商业银行劳务派遣员工激励机制研究

发布时间：2018-05-30 01:47

本文选题：劳务派遣 + Y银行　；参考：《云南师范大学》2014年硕士论文

【摘要】：通过雇用劳务派遣员工，，既可以满足Y银行一线岗位大量用工的需求，还可以Y银行的人力资源配置达到最优并在一定程度上降低人力资源管理成本，从而提高Y银行的核心竞争力。由于劳务派遣这种用工形式的不稳定性以及岗位的特殊性，导致商业银行在使用劳务派遣用工的过程中存在一定的风险隐患。因此在使用劳务派遣用工的过程中，必须在有效控制风险的情况下提高效率与效益。本文在原有激励文献研究的基础上，简要介绍劳务派遣相关概念，结合Y银行的特点，深入研究Y银行劳务派遣员工激励机制中存在的问题，并依据分析的结果指出Y银行要从实行多层次有差别的激励机制、以情感来留住员工、完善内部晋升体系、重视发挥企业文化的激励功能、扩大一线员工的工作内容、建立公平公开的激励机制、规划劳务派遣员工的职业生涯等方面来完善劳务派遣员工的激励机制。
[Abstract]:By employing labor dispatch staff, it can not only meet the needs of Y Bank for a large number of first-line jobs, but also achieve the optimal allocation of human resources and reduce the cost of human resources management to a certain extent. So as to improve the core competitiveness of Bank Y. Due to the instability of labor dispatch and the particularity of the post, commercial banks have some risks in the process of using labor dispatch. Therefore, in the process of using labor dispatch, efficiency and benefit must be improved under the condition of effectively controlling risks. Based on the original incentive literature, this paper briefly introduces the concept of labor dispatch, combined with the characteristics of Y Bank, deeply studies the problems existing in the incentive mechanism of Y Bank. Based on the results of the analysis, it is pointed out that Y Bank should carry out multi-level and differentiated incentive mechanism, retain employees with emotion, perfect the internal promotion system, attach importance to giving play to the incentive function of enterprise culture, and expand the work content of front-line employees. Establishing a fair and open incentive mechanism and planning the career of labor dispatch staff to improve the incentive mechanism of labor dispatch staff.
【学位授予单位】：云南师范大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.33;F272.92

【参考文献】