一汽解放汽车有限公司派遣制员工管理方案设计

发布时间：2018-05-30 04:32

本文选题：劳务派遣制 + 战略发展　；参考：《吉林大学》2017年硕士论文

【摘要】：伴随着汽车制造行业的迅猛发展与环境的不断变化,汽车行业,尤其是卡车制造业之间的产品日趋同质化竞争,竞争也愈发激烈,如何在激烈的环境中能够长久持续的发展下去并实现企业的持续发展是摆在企业面前的一道课题。在盈利收入减少或者相等的情况下挖掘内部潜力,开源不能得到保证的前提如何进行有效节流成为企业的管理客体,合理的减少开支就是一种有效的盈利。作为企业的一种战略资源,人才需要被公司高度重视。培养一支高水平、高素质的人才队伍,企业才能够应得跨越式的发展。而企业内部的重要用工组成部分-派遣制员工构成了企业的主要力量,给企业的用工形式及用工制度带来了极大的便利,但同时企业如何合法的、高效的使用派遣制员工也有着一系列的问题。面对国家现有用工体质的不断变化,劳动力市场的不断规范化,《劳动合同法》与《派遣制员工暂行规定》的先后出台,使得派遣制用工形式在丰富了企业用工模式的同时,也对企业的用工形式及合法化提出了要求。以往派遣制用工具有人力成本低、机制相对灵活、应用范围广的特征,但是在法律法规得到强化与明确的今日,以往的用工优势逐渐消失与弱化。企业的人力资源管理课题需要进行方向调整,企业首先要合法的用工,保障劳动者的合法权益,建立合法的用工体系;其次企业要在现有的基础上完善用工体系,提升人力资源的贡献度,尤其是派遣制员工队伍的转型及管理效率的贡献度,打造一支高效、积极、充满活力的人力资源队伍是企业在应对用工体系变化及市场变化的重要内容。本文在人力资源管理理论的基础上,通过文献研究法与调查研究法等多种方法与途径分析了一汽解放汽车有限公司派遣制员工的发展现状、面临的管理问题及问题的成因。采取了一系列的人力资源保障手段解决当前面临的问题,首先明确解放公司在合法合规的用工原则及环境,其次在现有的管理基础上设计了派遣制员工的招聘方案、培训方案、绩效及薪酬管理方案、职业生涯规划方案,突破并改善以往派遣制员工的招聘、培训、薪酬、发展的困境,在多个方面进行了调整。以期能够企业派遣制员工安心、安稳的工作的同时,能够极大地激励派遣制员工工作激情,使得派遣制员工能够更好的发挥主动性,不断的挖掘自身潜力,提升人力资源的管理水平,做到人力资源发展战略与公司经营战略发展相匹配,达到公司战略发展的目的,从而推动公司的不断成长。同时为了企业能够顺利实施派遣制员工管理方案,针对公司内部的管理现状及特质,又设计了方案的实施要点,同时在实施的过程中也对人力资源与组织保障进行了详细的责任划分。
[Abstract]:With the rapid development of automobile manufacturing industry and the continuous change of environment, the products of automobile industry, especially the truck manufacturing industry, are becoming more and more homogeneous competition, and the competition is becoming more and more fierce. How to develop and realize the sustainable development of enterprises in the fierce environment is a problem in front of enterprises. If the profit revenue is reduced or equal to the internal potential, the premise of how to reduce the expenditure effectively becomes the management object of the enterprise. A reasonable reduction of expenditure is a kind of effective profit. As a strategic resource, talents need to be highly valued by the company. Cultivate a high-level, high-quality talent team, enterprises can deserve leapfrog development. However, the important part of employment within an enterprise-the dispatch of employees-constitutes the main force of the enterprise, which brings great convenience to the employment form and employment system of the enterprise, but at the same time, how is the enterprise legal? Efficient use of dispatch staff also has a series of problems. In the face of the constant changes in the state's existing employment constitution and the continuous standardization of the labor market, the "Labor contract Law" and the "temporary provisions for dispatched employees" have been promulgated successively, which makes the dispatching system of employment form enrich the enterprise employment mode at the same time. Also to the enterprise employment form and the legalization has put forward the request. The tools used in dispatching system used in the past have the characteristics of low labor cost, flexible mechanism and wide range of application. But today, when the laws and regulations are strengthened and clear, the former advantage of employment gradually disappears and weakens. The subject of human resources management in enterprises needs to be adjusted in the direction. Enterprises should first of all employ workers legally, protect the legitimate rights and interests of workers, and establish a legal employment system. Secondly, enterprises should improve the employment system on the basis of the existing ones. Enhance the contribution of human resources, especially the transition of dispatch staff and the contribution of management efficiency, to create an efficient and active, The vigorous human resource team is the important content of the enterprise to deal with the change of the employment system and the market. On the basis of the theory of human resource management, this paper analyzes the development status, management problems and causes of the dispatching staff of FAW Jiefang Automobile Co., Ltd through the methods of literature research and investigation. We have adopted a series of human resource guarantee measures to solve the current problems. Firstly, we have made clear the employment principle and environment of the liberation company in the legal compliance, and then designed the recruitment and training programs for the dispatched employees on the basis of the existing management. Performance and compensation management programs, career planning programs, break through and improve the previous dispatch system staff recruitment, training, compensation, development difficulties, in a number of aspects of adjustment. In order to be able to dispatch the employees to ease their peace of mind and work safely, at the same time, can greatly stimulate the dispatch system staff work passion, so that the dispatch system staff can better play the initiative, constantly tap their potential, To improve the management level of human resources, to match the development strategy of human resources with the development of company management strategy, to achieve the purpose of strategic development of the company, and thus to promote the continuous growth of the company. At the same time, in order for the enterprise to carry out the dispatching staff management scheme smoothly, according to the internal management status and characteristics of the company, it also designed the key points of the implementation of the scheme. At the same time, in the implementation of the process of human resources and organizational security for a detailed division of responsibility.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.471

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