【摘要】： 事業(yè)單位是計劃經(jīng)濟(jì)體制的產(chǎn)物,承擔(dān)著各類公益性事業(yè),是重要的公共部門,在我國屬于一個龐大的用人系統(tǒng)。在傳統(tǒng)的計劃經(jīng)濟(jì)體制下事業(yè)單位的職工擁有國家干部的身份,與單位之間是一種完全意義上的行政法律關(guān)系,這意味著事業(yè)單位的人事制度與行政級別密切相關(guān)且具有終身制的特點,在這樣的人事制度下事業(yè)單位不可能存在大量的人事爭議。進(jìn)入市場經(jīng)濟(jì)以來,傳統(tǒng)體制下形成的事業(yè)單位人事管理制度已經(jīng)越來越不適應(yīng)統(tǒng)一大市場的要求,改革勢在必行。本文采用了規(guī)范研究和實證研究相結(jié)合的方法,從對我國傳統(tǒng)事業(yè)單位人事制度特點和演進(jìn)分析入手,結(jié)合對已經(jīng)進(jìn)行的事業(yè)單位人事制度法制改革及相關(guān)問題的述評,進(jìn)一步分析了事業(yè)單位人事制度契約化的發(fā)展趨勢,同時指出隨著統(tǒng)一勞動力大市場的建立完善,事業(yè)單位的人事關(guān)系終將分化,最終一部分并入勞動關(guān)系中,由勞動法調(diào)整,一部分列入公務(wù)員制度中,受公務(wù)員法規(guī)范。在此基礎(chǔ)上,經(jīng)過對相關(guān)材料的廣泛收集、整理、思考并結(jié)合目前事業(yè)單位正在進(jìn)行的改革實踐,本文著重分析了人事制度契約化的基礎(chǔ)——人事聘用合同制度,對聘用合同制度的改革方向,規(guī)范化訂立等進(jìn)行了有益地探討,指出了目前聘用合同實施過程中的難點及相關(guān)應(yīng)對措施,并提出聘用合同終將統(tǒng)歸到勞動合同行列的觀點。事業(yè)單位在實施了聘用制改革后不可避免地會帶來人才的流動,同時由于人事法規(guī)不完備、人事管理工作不規(guī)范以及聘用合同本身存在問題等諸多原因使得事業(yè)單位的人事爭議越來越多,事業(yè)單位及其職工的合法權(quán)益隨時都會有遭受侵害的危險,因此研究并建立一套有效的爭議處理機(jī)制并作為事業(yè)單位人事制度改革的配套體制刻不容緩。本文從案例分析入手,論述了從“一裁終局”到“一裁二審”爭議處理體制的改革,討論了目前人事爭議處理體制中的相關(guān)問題。在此基礎(chǔ)上,本文從四個方面提出了完善爭議處理體制的建議:借鑒勞動爭議受案范圍不斷擴(kuò)大人事爭議處理范圍;改進(jìn)人事爭議仲裁機(jī)構(gòu)設(shè)置,提倡人事仲裁民間化、社會化,建立獨立、統(tǒng)一的人事爭議仲裁委員會,建設(shè)高素質(zhì)的仲裁隊伍;推進(jìn)人事爭議仲裁與勞動爭議仲裁的統(tǒng)一,最終建立統(tǒng)一的仲裁制度;在人事爭議處理體制上,提出在目前國情下建立“或裁或?qū)彙钡奶幚砟Ｊ?作為向單一爭議處理模式的過渡。事業(yè)單位人事制度的改革是一項系統(tǒng)工程,牽一發(fā)而動全身,在改革過程中要注意系統(tǒng)性和適度性。
[Abstract]:Institutions are the product of planned economic system, undertaking all kinds of public welfare undertakings, and an important public sector, which belongs to a huge employment system in our country. Under the traditional planned economy system, the staff and workers of public institutions have the status of national cadres, and there is a complete sense of administrative and legal relationship between them. This means that the personnel system of the institution is closely related to the administrative level and has the characteristics of life-long system. Under such a personnel system, the institution can not have a large number of personnel disputes. Since entering the market economy, the personnel management system of institutions formed under the traditional system has become more and more unsuitable for the requirements of the unified large market, so it is imperative to reform. This paper adopts the method of combining normative research with empirical research, starting with the analysis of the characteristics and evolution of the personnel system of traditional institutions in China, combining with the commentary on the reform of the legal system of personnel system of institutions and related problems. This paper further analyzes the development trend of the contractual personnel system in public institutions, and points out that with the establishment and perfection of the unified labor market, the personnel relations of public institutions will eventually be divided and eventually incorporated into the labor relations, which will be adjusted by the labor law. One part is included in the civil service system and is regulated by the civil service law. On this basis, through the extensive collection, collation, consideration and the reform practice of the current institution, this paper emphatically analyzes the basis of the personnel system contract-the personnel employment contract system. This paper probes into the reform direction and standardization of the employment contract system, points out the difficulties in the implementation of the employment contract and the relevant countermeasures, and puts forward the viewpoint that the employment contract will eventually be classified into the ranks of the labor contract. After implementing the reform of the employment system, institutions will inevitably bring about the flow of talents, and at the same time, due to incomplete personnel laws and regulations, Many reasons, such as the non-standard personnel management work and the problems existing in the employment contract itself, make the personnel disputes in the institutions more and more numerous. The legitimate rights and interests of the institutions and their employees will be violated at any time. Therefore, it is urgent to study and establish a set of effective dispute handling mechanism and as a supporting system of personnel system reform in institutions. Starting with the case analysis, this paper discusses the reform of the dispute handling system from "one final award" to "one award and two trial", and discusses the relevant problems in the present personnel dispute handling system. On this basis, this paper puts forward four aspects to improve the dispute handling system: use for reference the scope of accepting cases of labor disputes to expand the scope of personnel disputes; To improve the establishment of personnel dispute arbitration institutions, to advocate personnel arbitration nongovernmental, socialized, to establish an independent, unified personnel dispute arbitration committee, and to build a high-quality arbitration team; To promote the unification of personnel dispute arbitration and labor dispute arbitration, and finally to establish a unified arbitration system; In the system of personnel dispute settlement, it is proposed to establish a "or adjudication" mode under the current situation as the transition to a single dispute settlement model. The reform of personnel system in institutions is a systematic project.
【學(xué)位授予單位】：華東政法學(xué)院
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2006
【分類號】：D922.1

【引證文獻(xiàn)】

相關(guān)博士學(xué)位論文 前1條

1 刁慧娜;高校教師勞動合同法律適用問題研究[D];吉林大學(xué);2011年

相關(guān)碩士學(xué)位論文 前4條

1 獨萍;人事爭議仲裁工作問題研究[D];西北大學(xué);2011年

2 李潔;事業(yè)單位人事爭議救濟(jì)制度研究[D];西南政法大學(xué);2008年

3 彭爭艷;論我國事業(yè)單位人事制度改革[D];湖南師范大學(xué);2009年

4 王曉潔;事業(yè)單位人事爭議仲裁制度研究[D];復(fù)旦大學(xué);2009年

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本文編號：2370737