本文選題：勞動(dòng)爭(zhēng)議　切入點(diǎn)：勞動(dòng)關(guān)系　出處：《江漢學(xué)術(shù)》2016年04期

【摘要】：勞動(dòng)爭(zhēng)議處理乃企業(yè)人力資源管理的重要內(nèi)容之一,經(jīng)歷了從內(nèi)而外的過(guò)程。然而,現(xiàn)今立法及企業(yè)管理實(shí)踐多注重勞動(dòng)爭(zhēng)議的外部處理,而忽視內(nèi)部處理。調(diào)查顯示我國(guó)企業(yè)勞動(dòng)爭(zhēng)議內(nèi)部處理機(jī)制的設(shè)立及運(yùn)行存在諸如爭(zhēng)議高發(fā)、對(duì)爭(zhēng)議不重視等問(wèn)題,造成上述問(wèn)題的原因既包括法制等外部的宏觀原因,也包括人員等企業(yè)內(nèi)部的微觀原因,應(yīng)該通過(guò)法律制度規(guī)范化和均衡化,管理理念人本化和平等化以及管理制度體系化和精細(xì)化對(duì)企業(yè)勞動(dòng)爭(zhēng)議內(nèi)部處理機(jī)制予以完善。
[Abstract]:The labor dispute management is one of the important contents of the enterprise human resources management, has experienced the process from inside to outside.However, today's legislation and enterprise management practice pay more attention to the external handling of labor disputes, but ignore the internal processing.The investigation shows that the establishment and operation of the internal mechanism for handling labor disputes in Chinese enterprises have such problems as the high incidence of disputes and the lack of attention to disputes. The reasons for these problems include external macro reasons, such as the legal system, etc.The microcosmic reasons including personnel and other enterprises should be perfected through the standardization and equalization of the legal system the humanism and equality of the management idea and the systematization and refinement of the management system.
【作者單位】： 首都經(jīng)濟(jì)貿(mào)易大學(xué)勞動(dòng)經(jīng)濟(jì)學(xué)院;
【基金】：中國(guó)法學(xué)會(huì)部級(jí)法學(xué)研究課題“集體勞動(dòng)爭(zhēng)議處理機(jī)制研究”(CLS(2014)D101)
【分類號(hào)】：F272.92;D922.5

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