摘 要
劳务派遣作为我国目前一种灵活的劳务模式，对于保持社会稳定、促进就业等起到了一定积极的作用， 尤其盛行于大型工厂、合资企业、外资企业等。通常采用劳务派遣形式可以归结为这几类原因：①降低公 司运营成本；②人员短缺但部门内部暂时没有正式编制；③为了完成某个项目或者工程；④急聘大量无需 过多经验、技术的基础操作工。在我国大部分外企中，劳务派遣员工随处可见，但由于这种劳务模式存在 较多缺陷，在现实工作中产生了诸多的问题。 本文从人力资源的角度进行有关 W 公司劳务派遣员工管理的探讨，文章分成六个部分，首先介绍了探 讨的背景、意义以及探讨的目标和论文结构；第二对 W 公司 A 部门员工的组织结构、员工性别结构、正式 员工与派遣员工数量、学历、工资福利方面进行概述；第三，阐述 A 部门存在的问题；第四，从五方面分 析问题产生的原因，包括岗位性质决定了性别失衡、用工性质及福利待遇导致的矛盾、各种矛盾与心理失 衡引发较高流动率、派遣员工为争夺编制产生竞争、劳务派遣公司日常管理存在欠缺；第五，基于以上的 问题，提出针对性的解决方案，即提高派遣员工福利待遇、增加日常交流沟通频率、派遣员工需要时常调 节心态、派遣员工必须为长远目标做好准备、劳务派遣公司为雇员提供更多机会。最后，对此论文做结论 与展望。
关键词：劳务派遣，薪酬制度，离职率
Management Discussion on the Labor Dispatching Employees of the
Company W
ABSTRACT
As a flexible employment form, labor dispatching has been assuming the responsibility of keeping Social Stability and promotes employment, especially in big factories, joint ventures, foreign enterprises and etc. Using this employment form can be concluded as following aspects: (1) reducing operating cost,(2)no formal budgeted post for the personnel-lacking department , (3) In order to complete the task in time, (4)emergency job for non-experience and non-technology fundamental operatives. However this employment form exist lots of problems. The purpose of these articles is to explore how mange labors dispatch employees in solely Japanese-owned enterprises in the sight of Human Resource Management. Articles are divided into six parts .First introduced the background, meaning, goal and structure of this thesis. Second give a general overview of a department including organization structure, gender structure, the number of formal budgeted employees and labor dispatch employees, staff’s education, wages and benefits. Third explain the problems of A Department. Those problems can be concluded as following five aspects: (1) the gender imbalances (2) conflicts by the nature of employment form and benefits (3) high flow rate (4) labor dispatch employees compete with each other for formal budgeted employees (5)existing shortage and defects in the daily management. Fifth coming up with specific solutions based on the above issues. Finally, I made a conclusions and prospects on this thesis. KEY WORDS: Labor Services Dispatching, Salary System, Turnover Rate
目 录
毕业论文声明 ...................................................................................................................................
I摘 要 ..........................................................................................................................................
II ABSTRACT ....................................................................................................................................
III 第一章 导言 .....................................................................................................................................
1 1.1 研究背景 .................................................................................................................................
1 1.2 研究意义 .................................................................................................................................
1 1.3 研究目标和论文结构 .............................................................................................................
2 第二章 W 公司 A 部门现状分析 ....................................................................................................
3 2.1 组织结构 .................................................................................................................................
3 2.2 员工性别年龄结构 .................................................................................................................
4 2.3 正式员工与派遣员工数量结构 .............................................................................................
5 2.4 正式员工与派遣员工学历结构 .............................................................................................
5 2.5 正式员工与派遣员工薪资福利结构 ..
