由全面推行工资集体谈判制度所引发的思考

发布时间：2018-02-12 18:05

本文关键词： 工资集体谈判劳动三权人力资源管理企业社会责任　出处：《华东政法大学》2011年硕士论文　论文类型：学位论文

【摘要】：我国推行工资集体谈判制度已有十多年的历史,但被普遍认为没有实质性的进展。近年来,随着经济转型产业升级,由职工工资增长引发的劳资矛盾凸显,并引发了如本田罢工等一系列劳动社会事件频频发生。建立合理工资增长机制问题又再次受到各方关注,而工资集体谈判也因此被提上了重要议事日程。从各级政府到工会组织,试图通过各种方式自上而下的全面推行工资集体谈判制度,希望以此来建立合理的工资增长机制,缓解劳资矛盾。然而,在当前情况下,全面推进工资集体谈判是否可行有效,我们应当如何来推进工资集体谈判?在推进工资集体谈判的同时,是否还有其他路径能够解决不同企业工资增长机制的问题,值得我们探讨。本文就围绕全面推进工资集体谈判制度及引发的思考,对上述问题展开了研究和论述。导论部分除了概念界定和相关文献综述,重点分析了当前全面推行工资集体谈判的事件背景和具体举措,并由各方对此争议引出本文研究的立足点。第一章回顾了我国从计划经济到实施工资集体谈判的历程,随后重点对现行机制的运行现状进行了分析,得出了我国工资集体谈判大都流于形式,没有真正发挥实效的结论。第二章是本文的核心,针对我国工资集体谈判症结的争鸣,笔者运用劳动三权的理论分析,并结合工会在集体谈判中代表性和独立性缺失的实证分析,认为我国工资集体谈判未能有效运行的症结在于团结权的缺失。并得出结论:在当前工会不能充分行使团结权,谈判主体缺位的情况下,全面推行工资集体谈判制度的条件并不成熟,仓促实施只能使建立的机制再度流于形式。第三章笔者鉴于当前不能全面推行工资集体谈判的结论,引入西方基于企业社会责任的人力资源管理理论,综合分析其在建立工资增长机制中的应用,探讨其与集体谈判制度在工资增长机制领域的替代与并存。第四章笔者基于以上思考提出对策:反对不分企业情况全面且片面追求速度的“大跃进”式推进工资集体谈判,而认为要使工资集体谈判推进的速度和工会改革的进程相适应,注重对推行企业工会的考察和培育,同时注重工资集体谈判与人力资源管理双重工资增长机制并重,即:一方面加快培育工会主体、稳步推行工资集体谈判;另一方面大力倡导企业社会责任,积极践行人力资源管理;最后实现双重机制并行,企业与职工互惠。本文创新点在于:一、选题新颖。本文选自当前热点问题,具有较强的时效性和针对性,且当前针对全面推行工资集体谈判制度的做法虽有反对声音,但从理论角度予以综合剖析仍是空白。二、研究方法综合。本文综合运用劳动法学和人力资源管理学基本理论和研究方法,综合论证,体现跨学科研究的宽广视角。
[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.
【学位授予单位】：华东政法大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：F249.24

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