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1、目 录摘 要1ABSTRACT30 引言61 邮政企业劳务派遣的概念与特征7 1.1企业劳务派遣的概念7 1.2 邮政企业劳务派遣的比较9 1.3 邮政企业劳务派遣的特征10 1.3.1邮政企业劳务派遣法律关系涉及三方主体11 1.3.2邮政企业劳务派遣中至少存在两个合同12 1.3.3劳动力“雇佣”与“使用”相分离122 我国邮政企业劳务派遣机制的现状和存在的问题13 2.1我国劳务派遣机制的现状13 2.1.1邮政企业自身存在的问题14 2.1.2派遣公司存在的问题16 2.1.3邮政企业派遣员工存在的问题17 2.2 我国劳务派遣机制存在的问题18 2.2.1我国劳务派遣公司经营混乱、规
2、制不严18 2.2.2对邮政企业被派遣劳动者合法权利保护不足19 2.2.3邮政企业劳务派遣三方主体责任划分不够明确203 国外劳务派遣的优秀经验214 完善我国邮政企业劳务派遣机制的对策21 4.1明确邮政企业劳务派遣的适用范围234.2严格管理劳务派遣公司26 4.3 突出邮政企业对被派遣劳动者权益的保护27 4.4合理分配邮政企业的人员责任28 4.4.1试行劳务派遣员工培训外包29 4.4.2 建立合适的流动机制，盘活人力资源30 4.5合理规范被派遣劳动者义务和责任31 4.5.1改进劳务派遣模式31 4.5.2建立分门别类的制度32 4.5.3规范福利保障待遇335 小结36参考文
3、献38译文40原文说明51英文原文52摘 要劳务派遣因其弹性化、低成本、适应不同层次劳动力等优势，被越来越多的用人单位所采用。现在邮政领域的重要用工手段就是劳务派遣。因为邮政业的持续增长提高，邮政企业劳务派遣职员（在这之前一度称作为第三方额外用工）已变成邮局贸易机构经济构造的关键力量。部分区域的邮政企业劳务派遣员工超过了总员工人数的60%，少数部门的比重要更大些，所以劳务派遣员工作是邮局贸易机构劳作务工的关键后备力量，在行业的构建和开拓中有着不可忽视的重要作用。可因为墨守陈规的运营理念、人力资源管理的局限，导致邮政部门劳务派遣员工监管制度、员工的上岗理念等出现在大量和市场金融体系不相矛盾的现象
4、。像监管制度缺乏弹性，分工不明确，措施漏洞多等等，在很多方面里干扰了派遣职员的从业情绪，因此限制了行业不间断的良好发展势头。本文就许多海内外措施及其实际操作成果进行了分析，再就国内邮政领域所存在的问题进行了解释说明，指出邮政领域的劳务派遣发展中所体现出的优点与缺陷，以及存在的矛盾与困难。并通过访谈法的方式就邮政部门的人力管理方面实施了调查研究，就邮政部门的情况及所出现的矛盾进行了分析，找出问题所在，综合并借鉴所有成功因素，阐述了邮政部门派遣员工整体现状，提出改进意见与改进方案，在邮政部门劳务派遣体系中职员措施模块制定步骤里逐步增加有建设性的改进。总之，在经济和改革快速发展的环境下，邮政企业只有
5、抓住机遇制定有效的机制，才能吸引和留住人才为其服务，才能在激烈的市场竞争中立于不败之地。针对我国邮政企业劳务派遣的现状，结合我国的现实背景并借鉴国外的优秀经验，完善我国邮政企业劳务派遣机制应主要从以下几个方面入手：明确邮政企业劳务派遣的适用范围；严格管理派遣公司；突出对被派遣劳动者权益的保护；合理分配雇主责任；合理规范被派遣劳动者义务和责任；合理设计劳动纠纷解决机制。本文强调要认清个体差异，运用目标和反馈，把奖酬福利紧密联系起来，并要注重系统的公平性。邮政企业机制的设计还要注重结合企业的人力资源战略、企业经营战略和企业的实际，注重物质和精神层面的相结合，提出建立基于能力和绩效的企业文化，建立基
6、于能力的动态薪酬体系和个性化福利以期提高员工能力和绩效的提高。本文借由邮政领域邮政部门劳务派遣体系中职员工现状的分析，学习邮政领域邮政部门劳务派遣体系中员工矛盾的可取之处和失败的原因，来讨论国内邮政领域里邮政部门劳务派遣体系中出现的困难及其处理的方式，为国内邮政部门发展及其重要的邮政部门劳务派遣体系中措施提供实质性的比较。 关键词：邮政企业；劳务派遣；派遣公司；Postal enterprises dispatch services staff management mechanism research studyABSTRACTCharacterized by flexibility, lo
7、w cost and adaptation to different levels of labor, labor dispatching are adopted my more and more employers.The most important mean of labor in todays postal industry is labor dispatching (labor dispatching). Due to the continuous growth of the post industry, staff hired through labor dispatching,
8、which was once called the Third Party Employment, has become the critical power in the trade institution of postal industry. In some places, staff hired through labor dispatching has consisted over 60% of total number, and the percentage are even greater in some departments.The staff hired through l
9、abor dispatching is now the critical back up in trade institution of postal industry and played an important role in the process of constituting and exploiting of this industry. Limited by the traditional means of operation, HR management, conflicts emerged between the finical market and the supervi
10、sion system of labor dispatching in postal industry as well as the working idea of labor dispatching staff. Problems like the lack of flexibility in the supervision system, ambiguity of division of labor, leak of measures have interfered labor dispatching staffs mood and limited the development of t
11、his industry. This paper analyzed the means of solving around the worlabor dispatching, explained the conflicts which the domestic postal industry is facing and found out the problems. Drawn on the experience of the successful factors, this paper analyzed the situation of labor dispatching staff in
12、postal industry and put forward the detailed steps of staff measures of labor dispatching system in postal industry. In conclusion, under the circumstance of the rapid development of economy and reforming, only by making the effective mechanism, can the postal cooperations attract people of talent a
13、nd stand an invincible position.According to the status of Chinas post labor dispatching ,our country and foreign experience, the ways to perfect our countrys post labor dispatching mechanism should be improved in the following aspects: to explicit the applicable scope of the Chinas post labor dispa
14、tching services; to strictly manage the dispatching organizations; to highlights the protection of the employees; to allocate employers responsibility rationally; to formulate the employees obligations and responsibilities rationally; to design the mechanism for the labor dispute of resolution ratio
15、nally. This paper is stressed on the recognizing of the individual differences, combining the reward with welfare，according to the use of target and feedback, and paying attention to the fairness of the system. The design of post mechanism should combine with enterprises strategy of human resources,
16、 business strategy and enterprises status. At the same time，The design of post mechanism should be focus on the combination of material and spiritual. Then advices that establishing the enterprise culture which based on the capability and performance, and establishing the dynamic salary system and personalized welfare to i
