我国企业奖惩制度存在的问题及对策研究

发布时间：2018-03-22 03:21

本文选题：劳动规章制度　切入点：企业奖惩制度　出处：《黑龙江大学》2012年硕士论文　论文类型：学位论文

【摘要】：劳动规章制度是用人单位为组织劳动过程，进行劳动管理，依法制定和实施的规则和制度的总和。企业奖惩制度作为最重要的劳动规章制度之一，是企业为组织劳动过程，进行劳动管理，依法制定和实施的内部奖励与惩罚方面的制度的总和。奖惩制度是企业劳动规章制度的“灵魂”和“生命”，合法有效的奖惩制度对于企业有序运转、建立和谐的劳动关系，并通过企业和谐发展推动我国和谐社会建设具有重要意义。 2008年1月1日，《劳动合同法》实施。同月，国务院废止了施行25年之久的《企业职工奖惩条例》，废止原因是该条例已为《劳动法》和《劳动合同法》所代替，在这一大背景下，企业如何确保内部奖惩制度具有合法性，既保护企业正常的生产经营秩序，又保障劳动者应有的劳动权利，亟需在《劳动法》和《劳动合同法》框架下进一步完善企业奖惩制度。如何重新设计企业对违反劳动纪律员工的惩戒方式，确定惩戒措施的具体内容、实施程度等，都是我国企业必须面对和解决的重要课题。目前，我国企业奖惩制度存在的问题及对策研究这一热点、难点课题已成为我国理论界和法学界的重点研究方向，虽然研究成果尚难称得上全面和系统，但随着研究的深入，假以时日，相信这一问题一定会得到很好解决。笔者来自于大型地方性农村金融企业，在日常工作中深深地感到：企业制定一部合法守规的内部员工奖惩制度，奖励先进、惩戒违规行为，，对于企业顺利实现又好又快发展的目标，具有极为重要的现实意义和深远的长远意义。本文通过研究和分析佛山市顺德区伦教工业区威德力木工机械厂与员工万会祥经济补偿金纠纷再审案、某金融机构劳动争议仲裁败诉案及某省农村合作金融机构在企业职工奖惩条例废止背景下修订员工违规行为处理办法等典型案例，从多个视角分析我国企业奖惩制度存在的问题，并对有关问题进行了归纳研究，通过深入研究，提出：在现有法律框架下，我国企业应该从内容和程序等方面进一步完善内部奖惩制度，确保在新的劳动用工背景下企业奖惩制度具有合法性和有效性，并提出了若干对策。
[Abstract]:The labor rules and regulations are the summation of the rules and systems that the employing unit organizes the labor process, carries on the labor management, formulates and implements according to the law. As one of the most important labor rules and regulations, the enterprise rewards and punishment system is the enterprise organization labor process, The summation of the internal reward and punishment system formulated and implemented according to law. The reward and punishment system is the "soul" and "life" of the enterprise's labor rules and regulations, and the legal and effective reward and punishment system operates in an orderly manner for the enterprise. It is of great significance to establish harmonious labor relations and promote the construction of harmonious society through the harmonious development of enterprises. On January 1, 2008, the Labor contract Law came into effect. On the same month, the State Council repealed the Regulation on rewards and punishments for Enterprise Workers, which has been in force for 25 years, because it has been replaced by the Labor Law and the Labor contract Law. How to ensure the legitimacy of the internal reward and punishment system, which not only protects the normal production and operation order of the enterprise, but also guarantees the laborer's due labor rights, Under the framework of Labor Law and Labor contract Law, it is urgent to further improve the system of rewards and punishments for enterprises. How to redesign the disciplinary methods of employees who violate labor discipline, determine the specific content of disciplinary measures and the degree of implementation, etc. At present, the problems and countermeasures in the system of rewards and punishments in our country are hot spots, and the difficult topics have become the key research direction in the field of theory and law in our country. Although the research results can not be called comprehensive and systematic, with the development of the research, I believe this problem will be solved very well over time. The author, from large local rural financial enterprises, feels deeply in his daily work that the enterprise formulates a system of rewards and punishments for internal employees who legally abide by the rules, rewards the advanced, and discipline the violation of the rules. With regard to the smooth realization of the goals of good and rapid development of enterprises, It is of great practical significance and far-reaching long-term significance. Through the research and analysis of the case of the dispute between Weideli woodworking machinery factory and its employees in Lunjiao Industrial Zone, Shunde District, Foshan City, this paper tries to rehear the dispute over the compensation for economic compensation by Wan Huixiang. Typical cases, such as a financial institution's case of losing arbitration in labor disputes and a province's rural cooperative financial institution revising the measures for handling staff irregularities under the background of the abolition of the regulations on rewards and punishments of enterprise workers, This paper analyzes the problems existing in the system of rewards and punishments in Chinese enterprises from many perspectives, and summarizes and studies the related problems. Through in-depth study, it puts forward that: under the existing legal framework, Chinese enterprises should further improve the internal reward and punishment system from the aspects of content and procedure so as to ensure the legitimacy and effectiveness of the reward and punishment system in the new labor and employment background and put forward some countermeasures.
【学位授予单位】：黑龙江大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：D922.5

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