水环中心劳务派遣人员薪酬激励机制研究

发布时间：2018-02-04 03:27

本文关键词： 劳务派遣人员薪酬激励机制　出处：《中国地质大学(北京)》2017年硕士论文　论文类型：学位论文

【摘要】：目前,劳务派遣人员是一支事业单位快速发展不可或缺的保障力量,其工作质量直接影响事业单位的工作效率和效益。然而,与正式员工在工资和福利上的巨大差距,严重影响了他们工作的主观能动性和效率,如何完善对劳务派遣人员的薪酬制度,调动其工作的主动性和积极性,加强他们的归属感和忠诚度成为亟待解决的问题。本文通过全面了解和分析中国地质调查局水文地质环境地质调查中心劳务派遣人员薪酬激励机制的现状和存在问题,运用文献研究、问卷调查、访谈和资料分析等方法,对其中存在的问题进行研究,分析了导致问题出现的原因,为提出水环中心劳务派遣人员薪酬激励机制优化建议提供依据。本文主要研究结论为:水环中心劳务派遣人员薪酬激励机制存在着薪酬设置不能体现劳务派遣人员职业特征、劳务派遣人员与正式员工薪酬差别大、劳务派遣人员福利制度灵活性差、绩效考核的内容设定和考核程序过于简单、缺乏有效沟通,对劳务派遣人员尊重和关怀不够等严重问题。建议通过优化完善薪酬福利制度和绩效考核制度来缩小劳务派遣人员与正式员工之间的薪酬差距,通过建立有效的沟通渠道加强对劳务派遣人员的尊重和关怀,进而提升他们的归属感和忠诚度,从而更好的为中心发展做出贡献。
[Abstract]:At present, labor dispatch personnel is an indispensable guarantee for the rapid development of institutions, and its work quality directly affects the efficiency and efficiency of institutions. The huge gap between salary and welfare seriously affects the subjective initiative and efficiency of their work. How to improve the salary system of labor dispatch personnel and mobilize their initiative and enthusiasm. Strengthening their sense of belonging and loyalty has become an urgent problem to be solved. This paper comprehensively understand and analyze the current situation and existence of the salary incentive mechanism of the labor dispatch personnel in the Hydrogeology Environment Geological Survey Center of China Geological Survey. The problem. Using the methods of literature research, questionnaire survey, interview and data analysis, this paper studies the existing problems and analyzes the causes of the problems. The main conclusions of this paper are as follows:. The salary incentive mechanism of the labor dispatch personnel in the Water Environment Center does not reflect the professional characteristics of the labor dispatch personnel. The labor dispatch personnel and the official staff salary difference is big, the service dispatch personnel welfare system flexibility is not good, the performance appraisal content setting and the appraisal procedure is too simple, lacks the effective communication. It is suggested that the salary gap between the dispatched personnel and the regular employees should be reduced by optimizing and perfecting the compensation and welfare system and the performance appraisal system. Through the establishment of effective communication channels to strengthen the respect and care for labor dispatch personnel, and then enhance their sense of belonging and loyalty, thus better to contribute to the development of the center.
【学位授予单位】：中国地质大学(北京)
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.1

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