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论文编号：	4860
作者编号：	2120102682
上传时间：	2012/12/12 22:37:41
中文题目：	劳务派遣企业劳动风险的处置管理——以B公司为例
英文题目：	Labor dispatch labor risk management -- Taking B company as an example
指导老师：	袁庆宏
中文关键字：	劳务派遣；劳动风险；风险处置
英文关键字：	Dispatch services ；Labor risk ；Risk Disposal
中文摘要：	劳务派遣是我国经济社会发展的必然结果, 并成为我国灵活就业、人力资源合理配置的重要渠道。在经历了操作实践的兴起和发展后，劳务派遣也出现了诸多问题，如派遣组织业务运行有待规范，派遣人员的合法权益难以得到切实的保护等。因此，劳务派遣企业应当遵从法律法规，将政府管理部门管理和规制融入自身组织的管理和规范之中，变革企业实践模式，尤其是在管理和业务运行的实践中应对劳动风险，做到风险出现后处置及时、得当，实现组织的可持续良性发展，从而在三方关系中起到合理的主导作用。本文在这样的问题基础上，通过对B公司业务运行的剖析，指出在当今法制和社会发展的背景下，将劳动风险控制在合理范畴内，实现劳务派遣低风险、高收益、共长远的运行方式，说明实践中以B公司为代表的派遣组织完善劳务派遣的对策，最终形成具有行业共性和普遍性的管理建议，促进劳动关系的和谐发展。本文认为劳务派遣是用人单位根据自身的事业需要，向派遣组织提出用人要求，签订劳务派遣服务协议，派遣组织将与自己建立劳动合同关系的派遣人员派往要派机构，在要派机构的指挥和监督下进行工作，要派机构向派遣组织支付派遣费用，派遣组织向受派遣人员支付劳动报酬的一种特殊的雇佣关系，其为用人单位分担了大量事务性人力资源管理工作。同时，还指出劳务派遣的劳动风险是劳务派遣的利益主体即用人单位、派遣人员及派遣组织及社会层面，在一定客观条件和某一时间阶段的影响下，劳务派遣的实际效用未能达到初始预期，需要对此承担相当程度损失的可能。在核心观点明晰的基础上，本文阐述了劳务派遣的起源和发展沿革，指出其和人事代理、人力资源外包的不同及特点，叙述了劳务派遣的服务流程和服务内容，并指出了风险、风险管理和风险的处置方法。本文着重指出，劳务派遣对人力资源优化配置的积极作用，认为其对整体人力资源而言，整合人才资源，优化人才结构，为富余劳动力提供流转渠道，有力推动了人才服务产业发展；对用人单位来讲，降低人力资源使用成本，及时满足人力资源需求，在一定程度上规避用人风险，有效避免劳动纠纷的繁琐处理；对派遣人员来讲，增加就业机会和渠道，降低个人的就业成本，积累工作经验、提高自身价值。结合劳动关系三方各自的劳动风险，本文以B公司作为研究的载体，指出其劳动风险主要集中在《劳动合同法》司法解释尽管提出劳务派遣只能运用在临时性、替代性、辅助性的岗位上，但实际并不明确，操作性较差；派遣员工没有自己的工会组织，工作权利得不到支持；同工不同酬现象严重，收入福利待遇差距较大；用人单位和派遣组织间对派遣员工责任不明确；对派遣员工的双重管理标准使其缺乏组织归属感等。在此基础上，本文提出现行法律法规应对劳务派遣的适用范围予以明确的表达，建立可操作性的同工同酬制度，完善管理手段增强派遣员工归属感。因此，在对B公司的劳动风险处置管理研究中，本文从七个方面进行了论述。一是发挥工会的集体协商作用，建立派遣员工工会组织，有利于积极建立健全劳务派遣工维权机制，把劳务派遣工的经济权益、安全权益、精神权益作为工会工作的重点内容，推动劳务派遣工与用工企业自有职工“同工同酬同薪”。二是建立派遣业务风险基金，按照季度提取派遣组织占收入一定比例的资金，作为基金的来源，用于组织的法务支持，并按照分级报批的原则，由董事会实行监控，并进行专项管理。三是配合企业建立派遣员工的激励机制，B公司积极与派遣单位沟通，建立完善、可行的派遣员工转正制度，配合企业有计划地吸纳工作业绩突出的派遣员工转为正式员工，并予以晋职、晋级，增强了他们对用人单位的归属感，实现对派遣员工的有效激励。四是以人为本，坚持派遣员工的人文管理，尊重派遣员工人文价值，在管理制度、用工规范上予以保证的基础上，从人文管理的角度出发，把更多的人文关怀融入到管理实践中。五是管控派遣员工的突发事件，建立一整套事前、事中、事后的突发事件管理机制，最大限度的降低突发事件的发生，最快速度的做好突发事件的处理，使突发事件对企业、派遣员工和员工家庭的影响降到最小程度。六是实现派遣员工转制制度创新，调动派遣制员工的工作积极性，稳定派遣员工队伍，促进人才的合理使用、流动和开发，B公司与相关用人单位共同合作制定和实行派遣制员工转为人事代理制员工的转制规定。七是建立和完善劳务派遣业务操作信息管理系统，打造一整套完善、有效、稳定的信息管理系统，加大力度对信息系统进行升级整合，实现精益管理，为派遣和外包服务提供一个强大的技术环境，在组织战略和远景发展中发挥着至关重要的支持和维护作用，帮助其获得持续性的发展动力。最终本文得出以下结论：劳务派遣的发展是利大于弊的，对劳务派遣企业而言，需要得到法律层面具有较强操作性的规定，在管理实践中利用建立工会和风险基金，形成较为完善的激励和转正制度，消除劳务派遣所带来的一系列弊端，通过信息系统等内部管理手段提升管理水平，使其在劳务派遣的发展中发挥积极的推动作用，有效处置劳动风险，维系派遣员工、用人单位的和谐劳动关系。
英文摘要：	Labor dispatch is our country economy is the inevitable result of social development, and become China's flexible employment, the rational allocation of human resources important channel. After practice is arisen with development, labor dispatch problems have also emerged, such as the dispatch organization business operation should be standardized, the temporary staff legitimate rights to be protected. Therefore, labor dispatch business shall comply with the laws and regulations, the government management and regulation into their management and standard, change enterprise practice patterns, especially in the management and operation practice in responding to labor risk, achieve risk appearing after the disposal time, properly, the realization of sustainable development, resulting in three party relationship plays a leading role in rational. In this paper based on this issue, through to the B Corporation 's business operations analysis, pointed out that in today's legal and social development background, labor and risk control in the reasonable scope, the realization of labor dispatch low risk, high yield, long term operation mode, practice in B company as a representative of the dispatch organization improvement labor dispatch countermeasures, ultimately forming a common and universal management recommendations, promote harmonious development of labor relations. This paper argues that the labor dispatch is the employer based on their career needs, to the dispatch organization put forward those requirements, signed labor dispatch service agreement, dispatch organization will and establish their own labor contract to send personnel sent to the dispatched agency, in the institutions to dispatch command and under the supervision of the work, to send to send tissue pay cost to dispatch, dispatch organization by sending personnel to pay labor remuneration of a special kind of employment relationship, the employing units share a lot of business human resources management work. At the same time, also pointed out that the labor dispatch labor dispatch labor risk is the benefit main body which is the employer, dispatched personnel and the dispatch organization and social level, in a certain objective conditions and a time stage under the influence of labor dispatch, the practical utility of failed to reach initial expectations, need to undertake a considerable degree possible loss. The core viewpoint on the basis of the clarification, this article expounds the origin and the evolution of labor dispatch, personnel agency, and points out that the human resources outsourcing and different characteristics, the labor dispatch service process and service content, and had pointed out the risk, risk management and risk disposal methods. This paper points out, labor dispatch on the optimal allocation of human resources