【作者】 张晓敏；

【导师】 王怀明；

【作者基本信息】 山东大学 ， 企业管理， 2007， 硕士

【摘要】 当今社会处于知识经济时代，随着市场的急剧变化，企业之间的竞争日益激烈，已经从对自然资源的竞争、资本的竞争、产品技术的竞争，延伸到人力资源的竞争。人力资源作为企业竞争力的基石，其重要性毋庸置疑。企业要想在不确定的市场环境下取得竞争优势，就必须要有灵活的员工流动队伍和对成本的有效性控制，同时由于发达的信息交流渠道和劳动者的求职需求，人才派遣应运而生。人才派遣服务具有独特的优势和人才市场化配置的重要作用。这种具有柔性特点的新型人力资源配置模式很好地契合了企业对于人才的弹性需求，在国内外得到了快速的发展。但是，由于人才派遣涉及用人单位、人才派遣机构和人才三方主体，目前的法律并没有对其进行有效的规范，其运作规则和权益分配并不明确，实际运作中产生了许多有待解决的问题。派遣员工与用人单位形成的不是劳动关系，因此用人单位可以借机规避应承担的社会责任，其内部正式员工与派遣员工之间也存在矛盾，再者用人单位内部人力资源部门的能力欠缺，使得这种模式的作用不能得到有效的发挥；目前我国的派遣机构鱼龙混杂，经营地位不明确，混业经营现象严重；派遣员工面临用人单位和派遣机构这两个强者，必然处于弱势的地位，合法权益会遭到侵犯，职业生涯规划难以建立，难以融入到用人单位的组织文化中。另外，人才派遣的观念尚未普及，人们对人才派遣还存在很多顾虑，国家法律法规没有对人才派遣的单独立法，各地区的政策不同也成为跨地区人才派遣的障碍。随着人才派遣业务在我国的广泛开展，有必要对这种新兴的用人模式进行研究和探讨。针对以上问题和不足，结合我国的实际情况，本文对人才派遣在我国的发展和完善提出了以下对策和建议：首先，完善人才派遣的相关立法，包括派遣机构的设立、协议合同的有效性、派遣业务的范围、员工之间平等地位问题、知识产权和商业秘密保护、跨地区的政策以及税收等一系列问题；其次，在政府、国家政策、人才派遣机构、求职者和社会舆论的共同努力下提高人才派遣的社会认可度；第三，规范三方参与主体的行为。派遣员工应注重自我学习，提高自身的素质和能力，培养良好的职业道德，保护自身的合法权益；用人单位应平等地对待派遣员工，对其进行培训和教育；人才派遣机构应规范运作，提高自身的业务能力，做好派遣员工的服务工作，同时可以成立人才派遣行业协会，加强行业自律。更多还原

【Abstract】 Nowadays, our society is in the era of knowledge-based economy. With the dramatic changes in the market, competition among the enterprises is increasingly intense, which extends from natural resources, capital and product technology to human resources. As a cornerstone of competence of enterprises, the importance of human resources is undeniable. In order to achieve competitive advantages in the condition of uncertainty, enterprise must have a flexible staff team and effective control of the cost. Meanwhile, information exchange channels become developed and the labors have the demands of jobs. For the above reasons, talent dispatch emerged.Talent dispatch service has unique merits and plays an important part in the distribution of the talent market. The flexible feature of this new configuration model of human resources satisfies all requirements from enterprises for flexible usage of talent and has been developed very fast bom home and abroad. However, it still has some complicated issues need to be dealt with. The employment relationship is divided into three principal parts, which hasn’t been regulated in labor laws now. This raises many issues that must be solved in practice. Dispatched talents and employers are not in the form of labor relations so that employers can make use of that to avoid social responsibility. There are contradictions between dispatched talents and internal full-time staff in organization. Another problem is the lack of ability of human resources department Therefore, the function of this model cannot be effectively shown. The talent dispatch agencies are in confusion at present as well. The quality is different and mere is an unclear target and terrible mess phenomenon in the operation. Dispatched talents are inevitably in vulnerable status because of the two strong groups. For example, legitimate rights will be violated, career planning is difficult to establish and it is hard to integrate into the organizational culture in the employers, etc. In addition, the concept of talent dispatch is not universal so that many people still worry about it. Lack of separate legislation and different regional policies also become the obstacles of developing talent dispatch. With the trend that talent dispatch will get more and more popular in China, it is necessary to do some advanced studies on the new employment mode.To solve the above problems and deficiencies, taking actual situation in our country into account, this thesis provides the following measures and suggestions for developing talent dispatch. Firstly, the government should complete the relevant legislation, including a series of problems such as establishment of dispatch agency, validity of the contract, the scope of operations, equal status of the staff, protection of intellectual property, regional policies and so on. Secondly, public acceptance should be enhanced in the effort of the government, state policy, the dispatch agency, the labor and public opinion. Thirdly, the participants who are involved in the talent dispatch should regulate their behavior. Dispatched talent should focus on self-learning to improve their quality and ability, cultivating professional ethics, and protecting thenlegitimate rights. Dispatched talent must be treated equally and be well trained and educated. Regulating the operation of dispatch agency to improve their capacity is extremely important. Meanwhile, talent dispatch associations can be set up to strengthen self-discipline.更多还原