本文選題：天津港 + 外來勞務(wù)員工��； 參考：《大連海事大學(xué)》2012年碩士論文

【摘要】：港口企業(yè)近幾年的飛速發(fā)展與幾十年來服務(wù)于港口的成千上萬的外來勞務(wù)員工密不可分,一直以來他們都是港口建設(shè)的基石,從早期苦臟累險(xiǎn)的港口裝卸工到如今的現(xiàn)代化機(jī)械化藍(lán)領(lǐng)工人,港口的每一份收益,每一項(xiàng)效益指標(biāo)都凝聚著他們的血和汗水。而在未來的港口發(fā)展中他們更是不可或缺的,因此我們必須不斷使這支外來勞務(wù)員工隊(duì)伍更加強(qiáng)大以適應(yīng)現(xiàn)代港口作業(yè)的需求,同時(shí)更應(yīng)該注重這支隊(duì)伍的穩(wěn)定和諧,我們有鐵打的營盤更要有一支穩(wěn)定的以港為家、愛崗敬業(yè)的建設(shè)者隊(duì)伍。 本文意圖運(yùn)用文獻(xiàn)索引和實(shí)例研究相結(jié)合的方法,以天津港用工現(xiàn)狀為例著力探討港口企業(yè)外來勞務(wù)員工隊(duì)伍的管理模式和激勵(lì)對(duì)策的構(gòu)建。具體關(guān)注以下四個(gè)問題：港口企業(yè)外來勞務(wù)員工隊(duì)伍現(xiàn)狀如何?港口企業(yè)現(xiàn)有用工機(jī)制造成外來勞務(wù)員工隊(duì)伍不穩(wěn)定的原因?如何構(gòu)建穩(wěn)定的外來勞務(wù)員工隊(duì)伍管理模式和管理方法?建立怎樣的激勵(lì)對(duì)策才能進(jìn)一步鞏固這種管理模式? 全文共分為五個(gè)部分。第一部分是緒論,主要論述選題的研究背景、選題的目的和意義。第二部分是國內(nèi)外研究現(xiàn)狀及相關(guān)理論綜述。以天津港為例,第三部分分析現(xiàn)有外來勞務(wù)員工隊(duì)伍現(xiàn)狀、存在的問題及產(chǎn)生這些問題的原因。第四部分論述影響港口企業(yè)外來勞務(wù)員工隊(duì)伍不穩(wěn)定的主要因素、管理模式的構(gòu)建和實(shí)現(xiàn)隊(duì)伍穩(wěn)定有效的管理方法。第五部分主要是通過建立領(lǐng)導(dǎo)工作協(xié)調(diào)機(jī)制、有市場競爭優(yōu)勢(shì)的薪酬增長機(jī)制及無差異的人性化管理和搭建外來勞務(wù)員工成長晉升平臺(tái)等激勵(lì)對(duì)策來實(shí)現(xiàn)員工隊(duì)伍穩(wěn)定。第六部分是結(jié)論。本文認(rèn)為只有真正地實(shí)現(xiàn)外來勞務(wù)員工“招得來、留得住、用得好”,才能為港口發(fā)展帶來真正源源不斷的動(dòng)力,進(jìn)而促進(jìn)港口經(jīng)濟(jì)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.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F552

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