| With the deepening of economic globalization and China’s reform and opening up, enterprises not only face competition pressure from domestic industry enterprises, but also face international peer enterprises the pressure of competition at the same time, that makes the enterprise must constantly improve the operation and management to survive in the fierce market competition, which is one of the important measures to reduce labour costs. Labor dispatching system is a kind of new form of employment, that in some developed countries is more mature, has been rapid development after entering our country. Due to the particularity of labor dispatch system in our country, has caused a series of project management in the company. In this paper, based on this, through the investigation and analysis of China’s postal savings H branch labor dispatching employee incentive mechanism present situation and existing problems, including the imperfect system of labor dispatch staff career planning; Performance appraisal index is not clear; Salary incentive mechanism is not perfect; As well as the labor dispatching employees incentive way single four aspects of the problem. Found the factors that influence the labor dispatching employee satisfaction on the basis of the existing main incentive theory, combining with the characteristics of the postal savings bank of China, the China post H branch labor dispatching employee incentive scheme is optimized, including rich incentives; Improve performance appraisal strategy; Enhance spiritual incentive; Improve the labor dispatching employees’ career planning. Labor dispatching system and the China postal savings H branch staff incentive plan implementation safeguard measures is suggested:including to speed up the pace of reform of human resources management; The goal and the reform of corresponding; To strengthen the construction of enterprise culture; Strengthen the communication with the labor dispatching employees; Strengthen the management coordination, etc. |
