【正文】 ountry39。s postal industry is labor dispatching (labor dispatching). Due to the continuous growth of the post industry, staff hired through labor dispatching, which was once called the Third Party Employment, has bee 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 staff hired through labor 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 supervision 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 staff39。本文借由郵政領(lǐng)域郵政部門(mén)勞務(wù)派遣體系中職員工現(xiàn)狀的分析，學(xué)習(xí)郵政領(lǐng)域郵政部門(mén)勞務(wù)派遣體系中員工矛盾的可取之處和失敗的原因，來(lái)討論國(guó)內(nèi)郵政領(lǐng)域里郵政部門(mén)勞務(wù)派遣體系中出現(xiàn)的困難及其處理的方式，為國(guó)內(nèi)郵政部門(mén)發(fā)展及其重要的郵政部門(mén)勞務(wù)派遣體系中措施提供實(shí)質(zhì)性的比較。本文強(qiáng)調(diào)要認(rèn)清個(gè)體差異，運(yùn)用目標(biāo)和反饋，把獎(jiǎng)酬福利緊密聯(lián)系起來(lái)，并要注重系統(tǒng)的公平性?？傊诮?jīng)濟(jì)和改革快速發(fā)展的環(huán)境下，郵政企業(yè)只有抓住機(jī)遇制定有效的機(jī)制，才能吸引和留住人才為其服務(wù)，才能在激烈的市場(chǎng)競(jìng)爭(zhēng)中立于不敗之地。本文就許多海內(nèi)外措施及其實(shí)際操作成果進(jìn)行了分析，再就國(guó)內(nèi)郵政領(lǐng)域所存在的問(wèn)題進(jìn)行了解釋說(shuō)明，指出郵政領(lǐng)域的勞務(wù)派遣發(fā)展中所體現(xiàn)出的優(yōu)點(diǎn)與缺陷，以及存在的矛盾與困難?？梢?yàn)槟仃愐?guī)的運(yùn)營(yíng)理念、人力資源管理的局限，導(dǎo)致郵政部門(mén)勞務(wù)派遣員工監(jiān)管制度、員工的上崗理念等出現(xiàn)在大量和市場(chǎng)金融體系不相矛盾的現(xiàn)象。因?yàn)猷]政業(yè)的持續(xù)增長(zhǎng)提高，郵政企業(yè)勞務(wù)派遣職員（在這之前一度稱(chēng)作為第三方額外用工）已變成郵局貿(mào)易機(jī)構(gòu)經(jīng)濟(jì)構(gòu)造的關(guān)鍵力量。1 / 64目 錄摘 要 ............................................................................................1ABSTRACT..............................................................................................30 引言 .................................................................................................61 郵政企業(yè)勞務(wù)派遣的概念與特征 .......................................................7 企業(yè)勞務(wù)派遣的概念 .....................................................................7 郵政企業(yè)勞務(wù)派遣的比較 .............................................................9 郵政企業(yè)勞務(wù)派遣的特征 ...........................................................10 郵政企業(yè)勞務(wù)派遣法律關(guān)系涉及三方主體 ..............................11 郵政企業(yè)勞務(wù)派遣中至少存在兩個(gè)合同 .................................12 勞動(dòng)力“雇傭”與“使用”相分離 ........................................122 我國(guó)郵政企業(yè)勞務(wù)派遣機(jī)制的現(xiàn)狀和存在的問(wèn)題 .............................13 我國(guó)勞務(wù)派遣機(jī)制的現(xiàn)狀 ............................................................13 郵政企業(yè)自身存在的問(wèn)題 ......................................................14 派遣公司存在的問(wèn)題 .............................................................16 郵政企業(yè)派遣員工存在的問(wèn)題 ..............................................17 我國(guó)勞務(wù)派遣機(jī)制存在的問(wèn)題 ....................................................18 我國(guó)勞務(wù)派遣公司經(jīng)營(yíng)混亂、規(guī)制不嚴(yán) .................................182 / 64 對(duì)郵政企業(yè)被派遣勞動(dòng)者合法權(quán)利保護(hù)不足 ..........................19 郵政企業(yè)勞務(wù)派遣三方主體責(zé)任劃分不夠明確 .......................203 國(guó)外勞務(wù)派遣的優(yōu)秀經(jīng)驗(yàn) ................................................................214 完善我國(guó)郵政企業(yè)勞務(wù)派遣機(jī)制的對(duì)策 ...........................................21 明確郵政企業(yè)勞務(wù)派遣的適用范圍 ..............................................23 嚴(yán)格管理勞務(wù)派遣公司 .................................................................26 突出郵政企業(yè)對(duì)被派遣勞動(dòng)者權(quán)益的保護(hù) ..................................27 合理分配 郵政企業(yè)的人員責(zé)任 .....................................................28 試行勞務(wù)派遣員工培訓(xùn)外包 ...................................................29 建立合適的流動(dòng)機(jī)制，盤(pán)活人力資源 ................................30 合理規(guī)范被派遣勞動(dòng)者義務(wù)和責(zé)任 ..............................................31 改進(jìn)勞務(wù)派遣模式 .................................................................31 建立分門(mén)別類(lèi)的制度 .............................................................32 規(guī)范福利保障待遇 .................................................................335 小結(jié) ...............................................................................................36參考 文獻(xiàn) ............................................................................................38譯文 ...................................................................................................40原文說(shuō)明 ............................................................................................51英文原文 ............................................................................................523 / 64摘 要?jiǎng)趧?wù)派遣因其彈性化、低成本、適應(yīng)不同層次勞動(dòng)力等優(yōu)勢(shì)，被越來(lái)越多的用人單位所采用。現(xiàn)在郵政領(lǐng)域的重要用工手段就是勞務(wù)派遣。部分區(qū)域的郵政企業(yè)勞務(wù)派遣員工超過(guò)了總員工人數(shù)的60%，少數(shù)部門(mén)的比重要更大些，所以勞務(wù)派遣員工作是郵局貿(mào)易機(jī)構(gòu)勞作務(wù)工的關(guān)鍵后備力量，在行業(yè)的構(gòu)建和開(kāi)拓中有著不可忽視的重要作用。像監(jiān)管制度缺乏彈性，分工不明確，措施漏洞多等等，在很多方面里干擾了派遣職員的從業(yè)情緒，因此限制了行業(yè)不間斷的良好發(fā)展勢(shì)頭。并通過(guò)訪談法的方式就郵政部門(mén)的人力管理方面實(shí)施了調(diào)查研究，就郵政部門(mén)的情況及所出現(xiàn)的矛盾進(jìn)行了分析，找出問(wèn)題所在，綜合并借鑒所有成功因素，闡述了郵政部門(mén)派遣員工整體現(xiàn)狀，提出改進(jìn)意見(jiàn)與改進(jìn)方案，在郵政部門(mén)勞務(wù)派遣體系中職員措施模塊制定步驟里逐步增加有建設(shè)性的改進(jìn)。4 / 64針對(duì)我國(guó)郵政企業(yè)勞務(wù)派遣的現(xiàn)狀，結(jié)合我國(guó)的現(xiàn)實(shí)背景并借鑒國(guó)外的優(yōu)秀經(jīng)驗(yàn)，完善我國(guó)郵政企業(yè)勞務(wù)派遣機(jī)制應(yīng)主要從以下幾個(gè)方面入手：明確郵政企業(yè)勞務(wù)派遣的適用范圍；嚴(yán)格管理派遣公司；突出對(duì)被派遣勞動(dòng)者權(quán)益的保護(hù)；合理分配雇主責(zé)任；合理規(guī)范被派遣勞動(dòng)者義務(wù)和責(zé)任；合理設(shè)計(jì)勞動(dòng)糾紛解決機(jī)制。郵政企業(yè)機(jī)制的設(shè)計(jì)還要注重結(jié)合企業(yè)的人力資源戰(zhàn)略、企業(yè)經(jīng)營(yíng)戰(zhàn)略和企業(yè)的實(shí)際，注重物質(zhì)和精神層面的相結(jié)合，提出建立基于能力和績(jī)效的企業(yè)文化，建立基于能力的動(dòng)態(tài)薪酬體系和個(gè)性化福利以期提高員工能力和績(jī)效的提高。 關(guān)鍵詞：郵政企業(yè)；勞務(wù)派遣；派遣公司；3 / 64Postal enterprises dispatch services staff management mechanism research studyABSTRACTCharacterized by flexibility, low cost and adaptation to different levels of labor, labor dispatching are adopted my more and more most important mean of labor in today39。s mood and limited the 4 / 64development of this 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 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 cooperation’s attract people of talent and stand an invincible position.According to the status of China39。s