本文關(guān)鍵詞： 工資集體談判 勞動三權(quán) 人力資源管理 企業(yè)社會責(zé)任　出處：《華東政法大學(xué)》2011年碩士論文　論文類型：學(xué)位論文

【摘要】：我國推行工資集體談判制度已有十多年的歷史,但被普遍認(rèn)為沒有實質(zhì)性的進(jìn)展。近年來,隨著經(jīng)濟(jì)轉(zhuǎn)型產(chǎn)業(yè)升級,由職工工資增長引發(fā)的勞資矛盾凸顯,并引發(fā)了如本田罷工等一系列勞動社會事件頻頻發(fā)生。建立合理工資增長機(jī)制問題又再次受到各方關(guān)注,而工資集體談判也因此被提上了重要議事日程。從各級政府到工會組織,試圖通過各種方式自上而下的全面推行工資集體談判制度,希望以此來建立合理的工資增長機(jī)制,緩解勞資矛盾。然而,在當(dāng)前情況下,全面推進(jìn)工資集體談判是否可行有效,我們應(yīng)當(dāng)如何來推進(jìn)工資集體談判?在推進(jìn)工資集體談判的同時,是否還有其他路徑能夠解決不同企業(yè)工資增長機(jī)制的問題,值得我們探討。本文就圍繞全面推進(jìn)工資集體談判制度及引發(fā)的思考,對上述問題展開了研究和論述。 導(dǎo)論部分除了概念界定和相關(guān)文獻(xiàn)綜述,重點分析了當(dāng)前全面推行工資集體談判的事件背景和具體舉措,并由各方對此爭議引出本文研究的立足點。 第一章回顧了我國從計劃經(jīng)濟(jì)到實施工資集體談判的歷程,隨后重點對現(xiàn)行機(jī)制的運(yùn)行現(xiàn)狀進(jìn)行了分析,得出了我國工資集體談判大都流于形式,沒有真正發(fā)揮實效的結(jié)論。 第二章是本文的核心,針對我國工資集體談判癥結(jié)的爭鳴,筆者運(yùn)用勞動三權(quán)的理論分析,并結(jié)合工會在集體談判中代表性和獨(dú)立性缺失的實證分析,認(rèn)為我國工資集體談判未能有效運(yùn)行的癥結(jié)在于團(tuán)結(jié)權(quán)的缺失。并得出結(jié)論:在當(dāng)前工會不能充分行使團(tuán)結(jié)權(quán),談判主體缺位的情況下,全面推行工資集體談判制度的條件并不成熟,倉促實施只能使建立的機(jī)制再度流于形式。 第三章筆者鑒于當(dāng)前不能全面推行工資集體談判的結(jié)論,引入西方基于企業(yè)社會責(zé)任的人力資源管理理論,綜合分析其在建立工資增長機(jī)制中的應(yīng)用,探討其與集體談判制度在工資增長機(jī)制領(lǐng)域的替代與并存。 第四章筆者基于以上思考提出對策:反對不分企業(yè)情況全面且片面追求速度的“大躍進(jìn)”式推進(jìn)工資集體談判,而認(rèn)為要使工資集體談判推進(jìn)的速度和工會改革的進(jìn)程相適應(yīng),注重對推行企業(yè)工會的考察和培育,同時注重工資集體談判與人力資源管理雙重工資增長機(jī)制并重,即:一方面加快培育工會主體、穩(wěn)步推行工資集體談判;另一方面大力倡導(dǎo)企業(yè)社會責(zé)任,積極踐行人力資源管理;最后實現(xiàn)雙重機(jī)制并行,企業(yè)與職工互惠。 本文創(chuàng)新點在于:一、選題新穎。本文選自當(dāng)前熱點問題,具有較強(qiáng)的時效性和針對性,且當(dāng)前針對全面推行工資集體談判制度的做法雖有反對聲音,但從理論角度予以綜合剖析仍是空白。二、研究方法綜合。本文綜合運(yùn)用勞動法學(xué)和人力資源管理學(xué)基本理論和研究方法,綜合論證,體現(xiàn)跨學(xué)科研究的寬廣視角。
[Abstract]:China has been implementing the wage collective bargaining system for more than 10 years, but it is generally believed that there has been no substantial progress. In recent years, with the upgrading of the economic transformation industry, the labor and capital contradictions caused by the increase of workers' wages have become prominent. This has triggered a series of labor and social incidents such as the Honda strike. The issue of establishing a reasonable wage growth mechanism has once again attracted attention from all sides. As a result, collective wage bargaining has also been put on an important agenda. Governments at all levels and trade unions have tried to implement the wage collective bargaining system from top to bottom in various ways in the hope of establishing a reasonable wage growth mechanism. However, under the current circumstances, whether it is feasible and effective to comprehensively promote collective bargaining of wages, how should we promote collective bargaining of wages? While promoting wage collective bargaining, whether there are other ways to solve the problem of wage growth mechanism in different enterprises is worth our discussion. The above problems are studied and discussed. In the introduction part, in addition to the definition of concept and related literature review, the paper mainly analyzes the background and specific measures of implementing wage collective bargaining in an all-round way at present, and draws the foothold of this paper from the controversy between the parties concerned. The first chapter reviews the process from planned economy to wage collective bargaining in China, and then analyzes the current situation of the current mechanism, and draws the conclusion that the wage collective bargaining in China is mostly a mere formality and has no real effect. The second chapter is the core of this paper, aiming at the contention of the crux of wage collective bargaining in China, the author applies the theory analysis of the three rights of labor, and combined with the empirical analysis of the lack of representativeness and independence of trade unions in collective bargaining. It is considered that the crux of wage collective bargaining in our country lies in the absence of the right of solidarity, and the conclusion is that the union cannot fully exercise the right of solidarity and the subject of negotiation is absent. The conditions for the full implementation of the wage collective bargaining system are not mature, and the hasty implementation can only make the established mechanism become a mere formality again. In the third chapter, the author introduces the theory of human resource management based on corporate social responsibility, and analyzes its application in the establishment of wage growth mechanism, in view of the conclusion that wage collective bargaining cannot be carried out in an all-round way at present. This paper discusses its substitution and coexistence with collective bargaining system in the field of wage growth mechanism. In Chapter 4th, the author puts forward countermeasures based on the above thinking: opposing the "Great Leap forward" type of "Great Leap forward" type of collective bargaining of wages, which is comprehensive and one-sided in pursuit of speed regardless of the situation of the enterprise. In order to adapt the speed of wage collective bargaining to the process of trade union reform, pay attention to the investigation and cultivation of enterprise trade union and pay equal attention to the dual wage increase mechanism of wage collective bargaining and human resource management. That is: on the one hand, to speed up the cultivation of the main body of trade unions, steadily promote wage collective bargaining; on the other hand, vigorously advocate corporate social responsibility, actively practice human resources management; finally, realize the dual mechanism parallel, enterprise and staff mutual benefit. The innovation of this paper lies in: first, the topic is novel. This paper is selected from the current hot issues, has strong timeliness and pertinence, and the current practice of the overall implementation of the wage collective bargaining system has a voice of opposition. However, it is still blank to give comprehensive analysis from the angle of theory. Secondly, the research method is comprehensive. This paper synthetically applies the basic theories and research methods of labor law and human resources management, synthetically demonstrates, embodies the broad angle of view of interdisciplinary research.
【學(xué)位授予單位】：華東政法大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2011
【分類號】：F249.24

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本文編號：1506230