Research On Incentive Optimization Of Software Test Outsourcing Personnel In Y Bank

Outsourcing is a strategic model that refers to the use of external resources to provide production and operation services within the enterprise.At present,there are two main types of outsourcing modes in the market.One is the project outsourcing,namely,the enterprise will transfer the execution or management responsibility of a project to a third party.Another is human outsourcing,where companies buy human resources from third parties to serve them.Among them,human outsourcing is more widely used in banking and other financial industries.With "Internet + financial" concept is deeply rooted in the hearts of the people,the traditional commercial Banks face pressure of competition from home and abroad and the Internet industry enterprises,makes the Banks have to constantly improve the operation and management to survive in the fierce market competition,the cost reduction is one of the important means.Hr outsourcing as a new form of employment,the labor employment and the use of phase separation,to a certain extent to meet the needs of the allocation of human resources bank,greatly reduce the manpower cost.However,due to the particularity of the labor mode of labor outsourcing,the management of outsourcing personnel is more difficult than the formal staff of the bank,and there are many problems in personnel motivation.Based on the sample of software test outsourcing personnel of bank Y,this paper carried out questionnaires and interviews to investigate the incentive and satisfaction of outsourcing personnel.Through sorts through the results of the survey and analysis found that although the early Y bank outsourcing staff incentives of the test are carried out design and thinking,try to through incentives improve outsourcing staff satisfaction and motivation,but the overall effect is not ideal.At present,the main problems in the incentives of the software test outsourcing personnel of Y bank are the lack of salary and welfare,the uncertainty of career development and the lack of identification of belonging.Bank Y,as a unit of employment,lacks the importance of salary and welfare,ignoring the planning of career development and the lack of respect for outsourcing personnel,which is the main reason to influence the incentive effect.The author based on the theory of human resources,extensive manpower outsourcing system documents,according to many years experience of outsourcing management,combining theory with practice,and puts forward the suitable for the development of the enterprise outsourcing staff incentive optimized measures and implementation guarantee,hope to find effective to the problemsin the process of management,and to a certain extent,the continuous improvement of the drive unit outsourcing staff incentive system,improve outsourcing staff's work enthusiasm and stability.The innovation of this paper is that in the past research on outsourcing staff incentive is often from the perspective of the employer,and a different approach to the author,from the perspective of the use of outsourcing staff party,selected topic is relatively new.At the same time,the author USES the convenience in the work,on the one hand,with the outsourcing service provider managers and the outsourcing personnel have conducted the full communication,the collection of the material rich and real;On the other hand,as the manager of the package personnel,it is easier to apply the incentive measures mentioned in the article and verify the effect,which has certain practical significance.