發(fā)布時間：2018-04-29 13:23

  本文選題：勞務(wù)派遣 + 離職傾向��； 參考：《首都經(jīng)濟貿(mào)易大學(xué)》2017年碩士論文

【摘要】：隨著我國社會主義市場經(jīng)濟趨于成熟,企事業(yè)單位的用工制度也在逐漸多元化,其中,勞務(wù)派遣這一用工形式在近年來受到廣泛關(guān)注。不同于傳統(tǒng)的就業(yè)形式,勞務(wù)派遣是由派遣公司與用工單位以簽訂勞務(wù)合同的形式,確定勞工與用工方的合作關(guān)系。該形式一方面對促進派遣員工就業(yè)、提高派遣員工的職業(yè)技能,以及保障派遣員工的合法權(quán)益等方面發(fā)揮重要作用,另一方面,也能夠節(jié)省用工單位的勞動力,同時增強用工的靈活性。因此,越來越多的企業(yè),尤其是大市場環(huán)境疲軟下,經(jīng)營狀況進入低迷期的國有企業(yè),為節(jié)省人力成本,也在逐步擴大勞務(wù)派遣員工(簡稱“勞務(wù)工”,下同)的使用范圍,個別企業(yè)的勞務(wù)工占比甚至超過總用工人數(shù)的50%。然而,持續(xù)增高的勞務(wù)工流動率和離職率,也引發(fā)了一系列話題。SD礦業(yè)服務(wù)公司是國資委下屬能源企業(yè)中煤炭分公司的專業(yè)化后勤服務(wù)單位,因具備國有企業(yè)工作固定、收入穩(wěn)定、福利好、壓力小等特點,吸引大批勞務(wù)工注入,截至目前,勞務(wù)工在該公司總用工人數(shù)的占比已高達60%。由于其工作內(nèi)容簡單,專業(yè)門檻較低,勞務(wù)工的流動現(xiàn)象雖頻繁,但未對實際工作造成影響。然而,近年來煤炭市場萎靡不振,國家政策限制日漸強化,集團公司為控制成本,全面推行“只出不進”(員工可以離職但不招人)的政策,此時,勞務(wù)工“只出不進”的表現(xiàn)日益顯著,多崗位缺員嚴重阻礙公司業(yè)務(wù)的正常運行,對企業(yè)的服務(wù)質(zhì)量及穩(wěn)定性帶來很大影響。因此,如何控制勞務(wù)工的離職傾向成為該公司亟待解決的重要問題。本文以SD礦業(yè)服務(wù)公司為例,對SD礦業(yè)服務(wù)公司勞務(wù)工的基本情況進行描述,采用個別訪談、問卷調(diào)查和統(tǒng)計分析的方法,根據(jù)離職員工的個別訪談?wù)碓O(shè)計在崗勞務(wù)工的滿意度調(diào)查問卷,通過問卷調(diào)查結(jié)果分析出影響勞務(wù)工離職傾向的主要因素,并根據(jù)雙因素理論進行分類,發(fā)現(xiàn)保健因素更能影響該公司勞務(wù)工的去留,據(jù)此針對該公司實際情況,提出了在該公司勞務(wù)工管理上應(yīng)該做出的各方面積極對策。通過對SD礦業(yè)服務(wù)公司勞務(wù)工離職傾向的研究,有助于對國有企業(yè)及后勤服務(wù)單位的勞務(wù)工的基本狀態(tài)進行提前預(yù)測,對使用勞務(wù)工的企業(yè)單位如何更好地使用勞務(wù)工,發(fā)揮勞務(wù)工的作用具有一定借鑒意義。
[Abstract]:With the maturity of the socialist market economy in our country, the employment system of enterprises and institutions is becoming more and more diversified, among which, labor dispatch as a form of employment has received extensive attention in recent years. Different from the traditional form of employment, labor dispatch is determined by the form of labor contract between the dispatch company and the employer, and the cooperative relationship between the labor and the employer. On the one hand, it plays an important role in promoting the employment of dispatched employees, improving their vocational skills, and safeguarding the legitimate rights and interests of dispatched employees, on the other hand, it can also save the labor force of employment units. At the same time increase the flexibility of employment. As a result, more and more enterprises, especially state-owned enterprises operating in a depressed period under weak market conditions, are gradually expanding the scope of use of labor dispatch workers ("labor workers" for short) in order to save on labour costs. Individual enterprises account for more than 50% of the total number of workers employed. However, the increasing turnover rate and turnover rate of workers have also led to a series of topics. SD Mining Service Company is a specialized logistic service unit of the coal branch in the energy enterprises under the SASAC, because of its fixed work in state-owned enterprises. The characteristics of stable income, good welfare and low pressure attract a large number of workers to inject. Up to now, the proportion of workers employed in the company is as high as 60%. Because of its simple work content and low professional threshold, the phenomenon of labor mobility is frequent, but it does not affect the actual work. However, in recent years, the coal market has been in a doldrums, and national policy restrictions have been increasingly tightened. In order to control costs, group companies have fully implemented the policy of "no one to come in" (employees can leave but do not hire people), at this time, The performance of labor workers "only not coming in" is becoming more and more remarkable, and the lack of multi-post staff seriously hinders the normal operation of the company's business, which has a great impact on the service quality and stability of the enterprises. Therefore, how to control the turnover tendency of workers becomes an important problem to be solved. Taking SD Mining Service Company as an example, this paper describes the basic situation of workers in SD Mining Service Company, and adopts the methods of individual interview, questionnaire investigation and statistical analysis. According to the individual interview of the former employees, the questionnaire about the satisfaction of the employed workers was designed, and the main factors affecting the turnover intention of the workers were analyzed through the results of the questionnaire, and classified according to the theory of two factors. According to the actual situation of the company, the author puts forward the positive countermeasures for the labor management of the company. Through the study of labor turnover intention of SD mining service company, it is helpful to predict the basic status of workers in state-owned enterprises and logistic service units in advance, and how to make better use of labor workers in enterprises that use labor workers. Exerting the role of labor workers has certain reference significance.
【學(xué)位授予單位】：首都經(jīng)濟貿(mào)易大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F719;F272.92

