M银行太原分行劳务派遣员工激励问题研究

发布时间：2018-06-20 16:26

本文选题：商业银行 + 劳务派遣　；参考：《太原理工大学》2017年硕士论文

【摘要】：随着银行业的壮大发展和新劳动合同法的颁布实施,劳务派遣用工方式以其用工成本较低、用工风险较低的优点,在M银行太原分行得到进一步发展。作为企业用工组成部分的劳务派遣员工成为了企业发展的重要因素之一,对劳务派遣员工如何有效的进行管理是企业亟待解决的问题。由于M银行太原分行成立时间较晚,运行时间短,且处于管理模式向扁平化管理转型的阶段,对劳务派遣员工的激励体系制度不够完善,在很大程度上制约了劳务派遣员工的工作积极性。本文以M银行太原分行劳务派遣员工为研究对象,探索适合其劳务派遣员工的激励体系,进一步规范劳务派遣用工管理,建立科学有效的激励制度,提升员工的归属感、责任感和使命感,形成推动企业发展的正能量。本文主要采用文献研究、问卷调查和实证分析的方法,在总结国内外研究成果的基础上,首先对M银行太原分行劳务派遣员工现行激励体系与政策进行深入剖析,通过调研发现劳务派遣员工在激励体系方面存在较多问题,劳务派遣员工在晋升渠道、目标任务激励政策、福利等方面的认可度偏低,无法调动劳务派遣员工的工作能动性,劳务派遣员工对自身的职业定位、价值实现也表达了更高的要求。然后,分析了M银行太原分行劳务派遣员工与正式员工激励需求在身份、薪资福利、晋升渠道、受重视程度等方面存在的主要差异,论证了激励政策的有效性以及需要改进的激励措施。最后,本文提出了M银行太原分行劳务派遣员工激励的对策,如改善劳务派遣员工的薪酬待遇,重塑劳务派遣员工的职位体系,有效规划劳务派遣员工职业生涯,加强公平公正企业文化建设等。并提出了M银行太原分行劳务派遣员工激励体系在实施的人员保障、组织保障和制度保障。本文的创新点主要体现在:第一,以M银行太原分行劳务派遣员工为研究对象,研究具有行业特色和适用性;第二,设计了M银行太原分行劳务派遣员工激励体系,并提出了有效实施的保障措施,使员工成长与企业发展同趋同步。本文旨在通过对M银行太原分行劳务派遣的用工情况进行分析,完善当前M银行太原分行对劳务派遣用工的激励机制,为M银行太原分行和国内其他相关企业使用劳务派遣用工提供了一定参考。
[Abstract]:With the development of the banking industry and the promulgation and implementation of the new labor contract law, the mode of labor dispatch has been further developed in Taiyuan Branch of M Bank because of its advantages of lower labor cost and lower employment risk. As a part of the enterprise labor dispatch staff has become one of the important factors in the development of the enterprise. How to effectively manage the labor dispatch staff is an urgent problem to be solved. Due to the late establishment of Taiyuan Branch of M Bank, the short running time, and the transition from management mode to flat management, the incentive system for labor dispatch staff is not perfect enough. To a large extent, the labor dispatch staff restricted the enthusiasm of the work. This paper takes the labor dispatch staff of Taiyuan Branch of M Bank as the research object, explores the incentive system suitable for the labor dispatch staff, further standardizes the management of the labor dispatch, establishes a scientific and effective incentive system, and promotes the sense of belonging of the employees. Sense of responsibility and sense of mission, the formation of positive energy to promote the development of enterprises. This article mainly uses the literature research, the questionnaire survey and the empirical analysis method, summarizes the domestic and foreign research results, first carries on the thorough analysis to the M bank Taiyuan branch labor dispatch staff present incentive system and the policy. Through the investigation, we find that there are many problems in the incentive system of labor dispatch staff, such as promotion channel, target task incentive policy, welfare and so on, which can not mobilize the work initiative of labor dispatch staff. Labor dispatch staff also express higher requirements for their own career positioning and value realization. Then, this paper analyzes the main differences between the motivation needs of the labor dispatch staff and the regular employees in M Bank Taiyuan Branch in the aspects of identity, salary and welfare, promotion channel, degree of attention, and so on. The effectiveness of the incentive policy and the incentive measures that need to be improved are demonstrated. Finally, this paper puts forward the countermeasures of encouraging the labor dispatch staff in Taiyuan Branch of M Bank, such as improving the salary treatment of the labor dispatch staff, reshaping the position system of the labor dispatch staff, and effectively planning the career of the labor dispatch employee. Strengthen fair and just enterprise culture construction and so on. It also puts forward the personnel guarantee, organization guarantee and system guarantee of the staff incentive system in Taiyuan Branch of M Bank. The innovation of this paper is mainly reflected in: first, with M Bank Taiyuan branch labor dispatch staff as the research object, the research has industry characteristics and applicability; second, the design of M Bank Taiyuan branch labor dispatch staff incentive system, And put forward the effective implementation of the safeguard measures, so that the growth of employees and the development of enterprises tend to synchronize. The purpose of this paper is to improve the incentive mechanism of labor dispatch in Taiyuan Branch of M Bank through the analysis of the labor dispatch situation of Taiyuan Branch of M Bank. For M Bank Taiyuan Branch and other related domestic enterprises to use labor dispatch to provide a certain reference.
【学位授予单位】：太原理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F832.33

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