铁路货车车辆段劳务派遣员工激励研究
发布时间：2018-09-18 12:57
【摘要】：自2003到2011年3月,铁路从减员提效考虑,对各运输站段一直未对现场一线工人进行补充,表现在未招收退伍转业军人、高职毕业生。这导致铁路职工结构老化,且人数一直呈减少趋势。在成都铁路局,尤其是近两年,退休人员较多,再加上渝利线、渝涪、兰渝线及兴隆场开通,人员紧张。在2013年的“两会”上,通过了对铁道部实施政企分开的方案,这加速倒逼铁路总公司加快建立现代企业制度。因此,在铁路职工总数减少的趋势下,在自负盈亏的形势逼迫下,铁路各运输站段须加快体制转型,各运输站段进行组织与人力资源转型(如：采用劳务派遣员工)就成为必然。 虽然,国外对劳务派遣研究较深入,国内一些学者也对此进行了一些探索,但对劳务派遣员工在铁路货车车辆段领域的研究几乎没有涉足。铁路各站段对劳务派遣采取的态度是参差不齐。有的积极,有的推进缓慢,有的持观望态度(根本不敢使用劳务派遣人员)。 如何作好货车车辆段劳务派遣员工激励,从而解决成都铁路局成都北、重庆西、贵阳南车辆段的人员老化、结构性缺员问题?本文运用调研方法,从研究重庆西车辆段的劳务派遣历史、现状入手,进行调查分析。该段实施劳务派遣近7年,虽然为劳务人员提供了较好的安全劳保,一定的职业培训,但是,在劳务派遣员工与正式员工同工同酬、职业生涯建设(如：优秀派遣员工转为正式员工无门等)还有诸多不足,极大打击了派遣员工积极性。 在上述调查研究的基础上,本文提出改善劳务派遣激励的方法。站在公民平等,共享改革成果的角度,运用激励等有关理论,精神与物质并重,从五个方面进行有效激励机制设计,从多方面调动劳务派遣人员积极性。 通过研究,帮助该局成都北、贵阳南车辆段举一反三,对照清理本单位劳务派遣现状,更好地采取有效措施,对症下药,借此推动我局货车车辆段劳务派遣激励管理水平的提高。
[Abstract]:From 2003 to March 2011, the railway has not supplemented the front-line workers in various transportation stations from the consideration of increasing the efficiency of staff reduction, which is reflected in the failure to recruit retired servicemen and graduates of higher vocational colleges. This leads to the aging of railway staff structure, and the number of people has been decreasing. In Chengdu Railway Bureau, especially in the past two years, there are more retirees, plus Yu-Li Line, Yufu Line, Lanyu Line and Xinglongchang opening, the staff is tight. At the "two sessions" in 2013, a plan to separate government and enterprise from the Ministry of Railways was passed, which accelerated the establishment of a modern enterprise system by railway companies. Therefore, in the light of the trend of the decrease in the total number of railway staff and workers, and under the pressure of the situation of self-financing for profits and losses, it is necessary to speed up the structural transformation of the various railway transport stations. The organization and human resource transformation of each terminal section (for example, the use of labor dispatch staff) becomes inevitable. Although the foreign research on labor dispatch is more in-depth, some domestic scholars have also made some exploration, but the research of labor dispatch staff in the field of railway freight car depot has hardly been involved in. Railway stations and sections of the attitude to labor dispatch is uneven. Some positive, some slow progress, some wait-and-see attitude (do not dare to use labor dispatch personnel). How to do a good job freight car depot labor dispatch staff incentive, so as to solve Chengdu Railway Bureau Chengdu North, Chongqing West, Guiyang South Depot staff aging, structural staff shortage problem? This paper studies the history and present situation of labor dispatch in Chongqing West Depot by means of investigation and analysis. This section of the labor dispatch for nearly seven years, although for labor workers to provide better safety labor protection, a certain number of vocational training, but in the labor dispatch staff and regular employees on the same pay, Career construction (such as: excellent dispatch staff to formal staff, etc.) also has many shortcomings, which greatly hit the enthusiasm of dispatch staff. On the basis of the above investigation, this paper puts forward the method of improving the incentive of labor dispatch. From the perspective of equality of citizens and sharing of reform achievements, we should apply the relevant theories such as encouragement, pay equal attention to spirit and material, design effective incentive mechanism from five aspects, and mobilize the enthusiasm of labor dispatch personnel from many aspects. Through research, we can help the Bureau of Chengdu North, Guiyang South Depot to draw a lesson from one another, compare and clean up the present situation of labor dispatch in this unit, and better take effective measures to give the right remedy to the case. In order to promote our Bureau truck depot labor dispatch incentive management level.
【学位授予单位】：西南交通大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F532.6;F272.92
本文编号：2247993
[Abstract]:From 2003 to March 2011, the railway has not supplemented the front-line workers in various transportation stations from the consideration of increasing the efficiency of staff reduction, which is reflected in the failure to recruit retired servicemen and graduates of higher vocational colleges. This leads to the aging of railway staff structure, and the number of people has been decreasing. In Chengdu Railway Bureau, especially in the past two years, there are more retirees, plus Yu-Li Line, Yufu Line, Lanyu Line and Xinglongchang opening, the staff is tight. At the "two sessions" in 2013, a plan to separate government and enterprise from the Ministry of Railways was passed, which accelerated the establishment of a modern enterprise system by railway companies. Therefore, in the light of the trend of the decrease in the total number of railway staff and workers, and under the pressure of the situation of self-financing for profits and losses, it is necessary to speed up the structural transformation of the various railway transport stations. The organization and human resource transformation of each terminal section (for example, the use of labor dispatch staff) becomes inevitable. Although the foreign research on labor dispatch is more in-depth, some domestic scholars have also made some exploration, but the research of labor dispatch staff in the field of railway freight car depot has hardly been involved in. Railway stations and sections of the attitude to labor dispatch is uneven. Some positive, some slow progress, some wait-and-see attitude (do not dare to use labor dispatch personnel). How to do a good job freight car depot labor dispatch staff incentive, so as to solve Chengdu Railway Bureau Chengdu North, Chongqing West, Guiyang South Depot staff aging, structural staff shortage problem? This paper studies the history and present situation of labor dispatch in Chongqing West Depot by means of investigation and analysis. This section of the labor dispatch for nearly seven years, although for labor workers to provide better safety labor protection, a certain number of vocational training, but in the labor dispatch staff and regular employees on the same pay, Career construction (such as: excellent dispatch staff to formal staff, etc.) also has many shortcomings, which greatly hit the enthusiasm of dispatch staff. On the basis of the above investigation, this paper puts forward the method of improving the incentive of labor dispatch. From the perspective of equality of citizens and sharing of reform achievements, we should apply the relevant theories such as encouragement, pay equal attention to spirit and material, design effective incentive mechanism from five aspects, and mobilize the enthusiasm of labor dispatch personnel from many aspects. Through research, we can help the Bureau of Chengdu North, Guiyang South Depot to draw a lesson from one another, compare and clean up the present situation of labor dispatch in this unit, and better take effective measures to give the right remedy to the case. In order to promote our Bureau truck depot labor dispatch incentive management level.
【学位授予单位】：西南交通大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F532.6;F272.92
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