發(fā)布時間：2018-05-27 15:25

  本文選題：政府 + 企業(yè)�。� 參考：《重慶大學》2009年碩士論文

【摘要】： 黨章明確規(guī)定,中國共產(chǎn)黨領導人民構(gòu)建社會主義和諧社會,按照民主法治、公平正義、誠信友愛、充滿活力、安定有序、人與自然和諧相處的總要求和共同建設、共同享有的原則,努力形成全體人民各盡其能、各得其所而又和諧相處的局面。構(gòu)建和諧社會的核心是要協(xié)調(diào)處理好人與人之間的利益關系。勞動關系作為社會經(jīng)濟生活中最基本、最重要的社會關系,它的和諧與穩(wěn)定影響著整個社會的政治、經(jīng)濟和文化的各個方面的和諧與穩(wěn)定,建立和諧的勞動關系是建設和諧社會的重要內(nèi)容。 本文站在公共人力資源管理學的視角,結(jié)合勞動法學、組織行為學理論,綜合運用文獻分析法、比較法、訪談法,對政府與企業(yè)勞動關系管理進行了差異比較研究。根據(jù)本文采用的勞動關系定義及對勞動關系管理的內(nèi)容界定,本文對政府與企業(yè)勞動關系管理的六個內(nèi)容,即人員招聘管理、工資制度、社會保險制度、公務員行政紀律與企業(yè)勞動紀律管理、勞動安全衛(wèi)生管理、公務員申訴制度與企業(yè)勞動爭議制度進行了較為全面和深入的差異比較。 綜合比較表明,政府與企業(yè)人員招聘管理存在差異,具體表現(xiàn)在人員招聘的價值取向、人員素質(zhì)要求、考試資格條件限制、招聘原則、招聘方式與測評方法、建立勞動契約關系的性質(zhì)和人員流失率六個方面;政府與企業(yè)工資制度存在差異,具體表現(xiàn)在工資水平、工資類型、工資結(jié)構(gòu)、工資增加機制、工資收入來源五個方面;公務員與員工社會保險制度存在差異,具體表現(xiàn)在養(yǎng)老保險制度、醫(yī)療保險制度、失業(yè)保險制度、生育保險制度、工傷保險制度五個方面;公務員行政紀律與員工勞動紀律管理存在差異,具體表現(xiàn)在內(nèi)容、立法依據(jù)、制定程序、監(jiān)督渠道與方式、違反紀律的承擔方式、救濟途徑六個方面;政府與企業(yè)勞動安全衛(wèi)生管理存在差異,具體表現(xiàn)在工作場所條件、空氣質(zhì)量、勞動安全衛(wèi)生教育、勞動保護設施配置四個方面;公務員申訴制度與企業(yè)勞動爭議制度存在差異,具體表現(xiàn)在受理案件范圍、受理機構(gòu)、適用的法律及處理程序、案件發(fā)生次數(shù)四個方面。 在對政府與企業(yè)勞動關系管理進行差異比較的基礎上,本文分析了政府與企業(yè)勞動關系管理存在的問題,得出了二者的差異比較啟示,并根據(jù)差異比較啟示提出了改進政府與企業(yè)勞動關系管理的對策。
[Abstract]:The Constitution of the Party clearly stipulates that the CPC will lead the people in building a harmonious socialist society, in accordance with the general requirements and common construction of democracy and rule of law, fairness and justice, honesty and fraternity, vigor, stability and order, and harmony between man and nature. Shared principle, strive to form all the people to do their best, their own and harmonious coexistence. The core of building a harmonious society is to coordinate and deal with the interests of people. As the most basic and important social relations in the social and economic life, labor relations have a great impact on the political, economic and cultural harmony and stability of the whole society. The establishment of harmonious labor relations is an important content of building a harmonious society. From the perspective of public human resource management, this paper makes a comparative study of the differences between government and enterprise labor relations management by combining labor law, organizational behavior theory, literature analysis, comparative method and interview method. According to the definition of labor relations adopted in this paper and the content of labor relations management, this paper discusses the six contents of labor relations management between government and enterprises, that is, personnel recruitment management, wage system, social insurance system, etc. The differences between civil servant administrative discipline and enterprise labor discipline, labor safety and health management, civil servant appeal system and enterprise labor dispute system are compared. The comprehensive comparison shows that there are differences in recruitment management between government and enterprise, which are embodied in the value orientation of personnel recruitment, the requirement of personnel quality, the restriction of examination qualification, the principles of recruitment, the way of recruitment and the method of evaluation. There are six aspects of establishing labor contract relationship: the nature of labor contract relationship and staff turnover rate, the differences between government and enterprise wage system, which are manifested in five aspects: wage level, wage type, wage structure, wage increase mechanism and wage income source. There are differences between the social insurance system of civil servants and employees, which are embodied in five aspects: old-age insurance system, medical insurance system, unemployment insurance system, maternity insurance system and industrial injury insurance system. There are some differences between civil servants' administrative discipline and employee's labor discipline management, which are embodied in six aspects: content, legislative basis, establishment procedure, supervision channel and way, undertaking mode of violating discipline, and relief way. There are differences between government and enterprise in the management of labor safety and health, which are manifested in four aspects: workplace conditions, air quality, labor safety and health education, and labor protection facilities. There are differences between the civil servant appeal system and the enterprise labor dispute system, which are embodied in four aspects: accepting the case scope, accepting the organization, applicable law and handling procedure, and the number of cases occurring. On the basis of comparing the differences between government and enterprise labor relations management, this paper analyzes the problems existing in the management of government and enterprise labor relations, and draws the enlightenment of the difference between the two. The countermeasures to improve the labor relationship management between government and enterprise are put forward according to the difference comparison.
【學位授予單位】：重慶大學
【學位級別】：碩士
【學位授予年份】：2009
【分類號】：F272;D630

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本文編號：1942680