in the positive role, that on the whole human resources, integration of resources, optimize talent structure, as the surplus labor provides circulation channels, effectively promoted the development of talent service industry; for the employer in terms of human resources, reduce the cost, to meet the demand of human resources, to a certain extent, to circumvent the risk of employing, effectively avoid labor dispute fussy process; of the dispatch staff speaking, increasing employment opportunities and channels, reduce employment costs, the accumulation of experience, improve their own value. Combined with the three parties of labor relations labor risks, taking B company as the research carrier, points out its labor risk is mainly concentrated on the " labor contract law " judicial interpretation despite the proposed labor dispatch can be only used in temporary, alternative, complementary positions, but it is not clear, poor interoperability; dispatch employees without their unions, the right to work is not supported; equal pay for equal work phenomenon is serious, the income gap between the larger benefits; the employing units and the dispatch organization to send staff responsibility is not clear; for the dispatched staff dual management standard so that the lack of organization of belonging. On this basis, this paper presents the current laws and regulations to deal with labor dispatch application gives the explicit expression, established operability of the equal pay for equal work system, improve the management means of enhancing dispatched employees' sense of belonging. Therefore, in the B company labor risk management study, this article from seven aspects. Is a play to trade union collective bargaining role, establish dispatched workers trade union organization, to actively establish dispatched labor rights protection mechanism, the labor dispatch labor economic rights and interests, security interests, the spiritual rights as the focus of the work of trade unions, promoting the dispatched workers and enterprise oneself worker " equal pay for equal work for equal pay ". Two is the establishment of the dispatch of business venture fund, according to quarterly revenue extraction send tissue for a certain proportion of funds, as the sources of funds for the organization, legal support, and in accordance with the principles of classification and approval by the board of directors, supervisory control, and special management. Three is in line with the enterprises to establish the dispatched staff incentive mechanism of B company actively, and the dispatch of units communicate, build perfect, feasible to send staff to cooperate with enterprise system, there are plans to attract outstanding work performance of the dispatch staff to transfer the official staff, and to the promotion, promotion, enhance their sense of belonging to the employer, to achieve to send staff effective incentives. Four is people-oriented, adhere to humane management of dispatched employees dispatched employees, respect for human values, in the management system, employment standard to guarantee on the basis of humanity, from the management point of view, the more humanistic concern into management practice. Five is the management of dispatched employees incident, the establishment of a set of prior, during and after the event, emergency management mechanism, to maximize the reduction of the occurrence of unexpected events, the fastest speed to do emergency treatment, makes the incident to the enterprise, dispatch staff and family to minimize the effects of degree. The realization of the six dispatched workers transformed system innovation, arouse the enthusiasm of the staff work of dispatch system, stability of dispatched staff, promote reasonable use of talents, movement and development, B company and related units in common cooperation to develop and execute the dispatched personnel to personnel agency staff restructuring provisions. Seven is to establish and perfect the labor dispatch business operation information management system, create a set of perfect, efficient, stable information management system, intensify the information system upgrade integration, implementation of lean management, dispatch and outsourcing services to provide a strong technical environment, in organizational strategy and vision development plays an important support and maintenance function, help them obtain continuous development power. Finally we draw the following conclusions: labor dispatch development benefit is more than fraud, the labor dispatch business, need law the regulation that has stronger operation sex, the practice in the management of the establishment of trade union and risk fund, formed relatively perfect incentive and conversion system, eliminate the labor dispatch has brought about a series of malpractices, through the information system and internal management means to improve the management level, so that in the labor dispatch development play a positive role in promoting, effective disposal of labor risk, maintain dispatch employees, employers and harmonious labor relations.
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