政府与企业劳动关系管理的差异比较研究

发布时间：2018-05-27 15:25

本文选题：政府 + 企业　；参考：《重庆大学》2009年硕士论文

【摘要】： 党章明确规定,中国共产党领导人民构建社会主义和谐社会,按照民主法治、公平正义、诚信友爱、充满活力、安定有序、人与自然和谐相处的总要求和共同建设、共同享有的原则,努力形成全体人民各尽其能、各得其所而又和谐相处的局面。构建和谐社会的核心是要协调处理好人与人之间的利益关系。劳动关系作为社会经济生活中最基本、最重要的社会关系,它的和谐与稳定影响着整个社会的政治、经济和文化的各个方面的和谐与稳定,建立和谐的劳动关系是建设和谐社会的重要内容。本文站在公共人力资源管理学的视角,结合劳动法学、组织行为学理论,综合运用文献分析法、比较法、访谈法,对政府与企业劳动关系管理进行了差异比较研究。根据本文采用的劳动关系定义及对劳动关系管理的内容界定,本文对政府与企业劳动关系管理的六个内容,即人员招聘管理、工资制度、社会保险制度、公务员行政纪律与企业劳动纪律管理、劳动安全卫生管理、公务员申诉制度与企业劳动争议制度进行了较为全面和深入的差异比较。综合比较表明,政府与企业人员招聘管理存在差异,具体表现在人员招聘的价值取向、人员素质要求、考试资格条件限制、招聘原则、招聘方式与测评方法、建立劳动契约关系的性质和人员流失率六个方面;政府与企业工资制度存在差异,具体表现在工资水平、工资类型、工资结构、工资增加机制、工资收入来源五个方面;公务员与员工社会保险制度存在差异,具体表现在养老保险制度、医疗保险制度、失业保险制度、生育保险制度、工伤保险制度五个方面;公务员行政纪律与员工劳动纪律管理存在差异,具体表现在内容、立法依据、制定程序、监督渠道与方式、违反纪律的承担方式、救济途径六个方面;政府与企业劳动安全卫生管理存在差异,具体表现在工作场所条件、空气质量、劳动安全卫生教育、劳动保护设施配置四个方面;公务员申诉制度与企业劳动争议制度存在差异,具体表现在受理案件范围、受理机构、适用的法律及处理程序、案件发生次数四个方面。在对政府与企业劳动关系管理进行差异比较的基础上,本文分析了政府与企业劳动关系管理存在的问题,得出了二者的差异比较启示,并根据差异比较启示提出了改进政府与企业劳动关系管理的对策。
[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.
【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2009
【分类号】：F272;D630

【参考文献】