A公司劳务派遣劳动生产率研究
发布时间：2019-02-19 16:44
【摘要】：自2008年《劳动合同法》实施以来,劳务派遣这种用工方式首次获得了法律上的明确承认,但由于当时的法律规定不够健全完善,造成劳务派遣业非正常的繁荣。几年来,劳务派遣用工数量出现井喷,到2012年,已经达到3700万人。在实践中,同工不同酬,损害劳务派遣工合法权益,在主营岗位等不应该放置劳务派遣工的岗位长期使用劳务派遣工等问题比比皆是。基于这种现状,全国人大在2012年12月28日通过了《劳动合同法》修正案,并将于2013年7月1日实施。 本文以A公司为案例,实证研究在《劳动合同法》修正案背景下,企业使用劳务派遣工对劳动生产率的影响问题,也就是研究是否增加或降低了单位劳动成本的问题。本文首先从A公司搬迁后各月单位工时产值与一次合格率的变化这个现象出发,并根据现有劳务派遣工流动性高的现状,做出劳务派遣工的敬业度要比合同工低的假设。然后采用盖洛普公司员工敬业度Q12调查问卷对员工进行敬业度调查,信度检验使用SPSS Statistics19.0中文版计算克朗巴哈α系数。调查的结果如同假设一样,劳务派遣工的敬业度要远远低于合同工,而敬业度过低会对劳动生产率带来不利的影响。 再运用工业工程手法,测量出在职不同月数的员工在作业时所需不同的作业时间,据此计算出在职不同月数的员工的生产效率,并根据现状中生产线不同月数的员工构成比例推算出完全使用劳务派遣工所组成的生产线可能的生产效率值,分别将合同工和劳务派遣工的生产效率值和统计的人均用工成本代入原来定义好的劳动生产率公式中,推断出使用劳务派遣工劳动生产率将低于合同工的推论。接下来按照前述假设调整生产线的人力配置,实际运行一个月,并统计计算出实际的生产效率值,最后得出使用劳务派遣工劳动生产率将低于合同工的结果是正确的。 本文的结论是：使用劳务派遣工虽然可以节约招聘成本、解雇成本、福利费用甚至部分社保费用,但因为劳务派遣工的敬业度低,从而导致劳务派遣工的流动性大,士气低落,最终使用工单位的劳动生产率降低,单位劳动成本升高,给用工单位带来损失。
[Abstract]:Since the implementation of the Labor contract Law in 2008, the labor dispatch has been explicitly recognized by law for the first time. However, the law at that time was not perfect enough, resulting in the abnormal prosperity of the labor dispatch industry. In the past few years, the number of labor dispatch workers appeared blowout, by 2012, has reached 37 million people. In practice, the problems of different pay for equal work, damage to the legitimate rights and interests of labor dispatch workers, and long-term use of labor dispatch workers in the main posts and other posts should not be placed should be found everywhere. Based on this situation, the National people's Congress passed the amendment to the Labor contract Law on December 28, 2012, which will take effect on July 1, 2013. Taking Company A as an example, this paper empirically studies the influence of labor dispatch on labor productivity under the background of the amendment of Labor contract Law, that is, whether to increase or reduce the unit labor cost. This paper starts from the change of the output value of unit man-hour and the pass rate of every month after the relocation of company A, and according to the present situation of high mobility of labor dispatch workers, it makes the assumption that the engagement of labor dispatch workers is lower than that of contract workers. Then the Q12 questionnaire of employee engagement of Gallup Company was used to investigate the employees' engagement, and the reliability test was used to calculate the Klonbaha 伪 coefficient using the Chinese version of SPSS Statistics19.0. The results of the survey are as hypothetical that the engagement of labor dispatch workers is much lower than that of contract workers, and the low engagement will have a negative impact on labor productivity. Then using the industrial engineering technique to measure the different working time required by the employees with different months on the job, and then calculate the production efficiency of the employees with different months on the job. According to the present situation, the possible production efficiency of the production line composed of labor dispatch workers is calculated according to the proportion of employees in different months of the production line. The productivity values of contract workers and labor dispatch workers and the per capita cost of labor are added to the previously defined formula of labor productivity, and the inference that the labor productivity of labor dispatch workers will be lower than that of contract workers is inferred. Then adjust the labor allocation of production line according to the above hypothesis, and run for a month, and calculate the actual production efficiency value. Finally, it is correct to draw the conclusion that the labor productivity of labor dispatch workers will be lower than that of contract workers. The conclusion of this paper is that the use of labor dispatch workers can save recruitment costs, dismissal costs, welfare costs and even part of social security costs, but because of the low engagement of labor dispatch workers, the labor dispatch workers are highly mobile and demoralized. The final labor productivity of the unit decreases and the unit labor cost increases, which brings losses to the employer.
【学位授予单位】：广东工业大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92
本文编号：2426678
[Abstract]:Since the implementation of the Labor contract Law in 2008, the labor dispatch has been explicitly recognized by law for the first time. However, the law at that time was not perfect enough, resulting in the abnormal prosperity of the labor dispatch industry. In the past few years, the number of labor dispatch workers appeared blowout, by 2012, has reached 37 million people. In practice, the problems of different pay for equal work, damage to the legitimate rights and interests of labor dispatch workers, and long-term use of labor dispatch workers in the main posts and other posts should not be placed should be found everywhere. Based on this situation, the National people's Congress passed the amendment to the Labor contract Law on December 28, 2012, which will take effect on July 1, 2013. Taking Company A as an example, this paper empirically studies the influence of labor dispatch on labor productivity under the background of the amendment of Labor contract Law, that is, whether to increase or reduce the unit labor cost. This paper starts from the change of the output value of unit man-hour and the pass rate of every month after the relocation of company A, and according to the present situation of high mobility of labor dispatch workers, it makes the assumption that the engagement of labor dispatch workers is lower than that of contract workers. Then the Q12 questionnaire of employee engagement of Gallup Company was used to investigate the employees' engagement, and the reliability test was used to calculate the Klonbaha 伪 coefficient using the Chinese version of SPSS Statistics19.0. The results of the survey are as hypothetical that the engagement of labor dispatch workers is much lower than that of contract workers, and the low engagement will have a negative impact on labor productivity. Then using the industrial engineering technique to measure the different working time required by the employees with different months on the job, and then calculate the production efficiency of the employees with different months on the job. According to the present situation, the possible production efficiency of the production line composed of labor dispatch workers is calculated according to the proportion of employees in different months of the production line. The productivity values of contract workers and labor dispatch workers and the per capita cost of labor are added to the previously defined formula of labor productivity, and the inference that the labor productivity of labor dispatch workers will be lower than that of contract workers is inferred. Then adjust the labor allocation of production line according to the above hypothesis, and run for a month, and calculate the actual production efficiency value. Finally, it is correct to draw the conclusion that the labor productivity of labor dispatch workers will be lower than that of contract workers. The conclusion of this paper is that the use of labor dispatch workers can save recruitment costs, dismissal costs, welfare costs and even part of social security costs, but because of the low engagement of labor dispatch workers, the labor dispatch workers are highly mobile and demoralized. The final labor productivity of the unit decreases and the unit labor cost increases, which brings losses to the employer.
【学位授予单位】：广东工业大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92
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