本研究具有重要的理论意义和实践意义。其理论意义在于,通过对劳务派遣员工
进行深入细致的问卷调查和访谈,分析劳务派遣员工对激励项目的关注,有针对
性地制订劳务派遣员工激励方案及其实施途径和保障措施,可以为我国国有大型
劳动力密集型企业提供有参考价值的派遣制员工激励方案研究。实践意义体现在
两方面:第一,本研究可以为日照邮政在加快业务发展的过程中,进一步调动劳
务派遣员工积极性提供启发和帮助;第二,本研究对从事劳动力密集型企业,尤
其是劳务派遣员工在全体从业人员中占较大比例的国有大型企业,可提供宝贵的
借鉴意义。本文主要采用文献分析、问卷调查、访谈等方法。
本研究得到以下重要结论:第一,现有对劳务派遣员工的激励方案不能满足
劳务派遣员工的需求;第二,劳务派遣员工群体对激励因素有明确的需求;第三,
曰照邮政需要从三个方面建立激励方案,从四个方面建立激励方案的实施途径和
保障措施。
本文的主要创新点有:第一,本文以具体行业中劳务派遣员工为研究对象,
据此设计出有效的激励方案、实施途径和保障措施。第二,本文提出劳务派遣员
工用工身份的转变,改变传统企业用工方式。第三,通过将劳务派遣员工用工身
份的转变设计为激励因素,加强劳务派遣员工对企业的向心力和凝聚力,在一定
程度上促进了社会的和谐稳定,符合国家建立“和谐社会”的主旋律。
关键词:劳动密集型企业;劳务派遣员工激励方案;方案实施保障
ABSTRACT
More than a decade after the national postal system reform, the implementation of
the sub-camp of Posts and Telecommunications, China post as a social public service
enterprises achieved a rapid development. But in the process of rapid development, for
the postal employees, especially the dispatch staff incentives are not well studied,which
lead to staff turnover rate increasing annually and increasing in internal factors of
disharmony. The overall environment of the nation-building harmonious society, the
postal enterprises as labor-intensive enterprise, the need for the incentives of the
existing labor dispatch employees to be re-examined and improved is urgent.We need to
build a scientific and rational incentive programs and establish the implementation of
the program in a effective way and with safeguard measures. This study has important
theoretical and practical significance. In-depth and detailed questionnaires and
interviews, analyse the dispatch staff of the incentive program, targeted development of
the dispatch staff incentive program and its implementation means and safeguards. This
can provide a reference value of the dispatch system for employee incentive programs.
Practical significance is reflected in two aspectsrflrst, in the business development
process, this study can provide inspiration and assistance for dispatch staff. Second, this
study can provide valuable reference for the large state-owned enterprises. This paper
uses a literature review, questionnaire surveys, interviews and other methods.
This research was supported by the following important conclusions: First, the
dispatch staff incentive program can not meet the needs of the dispatch staff; Second,
the dispatch staff groups have a clear demand incentives; third,Rizhao Post need to
establish an incentive program in three ways, and implement incentive programs in four
ways.
The main innovation of this paper are: first, taking dispatch employees in the postal
industry as the research object, design effective incentive programs, the implementation
of ways and safeguards. Second, this paper proposes changes of the dispatch staff
employment status, and changes the traditional business and employment. Third,by
strengthening the labor dispatch solidarity and cohesion, promote social harmony and
stability to a certain extent.
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