本文關(guān)鍵詞： 保險(xiǎn)公司 勞務(wù)派遣 雙因素理論 激勵相容理論　出處：《華東理工大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：自改革開放以來,我國的市場經(jīng)濟(jì)體系不斷完善,在國有企業(yè)和民營企業(yè)發(fā)展壯大的同時(shí),外資企業(yè)也開始紛紛涌入中國市場。近年來,為適應(yīng)激烈的市場競爭對企業(yè)成本控制能力的苛刻要求,越來越多的企業(yè)開始采用勞務(wù)派遣這種用工方式。雖然引進(jìn)這—用工形式可以在一定程度上降低企業(yè)的用工成本,但由于勞務(wù)派遣員工相較于正式員工存在著更大的流動性,如若企業(yè)對這部分勞務(wù)派遣員工所采用的薪酬福利體系和激勵制度缺乏有效管理,那么由此帶來的必然是更加頻繁的人員流動,顯而易見,這將使企業(yè)的人力資源部門在反復(fù)的招聘和培訓(xùn)中疲于奔命,這一旨在降低成本的用工形式反而會成為企業(yè)人力成本的負(fù)擔(dān)。 本文遵循提出問題、分析問題、解決問題的思路,通過對GC保險(xiǎn)公司上海分公司勞務(wù)派遣員工薪酬福利體系的現(xiàn)狀進(jìn)行研究,提出了現(xiàn)有制度市場競爭力不足、激勵性不強(qiáng)、差異化不明顯等突出問題,并通過與勞務(wù)派遣員工進(jìn)行有針對性的訪談,進(jìn)一步說明對現(xiàn)有勞務(wù)派遣員工薪酬福利方案進(jìn)行再設(shè)計(jì)的必要性。在此基礎(chǔ)上,結(jié)合雙因素理論、激勵相容理論以及個(gè)人工作實(shí)踐,本著科學(xué)有效性、可操作性的原則,對GC保險(xiǎn)公司上海分公司提出建立全新的勞務(wù)派遣員工薪酬福利模式以及激勵方案的建議。
[Abstract]:Since the reform and opening up, China's market economy system has been continuously improved. While state-owned enterprises and private enterprises have grown and grown, foreign-funded enterprises have also begun to pour into the Chinese market in succession. In recent years, In order to adapt to the harsh requirements of the fierce market competition on the cost control ability of enterprises, more and more enterprises begin to adopt labor dispatch, although the introduction of this form of labor can reduce the cost of employment to a certain extent. However, because of the greater fluidity of labor dispatch employees, such as the lack of effective management of the salary and welfare system and incentive system adopted by enterprises, Well, this will inevitably lead to more frequent staff movements. It is obvious that this will make the human resources departments of an enterprise tired of repeated recruitment and training. This form of employment, which aims to reduce costs, will instead become a burden on enterprise manpower costs. This paper follows the train of thought of putting forward problems, analyzing problems and solving problems. By studying the present situation of compensation and welfare system of labor dispatch employees of GC Insurance Company Shanghai Branch, the paper points out that the existing system is not competitive enough in the market, and the incentive is not strong. The difference is not obvious and so on outstanding problem, and through carries on the targeted interview with the labor dispatch staff, further explains to the existing labor dispatch employee salary benefit plan carries on the redesign necessity. On this basis, unifies the double factor theory, Based on the theory of incentive compatibility and personal work practice, based on the principle of scientific effectiveness and maneuverability, the author puts forward some suggestions for GC Insurance Company Shanghai Branch to establish a new salary and welfare model and incentive scheme for labor dispatch employees.
【學(xué)位授予單位】：華東理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F842.3

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