【參考文獻】

相關(guān)期刊論文 前10條

1 王飛霞;張星辰;;勞務(wù)派遣制度文獻綜述[J];智富時代;2016年12期

2 梁冠楠;梁金鳳;;某大型醫(yī)院員工離職現(xiàn)狀研究[J];中國醫(yī)院;2016年08期

3 蘇毅;張煥彬;;企業(yè)員工離職成因及風險防范探討[J];人才資源開發(fā);2016年14期

4 楊君;;淺析企業(yè)員工離職的原因及管理[J];人力資源管理;2016年07期

5 王海婷;朱瑾;;保險銷售崗員工離職原因及保留策略研究[J];現(xiàn)代商業(yè);2016年16期

6 李敏;曾琳;周戀;黃秦;;勞務(wù)派遣工的心理契約履行和離職傾向——公平感的中介作用[J];華南理工大學(xué)學(xué)報(社會科學(xué)版);2015年05期

7 鄭志峰;;勞務(wù)派遣中雇主替代責任之檢討——兼評“不真正補充責任”[J];法學(xué);2015年09期

8 趙春艷;鄧熾;魏洋;;B公司員工離職傾向影響因素實證研究[J];中外企業(yè)家;2015年23期

9 顏桑;;企業(yè)員工離職原因及解決對策[J];人才資源開發(fā);2015年10期

10 苑秀玲;;公司員工離職原因與對策研究[J];人才資源開發(fā);2015年10期

相關(guān)碩士學(xué)位論文 前1條

1 狄永華;我國勞動力派遣發(fā)展問題研究[D];浙江大學(xué);2007年

，

本文編號：1820109