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姓名 蕭瑞麟(Jui-Lin Hsiao) 查詢紙本館藏 畢業系所 高階主管企管碩士班 論文名稱 中國勞務派遣的現狀與趨勢分析 相關論文 檔案 [Endnote RIS 格式]
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至系統瀏覽論文 ( 永不開放)
摘要(中) 中國企業正處於一個變化快速，不穩定因素多，複雜模糊的環境企業。除了要隨時關注宏觀經濟的發展、法令法規及政策的調整、科技與互聯網發展外，最關鍵的是中國人口紅利形勢的改變對企業人力需求的影響；在質與量上在中國運作的企業都在面臨著一個巨大的用工挑戰。
在經濟、技術、科學快速變化的情況下，勞動者人口的結構、勞動人力的遣徙、勞動人力的思維模式、勞動群體的特質都一直隨著外在環境在發生變化。在2019年三月份三聯生活周刊的一篇“當滿街都是外賣騎手，上百萬的勞動力是否用錯了地方”引起各界關注與感嘆現行制造業的用工困難。制造业和传统行业在“抢人”。根據美團方面的資料報告顯示，近32%左右的美團騎手，在沒有加入到美團之前都是產線工人。除此之外，許多美團外賣的兼職人員，都是工廠的工人在用業餘時間兼職送外賣。除了送外賣之外，快遞也“搶”了很多人。送外賣和送快遞，相比於流水線每天日復一日的工作，工作時間和工作內容更加“靈活”，新興的互聯網行業利用網路平台優勢確實是吸引了各層次的勞動力參與。中國正面臨生育率下降及人口老化嚴重的問題，當年的人口紅利優勢已難再顯現，同時區域共同體的聯合發展政策及新興行業的興起，對於用工單位的用人模式都必須與時俱進做出不同程度的調整與改變，不同年代的勞動者對於所從事的工作內容、環境、薪酬福利、勞動法令政策的重視與要求未來工作的發展也都產生了變化。
勞務派遣”是因應時代轉變與需求下為解決用工單位在招工困難下所衍生的用工模式。本研究將對於中國勞務派遣特性、制度、法令等相關問題做了解，進而對勞務派遣產業經營運作時面對的各類問題做探討，同時對於“勞動合同法”與“勞動合同法修正案”中完善勞務遣的相關法令法規、依法管理經營勞務派遣機構、提高勞務派遣機構設立標準、加強對派遣員工的權益維護、規範勞務派遣適用範圍、同工不同酬的情況處理等問題上與勞務派遣產業的相關性做出論述，做為勞務機構在中國經營管理上之參考。摘要(英) Chinese enterprises are in a fast changing, unstable and complex environment. Expect paying close attention to the development of macro economy, the adjustment of laws, regulations and policies, and the development of science, technology and the Internet, the most critical thing is the impact from the change of China′s demographic dividend situation on enterprises’ manpower demand. Companies operating in China face a huge employment challenge, both qualitatively and quantitatively.
The structure of labor population, the migration of labor force, thinking mode of labor force and the characteristics of labor group are all changing along with the external environment under the situation of rapid change of economy, technology and science. In March 2019, an article of Sanlian Lifeweek, ”When the street is full of takeaway riders, whether millions of labor force is in the wrong place”, this aroused the attention and laments the current employment difficulties of manufacturing industry. Manufacturing and traditional industries are grabbing people. According to the data from Meituan, about 32% of Meituan riders were production line workers before they joined Meituan. In addition, many of Meituan′s part-time workers are factory workers who deliver food on a part-time basis. In addition to delivery, delivery also rob a lot of people. Compared with the daily routine of the assembly line, delivery and delivery are more ”flexible” in terms of working hours and content. The emerging Internet industry has indeed attracted labor participation at all levels by taking advantage of the advantages of online platforms. China is facing problems of declining fertility and population aging, the advantage of demographic dividend hardly appear again, at the same time, regional community united development policy and the rise of the emerging industry, the project unit of choose and employ persons mode must keep pace with the times to make adjustment and change of different level, workers in different generations attach great importance to the work content, environment, salary and welfare, labor laws and policies and request the development of future work have changed as well.
”Labor dispatching” is a mode of employment derived from the difficulty of recruitment for employers in response to the changes and demands of the times. This research will understand Chinese labor dispatching characteristics, system, law and other relevant problems, and then, it discusses various problems in the operation of labor dispatch industry, at the same time to probe for the ” Legalization of labor ” and ”labor contract law amendment” to improve the relevant law and regulations, legally operate and manage labor dispatching organizations, upgrade standard of establishing labor dispatching organization, to strengthen the rights of dispatched employee maintenance, standardize labor dispatching the circumstance processing scope, solve the issues for same work with different pay and to discuss the relevance of the labor dispatch industry, as a labor service agency in China operation and management reference.關鍵字(中) ★ 勞務派遣 關鍵字(英) ★ Labor dispatching 論文目次 第一章 緒論························································1
第一節 研究背景與動機············································1
第二節 研究目的··················································4
第三節 研究流程··················································8
第二章 文獻探討····················································9
第一節 勞務派遣制度的意義········································9
第二節 企業使用勞務派遣的原因···································13
第三節 勞務派遣對企業的影響·····································15
第四節 勞務派遣制度的利弊及爭議·································18
第三章 研究方法···················································22
第一節 研究分析模型··············································22
第二節 勞務派遣特徵··············································24
第四章 問題分析···················································25
第一節 勞務派遣機構用工問題······································25
第二節 勞務派遣機構權益問題······································28
第三節 勞務派遣機構經營問題······································29
第四節 勞務派遣機構制度問題······································31
第五節 務派遣機構發展問題········································32
第五章 結論及建議·················································35
第一節 研究結論··················································35
第二節 建議······················································39參考文獻 人力資源社會保障部網站 年度人力資源和社會保障事業發展統計公報
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