【摘要】：自2003到2011年3月,鐵路從減員提效考慮,對各運(yùn)輸站段一直未對現(xiàn)場一線工人進(jìn)行補(bǔ)充,表現(xiàn)在未招收退伍轉(zhuǎn)業(yè)軍人、高職畢業(yè)生。這導(dǎo)致鐵路職工結(jié)構(gòu)老化,且人數(shù)一直呈減少趨勢。在成都鐵路局,尤其是近兩年,退休人員較多,再加上渝利線、渝涪、蘭渝線及興隆場開通,人員緊張。在2013年的“兩會(huì)”上,通過了對鐵道部實(shí)施政企分開的方案,這加速倒逼鐵路總公司加快建立現(xiàn)代企業(yè)制度。因此,在鐵路職工總數(shù)減少的趨勢下,在自負(fù)盈虧的形勢逼迫下,鐵路各運(yùn)輸站段須加快體制轉(zhuǎn)型,各運(yùn)輸站段進(jìn)行組織與人力資源轉(zhuǎn)型(如：采用勞務(wù)派遣員工)就成為必然。 雖然,國外對勞務(wù)派遣研究較深入,國內(nèi)一些學(xué)者也對此進(jìn)行了一些探索,但對勞務(wù)派遣員工在鐵路貨車車輛段領(lǐng)域的研究幾乎沒有涉足。鐵路各站段對勞務(wù)派遣采取的態(tài)度是參差不齊。有的積極,有的推進(jìn)緩慢,有的持觀望態(tài)度(根本不敢使用勞務(wù)派遣人員)。 如何作好貨車車輛段勞務(wù)派遣員工激勵(lì),從而解決成都鐵路局成都北、重慶西、貴陽南車輛段的人員老化、結(jié)構(gòu)性缺員問題?本文運(yùn)用調(diào)研方法,從研究重慶西車輛段的勞務(wù)派遣歷史、現(xiàn)狀入手,進(jìn)行調(diào)查分析。該段實(shí)施勞務(wù)派遣近7年,雖然為勞務(wù)人員提供了較好的安全勞保,一定的職業(yè)培訓(xùn),但是,在勞務(wù)派遣員工與正式員工同工同酬、職業(yè)生涯建設(shè)(如：優(yōu)秀派遣員工轉(zhuǎn)為正式員工無門等)還有諸多不足,極大打擊了派遣員工積極性。 在上述調(diào)查研究的基礎(chǔ)上,本文提出改善勞務(wù)派遣激勵(lì)的方法。站在公民平等,共享改革成果的角度,運(yùn)用激勵(lì)等有關(guān)理論,精神與物質(zhì)并重,從五個(gè)方面進(jìn)行有效激勵(lì)機(jī)制設(shè)計(jì),從多方面調(diào)動(dòng)勞務(wù)派遣人員積極性。 通過研究,幫助該局成都北、貴陽南車輛段舉一反三,對照清理本單位勞務(wù)派遣現(xiàn)狀,更好地采取有效措施,對癥下藥,借此推動(dòng)我局貨車車輛段勞務(wù)派遣激勵(lì)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.
【學(xué)位授予單位】：西南交通大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F532.6;F272.92

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