本文選題：勞務(wù)派遣 + 人力資源管理��； 參考：《華北電力大學(xué)》2015年碩士論文

【摘要】：伴隨著我國國民經(jīng)濟(jì)的快速發(fā)展和綜合國力的不斷增強(qiáng),企業(yè)間的競爭也變得日趨激烈,而企業(yè)要想在這種競爭激烈的環(huán)境中長久持續(xù)的發(fā)展下去必須實(shí)現(xiàn)自身的跨越式發(fā)展。企業(yè)的跨越發(fā)展,歸根結(jié)底需要以人才作為基礎(chǔ)。人才是企業(yè)核心競爭力的體現(xiàn),只有高度重視人才隊(duì)伍建設(shè),培養(yǎng)一支高水平、高素質(zhì)的人才隊(duì)伍,企業(yè)才能贏得跨越發(fā)展的競爭要素。而近年來市場上出現(xiàn)了一種新型的聘用人才的模式——勞務(wù)派遣制,這種人才吸引的方式既為企業(yè)提供了新鮮的血液,也為市場上空置已久的勞動力創(chuàng)造了新的就業(yè)形勢,可謂是一箭雙雕,但在為它歡喜的同時必須看到隱藏在它背后的一系列問題。本文以勞務(wù)派遣相關(guān)概念和人力資源管理理論為基礎(chǔ),以國家電網(wǎng)公司下屬某家基層供電企業(yè)NB公司為研究模型,從該基層供電企業(yè)NB公司勞務(wù)派遣制員工管理現(xiàn)狀入手,首先對該基層供電企業(yè)NB公司的組織構(gòu)架和勞務(wù)派遣制用工方式做簡單的介紹,然后再對其勞務(wù)派遣制員工數(shù)據(jù)進(jìn)行系統(tǒng)、全面的分析,在此基礎(chǔ)上提出該企業(yè)在勞務(wù)派遣制員工管理上存在的一系列問題,運(yùn)用科學(xué)的工具和方法對勞務(wù)派遣制員工人力資源管理進(jìn)行研究,從健全職業(yè)發(fā)展通道、改進(jìn)收入分配制度、完善績效考評體系等多個方面予以科學(xué)設(shè)計,實(shí)施多途徑、綜合性的保障措施,對勞務(wù)派遣制員工人力資源進(jìn)行有效的管理與開發(fā),對提高公司的總體人力資源管理水平、提升企業(yè)核心競爭力進(jìn)而推動跨越式發(fā)展具有重要的現(xiàn)實(shí)意義。
[Abstract]:With the rapid development of our national economy and the continuous enhancement of the comprehensive national strength, the competition among enterprises becomes increasingly fierce, and enterprises must realize their own leapfrog development if they want to continue to develop in this competitive environment for a long time.The leapfrogging development of an enterprise needs to be based on talents in the final analysis.Talent is the embodiment of enterprise's core competence. Only by attaching great importance to the construction of talent team and cultivating a high level and high quality talent team can the enterprise win the competitive elements of leapfrogging development.In recent years, there has been a new mode of employing talents in the market-labor dispatch system, which not only provides fresh blood for enterprises, but also creates a new employment situation for the labor force that has been vacant for a long time in the market.Can be said to kill two birds with one stone, but the joy of it must see the hidden behind a series of problems.Based on the concept of labor dispatch and the theory of human resource management, this paper takes NB Company, a basic power supply company of State Grid Company, as the research model, starting with the present situation of the management of labor dispatch system in NB Company, a grass-roots power supply company.First of all, it introduces the organization structure and labor dispatch system of NB Company, and then makes a systematic and comprehensive analysis on the data of its labor dispatch system.On this basis, this paper puts forward a series of problems existing in the management of labor dispatch staff in this enterprise, and studies the human resource management of labor dispatch system employees by using scientific tools and methods, so as to improve the career development channel.To improve the income distribution system, perfect the performance appraisal system and other aspects to design scientifically, implement multi-channel, comprehensive safeguard measures, and carry on the effective management and development to the labor dispatch system employee's human resources,It is of great practical significance to improve the overall human resource management level of the company, to enhance the core competitiveness of the enterprise and to promote the development by leaps and bounds.
【學(xué)位授予單位】：華北電力大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92;F426.61

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本文編號：1766960