The Study On Labor Dispatching Employees' Incentive Mechanism Of A Company

The "PRC Labor Contract Law", implemented from January 1 in 2008, made it clear that labor dispatching was a new employment mode. In recent years, China's labor dispatching has made some development, but has aroused widespread concern from all sectors of the community too. Due to the special nature of this new mode of employment, the problem of effective incentive and management on labor dispatch has always been one of the challenges in corporate human resources management.On the basis of understanding the basic meaning of labor dispatching, combining the case studies of A company's specific circumstances, this paper analyzed the employees'basic situation of A company labor dispatching, the current behavior status and the main incentive measures, which contain the transformation of labor dispatching employees, career development management of labor dispatching employees and the development management of professional positions (positions).The main problems of the incentive measures are as follows: Firstly, compared to other employees, the labor dispatching employees'economic benefits are not high, and there are problems of different pays in the same work, low insurance benefits, low wage growth and growth difficulties, and some issues such as rights have been infringed; Secondly, there are some problems in the performance appraisal methods and process affecting labor dispatching employees'career development, such as the problems of the level of the distribution of the results of performance appraisal; Thirdly, it's the problems of the qualification and career management of the labor dispatching employees.According to the problems, the article raised specific measures to improve the A company's labor dispatching employees'incentives mechanism from several aspects: 1)improve the dispatch staff'remuneration, such as reasonably determine the total volume and increase the per capita staff salary levels, and change identity management to position management to achieve the same post with the pay, and implement ergonomics linked to pay and underline the justice of internal payment and external payment, and combine long-term incentives with short-term incentives etc.; 2)with the proper performance appraisal methods and procedures, reasonably determine the performance evaluation indicators for different positions of the dispatch staff, weights, and assessment results level; establish labor dispatching employees'qualifications system to improve career management, and other countermeasures.