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劳务派遣是一种新型的用工方式,作为企业补充性用人的招聘方式为企业的发展提供了特殊需求,对于企业体制外的劳务派遣员工进行相关的管理,尤其是激励机制的建立成为企业管理存在的难点之一。目前,企业中存在的劳务派遣员工管理失败的案例很多,很多企业不重视劳务派遣员工的激励和管理,相应的福利和奖励机制欠缺,没有结合派遣员工的特殊性建立具有针对性的激励模式,导致劳务派遣员工被隔离与正式员工之外,没有培养其情感归属和主人翁意识,导致工作积极性收到挫败,不利于企业整体绩效水平的提高和团队建设,本文结合A公司的具体情况进行了相关研究,针对目前劳务派遣员工激励管理中存在的问题给予相关的意见和建议,希望为劳务派遣员工激励机制的建立需求新的方向,提高其工作的积极性和绩效水平。
Labor dispatching is a new type of employment mode. Recruiting as a supplementary employer provides special needs for the development of the enterprise. It provides relevant management for the dispatched staff outside the enterprise system, especially the establishment of the incentive mechanism as the existence of the enterprise management One of the difficulties. At present, there are many cases of management failure of dispatched employees in enterprises. Many enterprises do not attach importance to the motivation and management of dispatched workers. The corresponding welfare and incentive mechanisms are deficient. Targeted incentive models are not established in combination with the particularity of dispatched employees, Leading to the dispatch of labor dispatching staff and regular staff, did not cultivate their emotional ownership and ownership, resulting in frustration enthusiasm for the work is not conducive to improving the overall level of corporate performance and team building, this article combined with the specific circumstances of the company A related In view of the problems existing in the incentive management of dispatched workers, this paper gives relevant opinions and suggestions, hopes to establish a new direction for the establishment of incentive mechanism for dispatched workers, and enhance the enthusiasm and performance level of its work.