Research On M Company’s Incentive Mechanism For Staff Dispatched To Q Bank

In fact,the labor dispatch system separates workers from employers and gives full play to the value of enterprise human resources allocation.However,we should pay attention to the immaturity and instability of labor dispatch in this form.There will be some defects in the actual application process.The reason is that the labor unit does not have a perfect and effective labor dispatch incentive mechanism.Based on the above situation,with M company as an example,this paper studies and analyzes the M Q bank currently stationed on labor dispatch staff incentive mechanism of the main causes of defects in,based on this,puts forward the reasonable optimization Suggestions,not only can help M perfect labor dispatch staff incentive system,strengthen the labor dispatching initiative of employees at work,It can also provide some reference for other banking institutions to improve the incentive system of labor dispatch employees.In addition,this is also a practical test of the application of incentive mechanism to bank labor dispatch personnel,which has a certain practical significance for the research of relevant incentive theories in China.First of all,based on the actual situation of the dispatched employees dispatched by M Company to Q Bank,this paper makes an in-depth analysis of the difference between the incentive mechanism of M Company to dispatched employees dispatched to Q Bank and different employees,and makes clear the incentive status quo in M Company.One is the same incentive policy as the regular staff,the other is different from the regular staff incentive.In view of this,we use a questionnaire survey to study the problems existing in the incentive of labor dispatch employees.According to the survey results,there are many problems in M Company’s incentive mechanism for dispatched employees,including ignoring the influence of negative incentives,unreasonable salary incentives,lack of training and positive promotion mechanisms,and low sense of identity of incentive policies.After an in-depth analysis of the above problems,it is found that the main reasons are the vague management rights of labor dispatch employees,the imperfect performance-based assessment system,the mere formality of training and the lack of employees’participation in the formulation and implementation of incentive policies.Finally,by summarizing all the problems,this paper proposes some optimization and establishment for M Company’s current incentive mechanism for dispatched employees dispatched to Q Bank.This paper believes that M Company needs to further improve and optimize the salary incentive mechanism,set up a more reasonable training mechanism and reward and punishment mechanism,and at the same time strengthen spiritual incentives.In addition,M Company also needs to innovate its employment concept,establish a more perfect constraint mechanism for dispatched employees,form a corporate culture with its own characteristics,and further strengthen the communication among the three parties,so as to ensure the normal implementation of the bank incentive mechanism.