公车公营模式下出租车驾驶员人力资源管理问题分析与改善--以H企业为例  

Analysis and Improvement of Human Resource Management of Taxi Drivers under the Public Bus Mode--A Case Study of Company H

作　　者：杜晓燕 Du Xiaoyan

机构地区：[1]南通慧行汽车服务有限公司,江苏南通226001

出　　处：《时代汽车》2024年第21期10-12,共3页Auto Time

摘　　要：本文深入分析H企业运营以来出租车驾驶员管理现状,发现H公司驾驶员人力资源管理上存在诸多问题,如劳动定额设置不合理,尾部驾驶员劳动积极性不高,出工不出力现象时有发生;缺乏对驾驶员的绩效考核,无法实现对人员的有效激励;薪酬结构设置单一,可变薪酬未充分考虑各类情况;劳动关系紧张,已出现多起驾驶员与公司的劳动纠纷等问题。为充分发挥人力资源管理在H企业中的作用,本文基于公司实际问题,通过修改劳动定额标准、设置科学的薪酬架构和绩效管理体系、做好驾驶员服务保障管理等措施,更好的发挥人力资源的职能作用,提升人力资源管理的战略性,从而实现H企业更为长远的发展。This paper deeply analyzes the current situation of taxi driver management since the operation of enterprise H,and finds that there are many problems in the human resource management of drivers in company H,such as unreasonable labor quota setting,low labor enthusiasm of tail drivers,and the phenomenon of failure to work from time to time.Besides in H,there exists the problems of the Lack of performance appraisal of drivers,and the inability to achieve effective incentives for personnel.The salary structure is single,and the variable salary does not fully consider various situations.Labor relations are tense,and there have been many labor disputes between drivers and companies.In order to give full play to the role of human resource management in enterprise H,this paper is based on the actual problems of the company,through measures such as revising the labor quota standard,setting up a scientific salary structure and performance management system,and doing a good job in the management of driver service guarantee,so as to better play the functional role of human resources and improve the strategy of human resource management,so as to achieve the more long-term development of enterprise H.

关 键 词：公车公营出租汽车 网巡一体化 人力资源管理 

分 类 号：F27[经济管理—企业管理]