【作者】 张瑛；

【导师】 杨文明；

【作者基本信息】 天津大学 ， 工商管理（MBA）（专业学位）， 2019， 硕士

【摘要】 进入新世纪以来,劳务派遣用工制度以其就业形式灵活,减轻用人成本等优势,越来越受到雇主单位的欢迎,并在我国得到快速的发展,尤其运用在行政事业单位,可以起到弥补人事编制不足,提高单位综合效益的积极作用。随着人民生活水平的提高,人民精神文化的需求也不断高涨,我国博物馆建设进入了大发展的阶段,不仅场馆面积成倍扩建,免费参观政策实施后观众数量也成倍增长,为了解决博物馆因快速发展而产生的人员编制不足的问题,劳务派遣用工形式走进博物馆。天津Z博物馆自2014年起开始使用劳务派遣员工,期间不断有派遣制员工离职,对该馆的发展造成不利影响。本文以天津市Z博物馆离职的劳务派遣制员工为研究对象,通过文献研究了解国内外专家学者关于员工离职问题的相关理论成果和研究现状,以作为本论文的理论支撑。通过深度访谈法对派遣制员工离职的原因分析,得出离职原因主要为:无法转正或晋升、缺乏完善薪酬体系,福利待遇低、绩效考核流于形式、缺乏安全感和归属感等,并获得他们对于派遣制员工管理改善的相关建议。结合比较分析法,通过对该馆事业编员工和派遣制员工的对比,以及国内外公益组织对派遣制员工(雇员、社工)的管理经验对比,综合得出Z博物馆改进派遣制员工管理的建议:做好职业规划,拓宽晋升通道、建立和完善薪酬福利制度、建立和完善绩效考核制度、优化招聘制度,加强员工培训,以防止派遣制员工进一步流失,也为新员工的招聘和留任打好基础,以期对文博系统派遣制员工的管理提供借鉴。更多还原

【Abstract】 Since the beginning of the new century,the labor dispatching system,with its advantages of flexible employment forms and reduction of labor costs,has been more and more popular among employers and developed rapidly in China,especially in administrative institutions.With the improvement of people’s living standard,people’s spiritual and cultural demand is also rising,museum construction in our country has entered the phase of the development of large,not only the area of multiple expansion,but also the free policy multiplied the number of audiences,in order to meet the needs of the museum’s rapid development,solve the problem of insufficient preparation,labor dispatching labor form into the museum.Since 2014,the Z Museum in Tianjin began to use dispatched employees.During this period,there was a continuous loss of dispatched employees,which had a negative impact on the development of the museum.This thesis takes the dispatched employees who left their jobs in the Z Museum of Tianjin as the research object,and through literature research,understands the relevant theoretical achievements and research status of domestic and foreign experts and scholars on the issue of employee turnover,which serves as the theoretical support of this thesis.Through the depth interview method and reason analysis of the dispatched employees who left the museum,conclude their leaving reason is mainly about: unable to become a regular employee or promotion,the lack of perfect compensation system,low benefits,performance evaluation become a mere formality,lack of the sense of security and belonging,and get their suggestion about the management of dispatched employees in this museum.Combined with comparative analysis method,through the comparison of regular employees and dispatched employees,as well as the management experience of dispatched employees(employees,social workers)in public welfare organizations at home and abroad,and give the management suggestion of the Z Museum for labor dispatch: make career planning well,broaden the promotion channel,establish and improve the system of salary and benefits,establish and improve the performance appraisal system,perfect the system of recruitment,enhance employee training to prevent dispatched employees leave further,and provided a basis for the new dispatched employees recruitment and retention,in order to use for reference about the management of dispatched employees in museum system.更多还原