随着经济的快速发展，国民收入不断提高，居民饮食消费结构趋向更 加科学营养，乳制品作为科学营养消费中重要一环受到越来越多企业的青 睐。然而，全国乳品市场份额呈现出高度集中于一线品牌的趋势，而且未 来这种趋势将更加明显。乳业作为本市强势品牌依靠本土优势与一线品牌 竞争区域市场份额。区域乳品市场呈现出竞争的白热化趋势，作为本土企 业JN乳业只有增加效能，不断提升竞争力，才能实现持续发展。一方面要 求不断创新，提高技术服务水平，另一方面要求不断降低生产成本，力求 机构人员精简，实现生产成本优化，由于劳务派遣员工具有低用人成本的 优势，这就使得他们成为JN乳业引入管理的对象。2018年国家修订实施 了《中华人民共和国劳动合同法》，其中特别对劳务派遣员工及其相关问 题进行规定，也使企业劳务派遣员工管理再次受到了社会和专家学者们广 泛的关注。 为了进一步研究企业劳务派遣员工中存在的激励问题和管理问题，本 文创新研究视角，突破传统的研究范式，拓宽激励研究维度，从乳品行业 劳务派遣员工视角切入，特从劳务派遣和激励的基本定义出发，结合国内 外研究和相关理论知识，进行比较深入的研究和探索。为了能够将理论结 合实际，本文结合北京德胜调查企业对JN乳业调查数据，重点就JN乳业 劳务派遣员工现状，及对劳务派遣员工的激励措施，对其身份的转变和其 职业生涯发展规划，以及希望在具体岗位上面取得的职位做出详细分析。 通过发放问卷，对JN乳业劳务派遣员工的激励满意度进行调查，经研究分 析，发现JN乳业主要存在以下几点问题：第一，薪酬体系不科学，基础工 资水平低，薪酬结构保健性因素大于激励性因素，同工不同酬影响公平性， IV 工资和岗位、工龄不挂钩。第二，在落实到劳务派遣员工的绩效考核指标 范围狭窄；第三，劳务派遣员工的职业生涯管理缺乏引导、培训体制不健 全，劳务派遣员工晋升和转正机会少。第四，是劳务派遣员工的工作环境 紧张，员工缺乏归属感，企业文化建设未考虑到劳务派遣员工需求，未能 采取权变原则，导致个体因素差异的影响关注度不够，激励方式落后。 基于以上提出的问题，本文提出了相关方面的解决措施，希望借此研 究，可以在劳务派遣员工激励机制问题上，JN乳业能够有所改进。具体措 施分别是：改善薪酬结构，制定科学的派遣员工总量的提升薪酬，将管理 方向由岗位管理替代身份管理，注重考核中的内外公平性，实现同岗同酬、 将激励措施分为长短期，实现工效挂钩，能效挂钩；细分不同性质岗位， 以不同的岗位确定出不同的绩效考核步骤以及方法，并确定考核权重和考 核指标，从而确定考核等级；稳定优秀员工队伍，打通职业生涯发展通道， 健全体制，积极发挥培训激励作用，完善其任职资格体系，对派遣员工不 同阶段的晋升标准作出合理要求并且提供更多转正机会；加大文化建设经 费支出比例，营造轻松工作氛围，领导重视，突出非物质激励，多渠道， 多手段提升劳务派遣员工福利水平，增强员工归属感。 关键词：JN乳业；综合激励；心理契约；劳务派遣 V ResearchontheIncentiveProblemand CountermeasureofJNDairyDispatchStaff Abstract:Withtherapiddevelopmentofeconomy,thenationalincomeis increasing,theconsumptionstructureofdiettendstobemorescientific nutrition,dairyproductsasanimportantpartofscientificnutritionconsumption arefavoredbymoreandmoreenterprises.However,thenationaldairymarket shareshowsahighconcentrationinthefirst-linebrandtrends,andinthefuture thistrendwillbemoreobvious.Asastrongbrandinthiscity,dairyindustry reliesonlocaladvantagesandfirst-linebrandcompetitioninregionalmarket share.Asalocalenterprise,JNdairyindustrycanachievesustainable developmentonlybyincreasingitsefficiencyandcompetitiveness.Ontheone hand,heisrequiredtocontinuouslyinnovateandimprovetheleveloftechnical services.Ontheotherhand,heisrequiredtocontinuouslyreduceproduction costs,andstrivetostreamlinethepersonnelintheorganizationsoastorealize theoptimizationofproductioncosts.SinceLabordispatchingemployeeshave theadvantageoflowpersonnelcosts,thatmakesthemthetargetofJNdairy's introduction.In2013,thestateamendedandimplementedtheLabourContract LawofthePeople'sRepublicofChina,whichspecificallyregulatesLabor dispatchworkersandrelatedissuesItalsocausestheEnterpriseLabordispatch staffmanagementtoreceivethesocietyandtheexpertscholarswidespread attentiononceagain. Inordertofurtherstudytheincentiveproblemsandmanagement problemsexistingintheLabordispatchworkersofenterprises,thispaper innovatestheresearchperspective,breaksthroughtheTraditionalResearch Paradigm,broadenstheresearchdimensionofincentive,andcutsinfromthe perspectiveoflabordispatchworkersofdairyindustry,Especiallyfromthe VI basicdefinitionoflabordispatchstaffandmotivation,combinedwithdomestic andforeignresearchandrelatedtheoreticalknowledge,morein-depthresearch andexploration.Inordertocombinetheorywithpractice,thispaperanalyzes thecurrentsituationoflabordispatchstaffmanagementofenterpriseJN, combiningwiththesurveydataofenterpriseJNofBeijingDeshengSurvey Company,focusingonthecurrentsituationoflabordispatchstaffofenterprise