吉林银行劳务派遣员工管理问题研究工商管理专业论文.docx

III III gradually turn the labour-dispatched employees’ qualification towards college degree or below. Third, recommends that the Bank of Jilin to deepen the process of its reform of the institutional mechanisms, in order to establish comprehensive performance appraisal, salary management, staff promotion mechanism, and career planning for the laboour-dispatched employees’ management. Through the implementation of a comprehensive performance appraisal, transparent promotion incentive and reasonable career planning, the Bank can constantly improve the daily labour-dispatched employee management and inspire their enthusiasm for working spirit. Lastly, although limitations may occur in this paper, however with good intention the author propose solutions for future references for the Bank of Jilin on managing and practicing the labour-dispatched employees. Thus further enhance the level of its human resources management. Key words: Labour-dispatch, psychological contract, salary management, career planning PAGE PAGE 1 目 录 中 文 摘 要 I Abstract II HYPERLINK \l _bookmark0 第 1 章 绪 论 1 HYPERLINK \l _bookmark1 1.1 选题背景 1 HYPERLINK \l _bookmark2 1.2 研究目的和研究意义 1 HYPERLINK \l _bookmark3 1.2.1 研究目的 1 HYPERLINK \l _bookmark4 1.2.2 研究意义 1 HYPERLINK \l _bookmark5 1.3 研究的主要内容 2 HYPERLINK \l _bookmark6 1.4 文献综述 2 HYPERLINK \l _bookmark7 1.4.1 劳务派遣的含义 2 HYPERLINK \l _bookmark8 1.4.2 劳务派遣的产生与发展 4 HYPERLINK \l _bookmark9 1.4.3 劳务派遣的优点与缺陷 7 HYPERLINK \l _bookmark10 第 2 章 吉林银行劳务派遣用工现状分析 10 HYPERLINK \l _bookmark11 2.1 吉林银行劳务派遣员工总体用工概况 10 HYPERLINK \l _bookmark12 2.1.1 劳务派遣员工基本情况 10 HYPERLINK \l _bookmark13 2.1.2 劳务派遣员工的薪酬及福利情况 10 HYPERLINK \l _bookmark14 2.1.3 劳务派遣员工的转正及晋升情况 11 HYPERLINK \l _bookmark15 2.1.4 劳务派遣员工的离职情况 11 HYPERLINK \l _bookmark16 2.2 吉林银行劳务派遣员工用工情况问卷调查分析 12 HYPERLINK \l _bookmark17 2.2.1 调查问卷的设计 12 HYPERLINK \l _bookmark18 2.2.2 调查过程 12 HYPERLINK \l _bookmark19 2.2.3 数据分析 12 HYPERLINK \l _bookmark20 第 3 章 吉林银行劳务派遣员工管理对策 17 HYP