T公司勞動關(guān)系管理模式的探討
發(fā)布時間：2018-07-25 11:13
【摘要】： 企業(yè)勞動關(guān)系是指企業(yè)勞動力使用者或管理者與企業(yè)勞動者在實現(xiàn)勞動的過程中所結(jié)成的、與勞動相關(guān)的社會經(jīng)濟利益關(guān)系。企業(yè)勞動關(guān)系管理受制于社會經(jīng)濟、技術(shù)、政策、法律制度和社會文化背景的影響。企業(yè)勞動關(guān)系管理是企業(yè)人力資源管理的一部分,是企業(yè)通過規(guī)范化、制度化的管理,使勞動關(guān)系雙方的行為得到規(guī)范,權(quán)益得到保障的一系列活動,只有維護穩(wěn)定和諧的勞動關(guān)系,才有助于企業(yè)的穩(wěn)定和發(fā)展。 本文首先辨析了企業(yè)勞動關(guān)系的概念、內(nèi)涵以及性質(zhì),接著探討了勞動關(guān)系管理的意義,并分析比較了幾種勞動關(guān)系管理的模式,同時也深入分析了我國企業(yè)目前勞動關(guān)系管理的特征,還描述了公有制企業(yè)與非公有制企業(yè)勞動關(guān)系管理的現(xiàn)狀,提出了當(dāng)代社會企業(yè)和諧勞動關(guān)系管理模式的構(gòu)想。 論文結(jié)合T公司的實際情況,分析T公司勞動關(guān)系管理優(yōu)缺點,并得出只有通過企業(yè)自身與外部政府共同努力,才能共建和諧企業(yè),內(nèi)部要通過轉(zhuǎn)變高層管理者觀念的;減少加班,可調(diào)節(jié)的生產(chǎn)機制構(gòu)的構(gòu)筑;靈活的福利計劃展開;無歧視的晉升機制構(gòu)建;開辟更多溝通渠道等方式,完善內(nèi)部機制等方式來不斷完善。企業(yè)外部的強化主要是發(fā)揮國家主導(dǎo)作用、完善勞動法規(guī),理順企業(yè)的勞動關(guān)系;導(dǎo)入SA8000標(biāo)準(zhǔn),強化企業(yè)社會責(zé)任;加強企業(yè)勞動關(guān)系的過程管理及監(jiān)督,規(guī)范勞動合同法的履行;強化企業(yè)工會的職能,健全勞動關(guān)系處理的協(xié)調(diào)機制;完善勞動仲裁機構(gòu)的功能,構(gòu)筑勞動爭議的防范機制;加強三資企業(yè)黨團組織等方式。只有政府和企業(yè)共同努力,雙管齊下,才有助于構(gòu)建建立在合作與雙贏基礎(chǔ)上T公司的和諧勞動關(guān)系。
[Abstract]:Enterprise labor relationship refers to the relationship between labor force user or manager and enterprise laborer in the process of realizing labor, which is related to the social and economic interests of labor. The management of enterprise labor relations is subject to the influence of social economy, technology, policy, legal system and social and cultural background. Enterprise labor relations management is a part of enterprise human resources management. It is a series of activities for enterprises to standardize the behavior of both sides of labor relations and protect their rights and interests through standardized and institutionalized management. Only by maintaining stable and harmonious labor relations, can we help the stability and development of enterprises. This paper first analyzes the concept, connotation and nature of labor relations in enterprises, then discusses the significance of labor relations management, and analyzes and compares several modes of labor relations management. At the same time, it also deeply analyzes the characteristics of labor relations management in Chinese enterprises, describes the current situation of labor relations management between public and non-public enterprises, and puts forward the conception of harmonious labor relations management mode of contemporary social enterprises. Combining with the actual situation of T Company, this paper analyzes the advantages and disadvantages of the labor relationship management of T Company, and concludes that only through the joint efforts of the enterprise itself and the external government, can the harmonious enterprise be built together, and the concept of the senior management should be changed internally; Reducing overtime, the construction of adjustable production mechanism; flexible welfare plan development; non-discriminatory promotion mechanism construction; opening up more channels of communication, improving internal mechanisms and other ways to constantly improve. The external strengthening of enterprises is mainly to give play to the leading role of the state, perfect labor laws and regulations, straighten out the labor relations of enterprises, introduce SA8000 standards, strengthen corporate social responsibility, strengthen the process management and supervision of enterprise labor relations, To standardize the performance of labor contract law; to strengthen the functions of enterprise trade unions and improve the coordination mechanism of labor relations handling; to perfect the functions of labor arbitration institutions; to build a labor dispute prevention mechanism; and to strengthen the organization of party groups with three enterprises. Only the joint efforts of government and enterprises can help to build a harmonious labor relationship of T Company on the basis of cooperation and win-win.
【學(xué)位授予單位】：廈門大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2007
【分類號】：F272;F246
本文編號：2143650
[Abstract]:Enterprise labor relationship refers to the relationship between labor force user or manager and enterprise laborer in the process of realizing labor, which is related to the social and economic interests of labor. The management of enterprise labor relations is subject to the influence of social economy, technology, policy, legal system and social and cultural background. Enterprise labor relations management is a part of enterprise human resources management. It is a series of activities for enterprises to standardize the behavior of both sides of labor relations and protect their rights and interests through standardized and institutionalized management. Only by maintaining stable and harmonious labor relations, can we help the stability and development of enterprises. This paper first analyzes the concept, connotation and nature of labor relations in enterprises, then discusses the significance of labor relations management, and analyzes and compares several modes of labor relations management. At the same time, it also deeply analyzes the characteristics of labor relations management in Chinese enterprises, describes the current situation of labor relations management between public and non-public enterprises, and puts forward the conception of harmonious labor relations management mode of contemporary social enterprises. Combining with the actual situation of T Company, this paper analyzes the advantages and disadvantages of the labor relationship management of T Company, and concludes that only through the joint efforts of the enterprise itself and the external government, can the harmonious enterprise be built together, and the concept of the senior management should be changed internally; Reducing overtime, the construction of adjustable production mechanism; flexible welfare plan development; non-discriminatory promotion mechanism construction; opening up more channels of communication, improving internal mechanisms and other ways to constantly improve. The external strengthening of enterprises is mainly to give play to the leading role of the state, perfect labor laws and regulations, straighten out the labor relations of enterprises, introduce SA8000 standards, strengthen corporate social responsibility, strengthen the process management and supervision of enterprise labor relations, To standardize the performance of labor contract law; to strengthen the functions of enterprise trade unions and improve the coordination mechanism of labor relations handling; to perfect the functions of labor arbitration institutions; to build a labor dispute prevention mechanism; and to strengthen the organization of party groups with three enterprises. Only the joint efforts of government and enterprises can help to build a harmonious labor relationship of T Company on the basis of cooperation and win-win.
【學(xué)位授予單位】：廈門大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2007
【分類號】：F272;F246
【引證文獻】
相關(guān)碩士學(xué)位論文 前1條
1 胡行;XHS公司的勞動關(guān)系管理診斷與對策[D];電子科技大學(xué);2011年
，本文編號：2143650
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