Optimization On Staff Of Dispatch System Motivation In STCC

With the strengthening of national supervision of labor dispatch and temporary workers,along with the large-scale use of Labor dispatch staffs in state-owned enterprises,the "double track" employment system adopted by the state-owned enterprises has gradually showed up its disadvantages.How to better manage the non-regular workers under the new policy background and new environment,and fully motivate them to achieve the enterprise goals,have become increasingly concerned and urgent problems.However,while existing studies are more focusing on the job burnout and high turnover rate of non-regular workers,therere few researches that are targeting for the motivation as well as the satisfaction degree of non-regular workers in state-owned enterprises,especially the quantified analysis.In this paper,we analyzed the problems that the incentive situation of non-regular workers is facing,and studied the living example of STCC Company.By withdrawing the questionnaires and adopting the principal component factor analysis from 21 collected variables that have impacts on the satisfaction degree of non-regular workers,4 common factors are concluded,they are humanistic environment,superiority of enterprise,promotion channels and material incentives respectively.The rankings of four common factors are quite balanced.Comparably,the first two factors have higher rankings and showed greater impacts on the satisfaction degree.From these analyses,we obtained the regression equation of factors influences on the degree of satisfaction.Meanwhile,we also calculated the scores using this regression equation that is got by performing factor analysis,and then descriptive statistics analysis is conducted to analyze the current motivation status of non-regular workers in STCC Company.In the larger picture,non-regular workers are not satisfied with the material incentives but showed more satisfaction on humanistic environment and the superiority of enterprise.From the age point of view,the distribution of non-regular workers follows hourglass-shaped trend,which means the younger and aged workers show high satisfaction while the rest middle aged ones who is in the middle of career rise period are dissatisfied.From the perspective of education,the result discovers the trend that the lower the education the more satisfied they feel.This may caused by that highly educated workers have higher expectations for the factors such as humanistic environment and promotion channel and meanwhile the differences are becoming more obvious when compared with regular workers.According to the conclusions of factor analysis and descriptive statistics,this paper analyzed the main factors affecting the satisfaction of employees according to the characteristics of non-regular workers,and proposed the corresponding countermeasures:(1)The job management should be strengthened,and meanwhile weaken the identity differences between regular and non-regular workers.The company should set up its own competency model and treats them equally on the same position.(2)The post-centered career development channel should be improved to provide more opportunities for non-regular workers and increases their belongingness to the company.(3)Adopting three dimensioned post separation system to solve the issues of post mixture between regular and non-regular workers and gradually optimizing and improving the diversified enterprise employment model.(4)Put more emphasizes on humanistic management,improving the participation degree of enterprise for the non-regular workers,strengthening team building and communication management to create a good corporate culture.5)Regulate the management of equal pay for equal work,sticking to principal that post but not person determine salary.