JN,andtotheLabordispatchstaff'sincentivemeasure,toitsstatuschangeand itscareerdevelopmentplan,aswellashopedintheconcretepostaboveobtains thepositiontomakethedetailedanalysis.Throughthequestionnaire,thispaper investigatesthemotivationsatisfactionofLabordispatchworkersinJN enterprise,andthroughtheresearchandanalysis,itfindsthattherearethe followingproblemsinJNenterprise:first,thesalarysystemisnotscientific,the basicsalarylevelislow,thehealthfactorsofsalarystructurearebiggerthanthe incentivefactors,theequityisinfluencedbythedifferentpayforthesamework, andthesalaryisnotrelatedtothepostandlengthofservice.Second,inthe implementationoftheLabordispatchstaffperformanceappraisalindicators narrowrange;third,theLabordispatchstaffcareermanagementlackof guidance,trainingsystemisnotsound,labordispatchstaffpromotionand opportunitiesforchange.Fourthly,theWorkingEnvironmentofLabordispatch staffistense,thestafflacksthesenseofbelonging,thecorporateculture constructiondoesnottakeintoaccounttheneedsoflabordispatchstaff,andthe contingencyprincipleisnotadopted,whichleadstotheinsufficientattentionto theinfluenceofindividualfactordifferencesPoormotivation.Basedonthe aboveproblems,thispaperputsforwardrelevantmeasurestosolve,hopethat thisstudycanbeintheLabordispatchstaffincentivemechanism,enterpriseJN canbeimproved.Thespecificmeasuresare:toimprovethesalarystructure,to formulateascientificincreaseinthetotalnumberofdispatchedemployees,to replacethemanagementofidentitymanagementbypostmanagement,andto payattentiontotheinternalandexternalfairnessinassessmentToachieve VII equalpayforequalposts,todivideincentivemeasuresintolongandshortterm, torealizethelinkageofworkefficiencyandenergyefficiency,tosubdivide postsofdifferentnature,todeterminedifferentstepsandmethodsof performanceappraisalwithdifferentposts,andtodeterminetheappraisal weightsandappraisalindicators,soastodeterminetheassessmentlevel, stabilizetheexcellentstaff,openthechannelofcareerdevelopment,improve thesystem,playanactiveroleintrainingincentives,improvetheirqualification system,tomakereasonabledemandsonthepromotionstandardofthe dispatchedstaffatdifferentstagesandprovidemoreopportunitiesforthemto becomeregularemployees;toincreasetheproportionoftheexpenditureon culturalconstruction,tocreatearelaxedworkingatmosphere,toattractthe attentionoftheleaders,andtohighlightnon-materialincentivesand mufti-channels. Keywords:JNdairy;Comprehensiveincentive;Psychologicalcontract; Labordispatch IX 目录 1绪论............1 1.1研究背景和意义..............1 1.1.1研究背景................1 1.1.2研究意义................2 1.2国内外研究现状..............4 1.2.1国外研究现状........4 1.2.2国内研究现状........6 1.3研究内容........................10 1.4研究方法和技术路线....10 2研究的理论基础.....................13 2.1激励概念........................13 2.2激励相关理论................13 2.2.1内容型激励理论..13 2.2.2过程型激励理论..15 2.2.3人力资源管理理论.............................16 2.2.4心理契约理论......18 2.2.5综合激励模型理论.............................19 3JN乳业劳务派遣的激励现状分析.......................21 3.1JN乳业基本情况简介..21 3.2JN乳业劳务派遣用工现状.........................23 3.2.1.劳务派遣方式.....23 3.2.2与JN乳业合作的派遣机构..............23 3.2.3.JN乳业派遣员工结构特点...............23 3.3JN乳业劳务派遗员工现状分析.................26 3.4JN乳业劳务派遣员工激励制度.................27 3.4.1JN乳业劳务派遣员工转变身份激励..............................27 3.4.2JN乳业劳务派遣员工职业发展激励..............................32 X 3.4.3JN乳业劳务派