本文選題：商業(yè)銀行 + 勞務(wù)派遣　； 參考：《太原理工大學(xué)》2017年碩士論文

【摘要】：隨著銀行業(yè)的壯大發(fā)展和新勞動(dòng)合同法的頒布實(shí)施,勞務(wù)派遣用工方式以其用工成本較低、用工風(fēng)險(xiǎn)較低的優(yōu)點(diǎn),在M銀行太原分行得到進(jìn)一步發(fā)展。作為企業(yè)用工組成部分的勞務(wù)派遣員工成為了企業(yè)發(fā)展的重要因素之一,對(duì)勞務(wù)派遣員工如何有效的進(jìn)行管理是企業(yè)亟待解決的問(wèn)題。由于M銀行太原分行成立時(shí)間較晚,運(yùn)行時(shí)間短,且處于管理模式向扁平化管理轉(zhuǎn)型的階段,對(duì)勞務(wù)派遣員工的激勵(lì)體系制度不夠完善,在很大程度上制約了勞務(wù)派遣員工的工作積極性。本文以M銀行太原分行勞務(wù)派遣員工為研究對(duì)象,探索適合其勞務(wù)派遣員工的激勵(lì)體系,進(jìn)一步規(guī)范勞務(wù)派遣用工管理,建立科學(xué)有效的激勵(lì)制度,提升員工的歸屬感、責(zé)任感和使命感,形成推動(dòng)企業(yè)發(fā)展的正能量。本文主要采用文獻(xiàn)研究、問(wèn)卷調(diào)查和實(shí)證分析的方法,在總結(jié)國(guó)內(nèi)外研究成果的基礎(chǔ)上,首先對(duì)M銀行太原分行勞務(wù)派遣員工現(xiàn)行激勵(lì)體系與政策進(jìn)行深入剖析,通過(guò)調(diào)研發(fā)現(xiàn)勞務(wù)派遣員工在激勵(lì)體系方面存在較多問(wèn)題,勞務(wù)派遣員工在晉升渠道、目標(biāo)任務(wù)激勵(lì)政策、福利等方面的認(rèn)可度偏低,無(wú)法調(diào)動(dòng)勞務(wù)派遣員工的工作能動(dòng)性,勞務(wù)派遣員工對(duì)自身的職業(yè)定位、價(jià)值實(shí)現(xiàn)也表達(dá)了更高的要求。然后,分析了M銀行太原分行勞務(wù)派遣員工與正式員工激勵(lì)需求在身份、薪資福利、晉升渠道、受重視程度等方面存在的主要差異,論證了激勵(lì)政策的有效性以及需要改進(jìn)的激勵(lì)措施。最后,本文提出了M銀行太原分行勞務(wù)派遣員工激勵(lì)的對(duì)策,如改善勞務(wù)派遣員工的薪酬待遇,重塑勞務(wù)派遣員工的職位體系,有效規(guī)劃勞務(wù)派遣員工職業(yè)生涯,加強(qiáng)公平公正企業(yè)文化建設(shè)等。并提出了M銀行太原分行勞務(wù)派遣員工激勵(lì)體系在實(shí)施的人員保障、組織保障和制度保障。本文的創(chuàng)新點(diǎn)主要體現(xiàn)在:第一,以M銀行太原分行勞務(wù)派遣員工為研究對(duì)象,研究具有行業(yè)特色和適用性;第二,設(shè)計(jì)了M銀行太原分行勞務(wù)派遣員工激勵(lì)體系,并提出了有效實(shí)施的保障措施,使員工成長(zhǎng)與企業(yè)發(fā)展同趨同步。本文旨在通過(guò)對(duì)M銀行太原分行勞務(wù)派遣的用工情況進(jìn)行分析,完善當(dāng)前M銀行太原分行對(duì)勞務(wù)派遣用工的激勵(lì)機(jī)制,為M銀行太原分行和國(guó)內(nèi)其他相關(guān)企業(yè)使用勞務(wù)派遣用工提供了一定參考。
[Abstract]:With the development of the banking industry and the promulgation and implementation of the new labor contract law, the mode of labor dispatch has been further developed in Taiyuan Branch of M Bank because of its advantages of lower labor cost and lower employment risk. As a part of the enterprise labor dispatch staff has become one of the important factors in the development of the enterprise. How to effectively manage the labor dispatch staff is an urgent problem to be solved. Due to the late establishment of Taiyuan Branch of M Bank, the short running time, and the transition from management mode to flat management, the incentive system for labor dispatch staff is not perfect enough. To a large extent, the labor dispatch staff restricted the enthusiasm of the work. This paper takes the labor dispatch staff of Taiyuan Branch of M Bank as the research object, explores the incentive system suitable for the labor dispatch staff, further standardizes the management of the labor dispatch, establishes a scientific and effective incentive system, and promotes the sense of belonging of the employees. Sense of responsibility and sense of mission, the formation of positive energy to promote the development of enterprises. This article mainly uses the literature research, the questionnaire survey and the empirical analysis method, summarizes the domestic and foreign research results, first carries on the thorough analysis to the M bank Taiyuan branch labor dispatch staff present incentive system and the policy. Through the investigation, we find that there are many problems in the incentive system of labor dispatch staff, such as promotion channel, target task incentive policy, welfare and so on, which can not mobilize the work initiative of labor dispatch staff. Labor dispatch staff also express higher requirements for their own career positioning and value realization. Then, this paper analyzes the main differences between the motivation needs of the labor dispatch staff and the regular employees in M Bank Taiyuan Branch in the aspects of identity, salary and welfare, promotion channel, degree of attention, and so on. The effectiveness of the incentive policy and the incentive measures that need to be improved are demonstrated. Finally, this paper puts forward the countermeasures of encouraging the labor dispatch staff in Taiyuan Branch of M Bank, such as improving the salary treatment of the labor dispatch staff, reshaping the position system of the labor dispatch staff, and effectively planning the career of the labor dispatch employee. Strengthen fair and just enterprise culture construction and so on. It also puts forward the personnel guarantee, organization guarantee and system guarantee of the staff incentive system in Taiyuan Branch of M Bank. The innovation of this paper is mainly reflected in: first, with M Bank Taiyuan branch labor dispatch staff as the research object, the research has industry characteristics and applicability; second, the design of M Bank Taiyuan branch labor dispatch staff incentive system, And put forward the effective implementation of the safeguard measures, so that the growth of employees and the development of enterprises tend to synchronize. The purpose of this paper is to improve the incentive mechanism of labor dispatch in Taiyuan Branch of M Bank through the analysis of the labor dispatch situation of Taiyuan Branch of M Bank. For M Bank Taiyuan Branch and other related domestic enterprises to use labor dispatch to provide a certain reference.
【學(xué)位授予單位】：太原理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F832.33

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