本文選題：勞務(wù)派遣　切入點：人力資源管理　出處：《電子科技大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：勞務(wù)派遣是一種較為新型的用工模式，近年來得到了極為迅速的發(fā)展，根據(jù)近年全國總工會披露的數(shù)據(jù)顯示，全國勞務(wù)派遣人員總數(shù)已經(jīng)達(dá)到6000多萬[1]。勞務(wù)派遣用工模式在機(jī)關(guān)單位、國有事業(yè)單位里使用較為普遍，，勞務(wù)派遣方式幾乎已從一種特殊的制度現(xiàn)象，演變成一種社會現(xiàn)象。勞務(wù)派遣用工方式也因其低成本、彈性化且適應(yīng)不同層次勞動力等優(yōu)勢，被越來越多的被用工單位所采用，特別是國內(nèi)的高等院校，勞務(wù)派遣模式以它集中優(yōu)勢資源、簡化勞務(wù)管理、合理規(guī)避勞動人事糾紛及降低人力資源成本等優(yōu)勢逐漸成為高校非核心的后勤管理部門的首要選擇，在高校人力資源管理和發(fā)展中有著不可忽視的重要作用。 關(guān)于勞務(wù)派遣的研究，國內(nèi)外學(xué)者多數(shù)從法律的視角來對勞務(wù)派遣中勞動關(guān)系進(jìn)行研究，從管理的角度也多是站在勞務(wù)派遣單位及用人單位的立場上分析勞務(wù)派遣機(jī)制帶來的利弊，對勞務(wù)派遣員工管理的研究方向比較少。而實際上，勞務(wù)派遣的用工方式更多的問題是用人單位在管理上不夠完善,用工單位應(yīng)該如何準(zhǔn)確地理解勞務(wù)派遣制度,如何正確地看待勞務(wù)派遣機(jī)制，如何更好地對勞務(wù)派遣員工進(jìn)行管理還缺少理論支持。因此，本文將從勞務(wù)派遣方式的認(rèn)識為著手點，通過對勞務(wù)派遣的基本概念、基本理論、相關(guān)法規(guī)和用工管理的開展，為問題的研究建立理論基礎(chǔ)。 本文研究以ZS職院為對象，通過對ZS職院勞務(wù)派遣員工管理的現(xiàn)狀分析，調(diào)查ZS職院選擇勞務(wù)派遣用工模式的背景和勞務(wù)派遣用工概況及管理現(xiàn)狀，分析勞務(wù)派遣員工管理中存在的問題，制定有針對性的薪酬激勵方向、職業(yè)發(fā)展方向、管理制度及方法。根據(jù)分析結(jié)果提出勞務(wù)派遣員工管理的優(yōu)化策略，如建立完善的勞務(wù)派遣員工的績效薪酬制度、幫助勞務(wù)派遣員工進(jìn)行職業(yè)培訓(xùn)發(fā)展、建立有效的溝通渠道、選擇合適的勞務(wù)派遣單位等。建議用工單位對勞務(wù)派遣用工模式進(jìn)行反思，理性的思考使用勞務(wù)派遣方式的利與弊，準(zhǔn)確使用和評判勞務(wù)派遣用工模式，積極進(jìn)行派遣員工、派遣單位及用工單位三方的溝通與協(xié)調(diào)，重視并發(fā)揮勞務(wù)派遣員工的工作積極性，使勞務(wù)派遣用工形式能真正地在深化高等院校人事制度改革、促進(jìn)學(xué)校發(fā)展中發(fā)揮積極作用。本研究成果可為其他企事業(yè)單位提高勞務(wù)派遣用工的管理水平，緩解勞資矛盾，促進(jìn)用工單位在人力資源管理方面的發(fā)展,改善勞務(wù)派遣員工的就業(yè)質(zhì)量提供一些有益的參考。
[Abstract]:Labor dispatch is a relatively new mode of employment, which has developed rapidly in recent years. According to the data disclosed by the National Federation of Trade unions in recent years, The total number of labor dispatch personnel in China has reached more than 60 million [1]. The mode of labor dispatch is widely used in government units and state-owned institutions, and the mode of labor dispatch has almost changed from a special system phenomenon. Because of its advantages of low cost, flexibility and adaptability to different levels of labor force, labor dispatch has been adopted by more and more employed units, especially in domestic colleges and universities. The mode of labor dispatch has gradually become the primary choice of the non-core logistics management department in colleges and universities because of its advantages of concentrating superior resources, simplifying labor management, reasonably avoiding labor and personnel disputes, and reducing the cost of human resources. It plays an important role in the management and development of human resources in colleges and universities. On the research of labor dispatch, most scholars at home and abroad study the labor relations in labor dispatch from the perspective of law. From the point of view of management, the advantages and disadvantages brought by labor dispatch mechanism are analyzed from the standpoint of labor dispatch unit and employing unit, and the research direction of labor dispatch employee management is less. In fact, The more problems of labor dispatch are that the employer is not perfect in management, how to understand the labor dispatch system accurately and how to treat the mechanism of labor dispatch correctly. Therefore, this paper will start with the understanding of the mode of labor dispatch, through the basic concept of labor dispatch, basic theory, relevant laws and regulations and the development of employment management. To establish the theoretical basis for the study of the problem. This paper takes ZS Vocational College as the object, through the analysis of the current situation of the management of labor dispatch staff in ZS Vocational College, investigates the background of the choice of labor dispatch mode, the general situation of labor dispatch and the current situation of management in ZS Vocational College. This paper analyzes the problems existing in the management of labor dispatch staff, formulates the direction of salary incentive, the direction of career development, the management system and the methods. According to the analysis results, it puts forward the optimization strategy for the management of labor dispatch staff. Such as establishing a perfect performance compensation system for labor dispatch staff, helping them to carry out vocational training and development, establishing effective communication channels, It is suggested that the employment unit should reflect on the labor dispatch mode, think rationally about the advantages and disadvantages of using the labor dispatch mode, use and judge the labor dispatch employment mode accurately, and actively dispatch the employees. The communication and coordination between the dispatch unit and the employment unit should pay attention to and give full play to the enthusiasm of the labor dispatch staff, so that the form of labor dispatch can really deepen the reform of personnel system in colleges and universities. The results of this study can improve the management level of labor dispatch for other enterprises and institutions, alleviate the contradiction between labor and capital, and promote the development of employment units in human resource management. Improve the employment quality of labor dispatch staff to provide some useful reference.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;G647.4

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