Research On The Incentive Problem Of Labor Dispatch Employees In Colleges And Universities

With the deepening of university reform,university labor dispatching staff has gradually become the main force of administrative services.Due to the limitation of the management system,there is a big difference in wage and welfare treatment between the university labor dispatching staff and the establishment staff.The problem of the enthusiasm of labor dispatching staff and the stability of the staff is becoming more and more prominent.It has gradually become a problem that restricts the further development of university.After combing through a large number of literatures,the author found that,the research on employee motivation in China mainly focuses on regular employees.As for the incentive factors of large number of labor dispatching staff in university,there's not a lot of research.In view of this,to study how to standardize and establish a positive and reasonable incentive mechanism,fully tap and give play to the potential and work enthusiasm of labor dispatching staff,to stabilize the labor dispatching staff team and make it a solid force for the continuous development of university,it has become a topic of great research value in the current university reform.In this article,the author takes the labor dispatching staff of T University as the main research object,around the research direction and theme,through literature research,the research trends of relevant theories at home and abroad and the incentive status quo of labor dispatching staff in Chinese universities are sorted out,on the basis of summarizing the previous research results and according to the basic principles of relevant incentive theories,by means of literature research,questionnaire survey and statistical analysis,etc.,this paper analyzes the incentive status in the process of labor dispatching staff management in T University,to study the incentive problems of labor dispatching staff in T University and the causes of these problems,and provide practical policy suggestions for the weak aspects in the current incentive situation of T University,in order to finally achieve the purpose of effective incentives for labor dispatching staff,at the same time for other types of units to solve the labor dispatching staff incentive problems provide reference.Through questionnaire survey and analysis,it can be concluded that the labor dispatching staff of T University are not satisfied with the university's incentive mechanism,its engagement and work performance are low,which leads to the weakening of the behavior state in many aspects.The fundamental reason is that the salary structure of labor dispatching staff is single,the way of setting salary standard is too simple and unfair,and the performance appraisal is just a form that is not combined with the salary structure.The staff in the school establishment have a low recognition of the labor dispatching staff,and the labor dispatching staff have difficulties in their career development,few opportunities to change their identity,and the working environment and working atmosphere are not good enough.In view of the above problems,this paper proposes countermeasures and suggestions from five aspects,namely,perfecting the salary system of labor dispatching staff,improving the recognition degree of others for labor dispatching staff,broadening the career development path of labor dispatching staff,increase the opportunity to change the status of labor dispatching staff,and optimizing the working environment.Continuously improve the incentive mechanism of labor dispatching staff in T University,make organizational culture more united and upward,personnel allocation more optimized and reasonable,work atmosphere more harmonious,staff work performance high quality and efficient.Finally,the comprehensive strength of labor dispatching staff in T University is constantly improved.