Research On Regional Banks Labor Dispatch Employees Incentive Mechanism

With the continuous deepening of economic globalization and the furtheropening of markets in China, extensive competition from the world makes theenterprise of our country faced enormous pressure to survive, In such a competitiveenvironment, cost reduction is a very important work if the companies want to seeksurvival and development. With the continuous development of human resourcesmanagement, the field of cost issues gained widespread attention. Labor dispatch， asa new form of employment, greatly saves labor cost, and thus developed rapidly inChina. Especially in2011during the NPC and CPPCC, labor dispatch problem isbecoming the hot topic in human resource management. Infront-line employees of the state-owned enterprises, labor dispatch staff ratio hasreached80%~90%. Obviously the labor dispatch has become an indispensable forceof the state-owned enterprise survival and development. However, in addition to theadvantages such as saving labor cost, increasing employment flexibility, labordispatch employee’s special status also caused a series of problems of human resourcemanagement, especially in labor dispatch employees’ incentive mechanism. Attachingimportance to the labor dispatch employees, enhancing employee job enthusiasm andsense of belonging, improving employee satisfaction has great significance to ourcountry enterprise development.On the basis of staff incentive research literature, briefly introduce the relatedconcepts on the basis of the existing motivation theory about labor dispatch,combined with China’s regional banking features, in-depth excavation analysis ofChina’s regional bank labor dispatch employees incentive problems, and based on theanalysis result, this research will propose the effective regional banks labor dispatchemployees incentive strategy.