發(fā)布時(shí)間：2018-06-15 18:02

  本文選題：工資集體協(xié)商 + 汽車零部件行業(yè)　； 參考：《北京郵電大學(xué)》2013年碩士論文

【摘要】：改革開放30多年來,得益于整個(gè)汽車產(chǎn)業(yè)的快速繁榮,我國的汽車零部件行業(yè)也得到了長足發(fā)展。汽車零部件行業(yè)中作為主體的非公有制企業(yè),為我國國民經(jīng)濟(jì)做出了重要貢獻(xiàn)。然而與之相伴的是行業(yè)內(nèi)中小型民營企業(yè)中的勞資矛盾也日益凸現(xiàn)。在當(dāng)今構(gòu)建社會(huì)主義和諧社會(huì)的大前提下,對于企業(yè)和員工來說,最大的和諧就是要在企業(yè)健康發(fā)展和效益逐步提高的基礎(chǔ)上員工的收入也應(yīng)該有同向增長。如何才能利用好工資薪酬這個(gè)收入杠桿,來確保員工和企業(yè)的雙贏?是擺在全體政府、企業(yè)和員工三方的一個(gè)難題,而通過工資集體協(xié)商來解決這個(gè)問題應(yīng)該是一個(gè)很好的辦法。本文詳細(xì)分析了汽車零部件行業(yè)中勞資關(guān)系存在的問題及原因,對目前汽車零部件行業(yè)內(nèi)工資協(xié)商制度推行的現(xiàn)狀、存在的問題以及試行中探索的對策進(jìn)行了深入探討。通過分析可知,我國汽車零部件企業(yè)要吸引人才、聚集人才和留住人才,通過在企業(yè)內(nèi)推行工資集體協(xié)商制度建立起公平、公正、合理的工資管理體系不失為一種有效解決途徑。然而,工資集體協(xié)商在我國真正開展的時(shí)間還不是很長,各項(xiàng)法制及配套環(huán)境建設(shè)也還不成熟,在汽車零部件行業(yè)的民營企業(yè)沒有任何可以直接照搬的經(jīng)驗(yàn)。本文的研究旨在探討如何在汽車零部件行業(yè)推進(jìn)企業(yè)工資分配制度,使其向著健康、有序、合法的方向發(fā)展,從而實(shí)現(xiàn)勞資雙方的雙贏,共享企業(yè)和社會(huì)發(fā)展的成果,構(gòu)建社會(huì)主義和諧的、新型的、互利的勞動(dòng)關(guān)系,最終有利于我國內(nèi)地汽車零部件整個(gè)行業(yè)的長足、穩(wěn)定、健康的發(fā)展。 論文共分五章。第一章緒論主要對本論文的研究背景及目的進(jìn)行了論述,同時(shí)也闡述了開展工資集體協(xié)商的意義,最后一節(jié)概述了本文的主要內(nèi)容和思路框架。第二章介紹了文中涉及的相關(guān)概念及理論基礎(chǔ),如工資、工資指導(dǎo)線、最低工資、勞動(dòng)需求理論、合作性博弈理論、汽車零部件行業(yè)工資體系以及工資協(xié)商制度的基本內(nèi)容等。第三章通過對汽車零部件行業(yè)現(xiàn)狀及開展工資集體協(xié)商的典型案例進(jìn)行分析后,總結(jié)出了我國內(nèi)地汽車零部件行業(yè)工資集體協(xié)商開展的特點(diǎn)和產(chǎn)生的問題,對問題的原因從多個(gè)角度進(jìn)行了簡單分析。第四章從行業(yè)、勞資關(guān)系、勞動(dòng)者、政府、工會(huì)、企業(yè)以及地方政府等角度提出了完善工資集體協(xié)商制度的建議,主要針對該項(xiàng)工作在我國內(nèi)地汽車零部件行業(yè)的進(jìn)一步推行提出建議。第五章為本文的結(jié)束語,對本文內(nèi)容進(jìn)行了總結(jié)并對汽車零部件行業(yè)今后開展工資集體協(xié)商的工作進(jìn)行了展望。
[Abstract]:Since the reform and opening up for more than 30 years, thanks to the rapid prosperity of the whole automobile industry, China's auto parts industry has also been greatly developed. The non-public-owned enterprises in auto parts industry, as the main body, have made important contributions to the national economy of our country. However, the labor-capital contradiction in the small and medium-sized private enterprises is also becoming more and more obvious. Under the premise of building a harmonious socialist society, for enterprises and employees, the biggest harmony is that the income of employees should also increase in the same direction on the basis of the healthy development of enterprises and the gradual improvement of efficiency. How can we make good use of wage and salary as a revenue lever to ensure a win-win situation between employees and enterprises? It's a three-way problem for all governments, businesses and employees, and it should be a good way to solve it through collective wage bargaining. This paper analyzes in detail the problems and causes of labor relations in auto parts industry, and probes into the present situation of wage negotiation system in auto parts industry, the existing problems and the countermeasures to be explored in trial. Through the analysis, we can know that China's auto parts enterprises should attract, gather and retain talents, and establish a fair and just system of collective wage negotiation within the enterprises. A reasonable wage management system is an effective solution. However, the wage collective negotiation in China has not been carried out for a long time, the legal system and supporting environment construction is not mature, and there is no experience that can be directly copied in the private enterprises in auto parts industry. The purpose of this paper is to discuss how to promote the enterprise wage distribution system in the auto parts industry so as to make it develop in a healthy, orderly and legal direction, so as to achieve a win-win situation between employers and employees, and to share the fruits of enterprise and social development. The construction of socialist harmonious, new and mutually beneficial labor relations will ultimately benefit the rapid, stable and healthy development of the whole industry of automobile parts in the mainland of China. The thesis is divided into five chapters. The first chapter introduces the research background and purpose of this paper, and expounds the significance of wage collective negotiation. The last section summarizes the main content and framework of this paper. The second chapter introduces the related concepts and theoretical basis, such as wage, wage guidance line, minimum wage, labor demand theory, cooperative game theory, auto parts industry wage system and the basic content of wage negotiation system. After analyzing the current situation of auto parts industry and the typical cases of wage collective negotiation, the third chapter summarizes the characteristics and problems of wage collective negotiation in automobile parts industry in mainland China. The causes of the problem are analyzed from several angles. The fourth chapter puts forward some suggestions on how to improve the wage collective negotiation system from the angle of industry, labor relations, laborer, government, trade union, enterprise and local government. Suggestions are put forward for the further implementation of this work in the automobile parts industry in mainland China. The fifth chapter is the conclusion of this paper, which summarizes the content of this paper and looks forward to the future work of wage collective negotiation in auto parts industry.
【學(xué)位授予單位】：北京郵電大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F249.24;F426.471

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