本文選題：通信行業(yè) + 人力資源外包��； 參考：《東華大學(xué)》2017年碩士論文

【摘要】：通信行業(yè)人力資源外包初期采用的是勞務(wù)派遣的外包模式,隨著《勞務(wù)派遣暫行規(guī)定》的頒布,對企事業(yè)單位勞務(wù)派遣比例有了嚴(yán)格的控制,通信行業(yè)企事業(yè)單位逐步轉(zhuǎn)型開始采用業(yè)務(wù)外包或者人力資源服務(wù)外包的外包模式。通過對通信行業(yè)人力資源外包模式發(fā)展現(xiàn)狀的分析,可以發(fā)現(xiàn)雖然在《規(guī)定》的約束下,企事業(yè)單位的外包模式從勞務(wù)派遣轉(zhuǎn)向了業(yè)務(wù)外包,符合了勞動(dòng)法的規(guī)定,合理規(guī)避了勞動(dòng)法及《規(guī)定》的約束,但是從某種意義上來說,這仍然是一種“換湯不換藥”的做法,勞務(wù)派遣存在的很多弊端及侵害勞動(dòng)者利益的情況,在現(xiàn)今的外包模式中依然存在。本文以某通信企業(yè)上海分公司下屬獨(dú)立有限公司為例,指出了目前通信行業(yè)人力資源外包模式發(fā)展過程中在政府監(jiān)管上存在的問題,主要有立法上的漏洞,包括同工不同酬的界定比較模糊,立法上也沒有明確的界定、針對“假外包真派遣”的問題,我國目前對于業(yè)務(wù)外包及人力資源服務(wù)外包的立法還幾乎處于空白狀態(tài)、對勞務(wù)派遣用工臨時(shí)性、輔助性、替代性這“三性”的界定也僅僅是存在于語言描述階段,并沒有一個(gè)清晰明確的界定等;政府部門針對“假外包真派遣”問題的監(jiān)管力度也并不夠;在市場失靈的情況下,勞動(dòng)者在同工不同酬、職業(yè)生涯發(fā)展受限等因素影響下自身權(quán)益無法得到有效保障等。通過對國外政府部門對人力資源外包監(jiān)管的借鑒,探索出我國政府如何有效監(jiān)管通信行業(yè)人力資源外包模式發(fā)展的相關(guān)對策,包括政府部門針對我國通信行業(yè)人工成本使用進(jìn)行體制改革,打破工資帽限制,不讓企事業(yè)單位由于人工成本受限被迫進(jìn)行人力資源外包;政府部門應(yīng)當(dāng)從立法角度統(tǒng)一三種外包模式立法進(jìn)行監(jiān)管,使業(yè)務(wù)外包及人力資源服務(wù)外包的立法不再處于空白地帶;政府部門需要建立通信行業(yè)國有企事業(yè)單位可用外包機(jī)構(gòu)資質(zhì)審核體系,使行業(yè)中的外包機(jī)構(gòu)管理更加規(guī)范從而能夠從企業(yè)角度保障勞動(dòng)者利益;政府部門需要有效加強(qiáng)行業(yè)監(jiān)管并出臺相關(guān)管理辦法;政府部門應(yīng)當(dāng)加強(qiáng)勞動(dòng)者權(quán)益保障體系建設(shè),建立健全工會組織對勞動(dòng)者進(jìn)行關(guān)心,使勞動(dòng)者維權(quán)有門;政府部門還需建立完善侵害勞動(dòng)者權(quán)益懲處體系,對企業(yè)進(jìn)行有效約束等。筆者希望通過本文對通信行業(yè)人力資源外包模式發(fā)現(xiàn)的現(xiàn)狀及問題的分析,對政府部門是否可以在體制改革、行業(yè)監(jiān)管、體系建設(shè)等方面進(jìn)行一些變革提出的一些個(gè)人想法,能夠引發(fā)相關(guān)部門的進(jìn)一步關(guān)注,希望能夠?qū)φ块T在行業(yè)規(guī)范的政策制定上帶來一定的啟示及幫助。
[Abstract]:In the initial stage of human resource outsourcing in the communication industry, the outsourcing mode of labor dispatch is adopted. With the promulgation of "temporary regulations on Labor dispatching", the proportion of labor dispatch in enterprises and institutions has been strictly controlled. Enterprises and institutions in communication industry have gradually transformed into outsourcing mode of business outsourcing or human resource service outsourcing. Through the analysis of the current situation of the development of the human resource outsourcing mode in the communication industry, it can be found that although the outsourcing mode of enterprises and institutions has shifted from labor dispatch to business outsourcing, it conforms to the provisions of the labor law. The labor laws and regulations have been reasonably circumvented, but in a sense, this is still a practice of "changing soup and not changing medicine". There are many drawbacks in labor dispatch and the situation that infringes the interests of workers. In today's outsourcing mode still exists. Taking an independent limited company affiliated to a communications company in Shanghai as an example, this paper points out the problems existing in government supervision in the process of the development of human resource outsourcing mode in the communication industry at present, and there are mainly loopholes in legislation. Including the definition of unequal pay for equal work is rather vague, and there is no clear definition in legislation. In view of the problem of "true dispatch of fake outsourcing", the legislation on business outsourcing and human resources service outsourcing in our country is almost blank at present. The definition of temporary, auxiliary and substitution of labor dispatch only exists in the stage of language description, and there is no clear definition. It is also not enough for the government to supervise the issue of "true dispatch of fake outsourcing". In the case of market failure, workers' rights and interests cannot be effectively protected under the influence of factors such as unequal pay for equal work and limited career development. By referring to the supervision of human resource outsourcing by foreign government departments, this paper explores the relevant countermeasures of how our government can effectively supervise the development of human resource outsourcing mode in communications industry. Including the government system reform for the use of labor costs in China's communications industry, break the wage cap restrictions, do not let enterprises and institutions because of labor cost constraints forced to carry out human resources outsourcing; The government department should unify the legislation of three outsourcing modes from the angle of legislation, so that the legislation of business outsourcing and human resource service outsourcing is no longer in the blank zone; The government departments need to establish the qualification audit system of the state-owned enterprises and institutions in the communication industry, so that the management of the outsourcing institutions in the industry can be more standardized so as to protect the interests of workers from the angle of enterprises. Government departments need to effectively strengthen industry supervision and issue relevant management measures; government departments should strengthen the protection system of workers' rights and interests, establish and improve trade union organizations to care for workers, so that workers have a door to protect their rights; The government also needs to establish and perfect the punishment system for infringing workers' rights and interests, and effectively restrain the enterprises. The author hopes that through the analysis of the current situation and problems of the human resource outsourcing mode discovery in the communication industry, the author will put forward some personal ideas on whether the government can carry out some changes in the aspects of system reform, industry supervision, system construction, etc. It can arouse the further attention of relevant departments and hope to bring some enlightenment and help to government departments in the policy formulation of industry norms.
【學(xué)位授予單位】：東華大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F626;F272.92

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