天津港外来劳务员工管理与激励对策研究

发布时间：2018-06-28 21:45

本文选题：天津港 + 外来劳务员工　；参考：《大连海事大学》2012年硕士论文

【摘要】：港口企业近几年的飞速发展与几十年来服务于港口的成千上万的外来劳务员工密不可分,一直以来他们都是港口建设的基石,从早期苦脏累险的港口装卸工到如今的现代化机械化蓝领工人,港口的每一份收益,每一项效益指标都凝聚着他们的血和汗水。而在未来的港口发展中他们更是不可或缺的,因此我们必须不断使这支外来劳务员工队伍更加强大以适应现代港口作业的需求,同时更应该注重这支队伍的稳定和谐,我们有铁打的营盘更要有一支稳定的以港为家、爱岗敬业的建设者队伍。本文意图运用文献索引和实例研究相结合的方法,以天津港用工现状为例着力探讨港口企业外来劳务员工队伍的管理模式和激励对策的构建。具体关注以下四个问题：港口企业外来劳务员工队伍现状如何?港口企业现有用工机制造成外来劳务员工队伍不稳定的原因?如何构建稳定的外来劳务员工队伍管理模式和管理方法?建立怎样的激励对策才能进一步巩固这种管理模式? 全文共分为五个部分。第一部分是绪论,主要论述选题的研究背景、选题的目的和意义。第二部分是国内外研究现状及相关理论综述。以天津港为例,第三部分分析现有外来劳务员工队伍现状、存在的问题及产生这些问题的原因。第四部分论述影响港口企业外来劳务员工队伍不稳定的主要因素、管理模式的构建和实现队伍稳定有效的管理方法。第五部分主要是通过建立领导工作协调机制、有市场竞争优势的薪酬增长机制及无差异的人性化管理和搭建外来劳务员工成长晋升平台等激励对策来实现员工队伍稳定。第六部分是结论。本文认为只有真正地实现外来劳务员工“招得来、留得住、用得好”,才能为港口发展带来真正源源不断的动力,进而促进港口经济效益的大幅度提升。
[Abstract]:The rapid development of port enterprises in recent years and tens of years of service to the port of thousands of foreign workers, they have been the cornerstone of port construction, From early seaport stevedores to modern mechanized blue-collar workers, every benefit, every benefit indicator of the port, is a reflection of their blood and sweat. And they are indispensable in the future port development. Therefore, we must constantly make this foreign labor force more powerful to meet the needs of modern port operations, and pay more attention to the stability and harmony of this team. We must have a stable camp with Hong Kong as home and a dedicated team of builders. This paper intends to use the method of literature index and case study to discuss the construction of management mode and incentive countermeasures of foreign labor force in port enterprises by taking Tianjin Port as an example. Specific attention to the following four issues: Port enterprises foreign labor force status quo? What are the reasons for the instability of the foreign labor force caused by the existing employment mechanism in the port enterprises? How to build a stable foreign labor force management model and management methods? What kind of incentive measures can be established to further consolidate this management model? The full text is divided into five parts. The first part is the introduction, mainly discusses the research background, the purpose and significance of the topic. The second part is the domestic and foreign research situation and the related theory summary. Taking Tianjin Port as an example, the third part analyzes the present situation of foreign labor force, the existing problems and the causes of these problems. The fourth part discusses the main factors that affect the instability of foreign labor force in port enterprises, the construction of management mode and the effective management method to realize the stability of the team. The fifth part is mainly through the establishment of leadership coordination mechanism, the salary growth mechanism with market competitive advantage, the undifferentiated humanized management and the construction of foreign labor force growth and promotion platform to achieve the stability of the workforce. The sixth part is the conclusion. This paper holds that only when foreign labor workers are "recruited, retained and used well" can the port development be brought a real and continuous power, and the economic benefits of the port be greatly improved.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F552

【参考文献】