随着我国市场经济的迅速发展和日益成熟，用工制度也在不断进行深化改革，新 型的用工模式劳务外包应运而生。劳务外包逐渐成为一种新型的人力资源管理形式， 是市场主体在市场机制的不断实践过程中自发选择的结果，这种用工模式打破了企业 以前传统的形式，其所带来的效益和成果引起企业的广泛重视和认可。 本文试图通过本次研究，以JD 研究所劳务外包员工为研究对象，结合JD 研究所 具体情况，通过问卷调查了解劳务外包员工对激励因素的满意度，并对收集到的数据 进行分析，为激励方案的设计和制定提供依据，以更好的解决JD 研究所劳务外包员 工在激励过程中存在的激励手段和形式单一、激励内容同一化等问题，通过建立职业 生涯规划、丰富情感激励的方式、变换物质激励的形式等来调动劳务外包员工的工作 主动性和生产积极性，建立明确的晋升体系，形成规范的职业发展通道、发挥工会的 作用、改变奖金的发放办法及形式等来完善公司的人力资源激励与管理机制。

In recent years, with the increasing maturity and depth to promote the reform of the employment system of the market economy, labor outsourcing for the rapid development in China. The results of outsourcing services practice labor market institutions in the establishment of the spontaneous market players selected, and gradually developed labor outsourcing labor to break the business model of traditional single employment patterns, causing the company's widely recognized and promoted. Through this research paper attempts to JD Institute staff outsourcing services for the study, combined with the specific circumstances of JD Institute, through incentives for labor outsourcing staff satisfaction surveys and vital for the design and development of incentive programs to provide a basis JD Institute to better address the labor process outsourcing employees incentive problems in order to mobilize labor outsourcing production staff enthusiasm and initiative, and improve the company's human resources, incentive and management mechanisms. JD Institute of cases through the analysis, the combination of theory and practice, according to the company's strategy to improve existing labor outsourcing employees incentives to help companies solve common problems with some reference value and significance.