manufacturing industry. However, the operation of labor dispatch is mostly "crossing the river by feeling the stone", and the management level is different. Therefore, in the field of labor dispatch, various problems and disputes are easy to occur, and the following various problems are increasing day by day. This paper takes the labor dispatch management of F company in Henan Province as the research object, uses the literature method to collect the relevant information of labor dispatch and employment management of domestic and foreign enterprises, interviews the staff in charge of labor dispatch and employment management of F company by interview method, obtains the relevant data and data of labor dispatch management of F company, and conducts questionnaire survey on the dispatched employees of F company To investigate and understand the current situation and problems of labor dispatch management in F company. Combined with the concept and key points of labor dispatch, this paper analyzes the current situation of labor dispatch and the problems in the process of labor management in company F, so as to put forward improvement countermeasures. Through the investigation, we can see that there are still some problems in the management of labor dispatch and employment in F company, such as the periodic excess of employment proportion, the increase of labor cost, the neglect of training management, the different pay for the same work, and the dereliction of supervision. The reasons for these problems are not only the external reasons such as imperfect national laws and regulations and the characteristics of industry development, but also theIV internal reasons of insufficient management level This paper puts forward the relevant countermeasures: optimize the employment structure of enterprises; establish a unified control mechanism of refund; develop a diversified development mechanism for dispatched employees; formulate a comprehensive salary and welfare system; establish a standardized labor dispatch supervision system. Through this study, it is expected to provide reference for enterprises to carry out labor dispatch standardization and improve the management level of labor dispatch. KEY WORDS: Manufacturing industry, Labor dispatch, Employment managementV 目 录 摘要........................................................................................................................................... I ABSTRACT..............................................................................................................................III 1 绪 论.......................................................................................................................................1 1.1 研究背景和意义...............................................................................................................1 1.1.1 研究背景....................................................................................................................1 1.1.2 研究意义....................................................................................................................2 1.2 研究目的和方法...............................................................................................................3 1.2.1 研究目的....................................................................................................................3 1.2.2 研究方法....................................................................................................................3 1.3 国内外研究现状...............................................................................................................3 1.3.1 国外对劳务派遣用工管理的研究............................................................................3 1.3.2 国内对劳务派遣用工管理的研究............................................................................4 1.3.3 研究述评....................................................................................................................6 1.4 研究的创新之处..............................................................................................................7 2 相关概念界定及理论基础.....................................................................................................9 2.1 劳务派遣概念界定...........................................................................................................9 2.2 理论基础...........................................................................................................................9 2.2.1 公平理论..................................................................................................................10 2.2.2 需求层次理论..........................................................................................................10 2.2.3 期望理论..................................................................................................................11 3 河南省 F 公司劳务派遣用工管理现状.............................................................................. 13 3.1 河南省 F 公司基本概况介绍........................................................................................ 13 3.2 河南省 F 公司劳务派遣用工现状................................................................................ 13 3.2.1 我国劳务派遣发展阶段..........................................................................................13 3.2.2 F 公司劳务派遣用工发展历程............................................................................... 14VI 3.2.3 F 公司劳务派遣返费的情况................................................................................... 15 3.2.4 F 公司劳务派遣用工分布....................................................................................... 16 3.3 河南省 F 公司劳务派遣用工的招聘管理.................................................................... 18 3.4 河南省 F 公司劳务派遣用工的培训管理.................................................................... 24 3.5 河南省 F 公司劳务派遣用工的薪酬管理.................................................................... 27 4 河南省 F 公司劳务派遣用工存在问题.............................................................................. 33 4.1 劳务派遣用工比例阶段性超出.....................................................................................33 4.2 高额返费导致用工成本的增加.....................................................................................33 4.3 忽视派遣员工的培训管理.............................................................................................34 4.4 “同工不同酬”问题凸显..................................................................................................34 4.5 对劳务派遣公司的监督失职.........................................................................................35 5 河南省 F 公司劳务派遣用工存在问题的原因分析.......................................................... 37 5.1 用工结构单一且现行法规存在盲点.............................................................................37 5.2 客户订单和劳动力市场的双重影响.............................................................................37 5.3 对派遣工培训管理认识不足.........................................................................................38 5.4 缺乏统一的薪酬管理制度.............................................................................................38 5.5 缺乏系统性的监督管理机制.........................................................................................39 6 河南省 F 公司劳务派遣用工管理的优化对策.................................................................. 41 6.1 优化企业用工结构.........................................................................................................41 6.2 建立统一返费调控机制.................................................................................................42 6.3 为派遣员工制定多元发展机制.....................................................................................42 6.4 统筹制定员工薪酬福利体系.........................................................................................43 6.5 建立规范的劳务派遣监管制度.....................................................................................44 7 结论与展望...........................................................................................................................47 7.1 结论.................................................................................................................................47 7.2 展望.................................................................................................................................48