Research Of Stakeholder-based Coordination And Management Mechanism Of Talent Dispatch

With China's socialist market economic system becoming more perfect and the deepening of reform of personnel system, human resources as one of the factors of production, its market allocation levels become higher and higher. According to the requirements of market-oriented human resources and the purpose of minimizing costs and maximizing benefits, the enterprise has taken a progressive and flexible human resources measures. Talent dispatch is the product under the flexible use of human resources. from January 1, 2008,China's implementation of the new "Labor Contract Law", companies can reduce costs and risks in a large extent with the use of talent dispatch, showing a high flexibility. As a new allocation of human resources, talent dispatch catchs a great concern for this, showing a great vitality.The nature of talent dispatch is a talent market operation mechanism with commercial forms. But for such a new way of employment, our temporary staffing market is still in its infancy, the market is still immature and the relevant legislation is not perfect, resulting in the occurrence of labor disputes and injured interests. Practice has proved that talent dispatch is in line with the actual of our corporate development and talent competition, as long as the actual reasonable apply, we can achieve tripartite benefit of sending unit, accepting units and dispatched talents. Therefore, the increase explore of talent dispatch pattern and the relations among three stakeholders can reduce risks and avoid conflicts, and promote the sound development of talent dispatch, its urgency and importance is very obvious.On the basis of literature study, this paper firstly combs talent dispatch concept, the difference between talent dispatch and general labor dispatch, its functions and the bottleneck of its development in China. Secondly, under the premise of in-depth study of labor relations of stakeholders and its employment risk, from two aspects of legal relationship management and relationship management, we build a stakeholder-based coordination and management mechanism of talent dispatch. Then, two questionnaires were designed to investigate accepting units and dispatched talents, to understand the overall condition of talent dispatch and problems in the implementation process. Through empirical conclusions the paper finds the low job satisfaction of accepting units and dispatched talents, finally, from regulating the external environment and acts of its stakeholders and strengthening dispatched talents'excitation management, the paper puts forward the coordinated management of talent dispatch recommendations.The innovation of this paper is to propose the concept of talent dispatch and build a stakeholder-based coordination and management mechanism of talent dispatch from legal relationship management and relationship management, but in the survey number and in-depth study of talent dispatch there is still some limitations. in-depth exploration of management from sending units and accepting units to dispatched talents will be the follow-up research of this article.