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In a market economy environment, the dispatch has now become an important component of flexible forms of employment. Dispatch areas covered gradually expanded from what we usually see housekeeping, security, etc. gradually introduced to the insurance, finance, accounting, IT and other knowledge-intensive areas, increasing education levels of employees, personnel levels from beginner gradually developed into a high-class . With 20 years of China's software industry gradually grow and mature, the dispatch of this form of employment in a number of software companies to gradually rise, applied to the field of software development, and more and more to get some labor units of all ages. Software R \u0026 D personnel dispatch dispatch phenomenon is reflected in the knowledge-intensive enterprises, but also the whole issue he produced a knowledge-based groups dispatch problem in miniature. In this study, the software R \u0026 D personnel dispatch group for the study, to explore the problem of knowledge workers dispatched to try and accumulation. Research tools based on needs theory, combined with the inherent characteristics of the study, a questionnaire tailored. In this study, the main contents include: first, through the investigation dispatch staff satisfaction, with a description of the group's satisfaction status classification analysis of its characteristics; Second, the survey dispatch staff recognized values ??and leave knowledge, analyze the main factors causing them to leave; Third and summarize R \u0026 D personnel dispatch software enterprises the main problems; Fourth, the main problem for the interpretation and analysis of the deep causes; Finally, targeted improvements made countermeasures and suggestions. In this study, the questionnaire analysis and study in-depth interviews, main conclusions are: 1, dispatched employee satisfaction is generally low, staff turnover rate is high; 2, the treatment of temporary employees on job satisfaction lowest the employer lacks a sense of belonging and ownership, lack of promotion and training, lower sense of participation in the work; 3, in the work values ??and separation factors, sending employees pay more attention to working conditions and the prospect of high returns and personal development. 4, in accordance with the basic information into different categories of staff in overall satisfaction, satisfaction of each dimension, work values ??and separation factors there are differences. In this paper, depth interviews and thinking, and further explore these issues and phenomena its causes, the last from recruitment, communication, diversity management, conflict management aspects of learning, training and sending presents to improve employee satisfaction, improve dispatch staff enthusiasm for work, reducing Some suggestions for improvement turnover rate.
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