劳动法视野下的企业绩效考核问题研究

发布时间：2018-09-03 12:08

【摘要】：在知识经济时代,全球经济一体化的格局使得中国市场进入了开放的国际舞台。中国企业正面临着更为激烈的国际竞争,应当不断增强自身实力、提高管理水平和管理能力,才能稳住脚跟。绩效考核是企业人力资源管理的重要环节,是关系到企业能否实现利益最大化的环节,既是企业发挥经营自主权的环节,也是容易出现法律问题的环节。因为逐利是企业的生存根本,也是资方实现资本增长最大化的目的,要实现对企业的完善管理,绩效考核是必不可少的手段。毕竟绩效考核属于企业规章制度的内容,是企业自主管理的一部分,同时关系到劳资双方的权利边界的划分问题,是企业的管理权与劳动者生存权、发展权等之间的权利博弈。而我国理论界对于法律与绩效考核的关系研究较少,具体法律未呈现出对企业绩效考核的过多规定,企业与劳动者因此产生的一些问题在现阶段并没有有效的解决途径。鉴于企业与劳动者之间的特殊关系,本文将从绩效考核流程中涉及到与法律紧密结合的问题,更多的是与劳动法规相结合的问题,包括绩效计划的产生与层层分解,涉及到劳动者的绩效承诺问题;绩效考核过程中的法律证据保存问题;绩效考核结果评价时公正公平公开问题;劳动者绩效考核结果运用时的调岗或培训问题;以及劳动合同解除时所涉及到的问题等,本文作者以阶段化、递进式的方式进行论述。在写作过程中,本文立足于树立绩效管理观念,注重对劳动者的保护,对企业绩效考核制度在标准、程序、结果运用以及涉及到的体系性的法律问题进行研究,根据现有法律规定为企业提出在制度上与实践中切实有用的完善建议,以期实现对劳动者权益的保护,为促进劳动关系的和谐稳定发展提供一定的实践性支持。本文从劳动法层面对企业绩效考核制度以分阶段的形式进行评述,主要分为四个部分:第一部分,本文通过对企业的绩效考核进行整体分析,研究其在我国企业中的发展现状,呈现出的主要问题,与社会法相结合,对这些问题尚未得到彻底解决的原因进行深入探讨。第二部分,本文通过对企业在绩效考核标准制定阶段所出现的问题进行分析,包括岗位分析、指标设定以及沟通程序等;进行相关问题的法律评价,最后提出切实可行的合法建议。第三部分,作者对企业绩效考核的实施过程中所出现的问题进行描述,如执行工作不到位、考核周期设置不合理、考核反馈程序不完善等,进行相关法律分析,提出既规范考核过程,又保护员工权益的建议。第四部分,作者重点对企业绩效考核结果运用中存在的问题进行了阐述,如末位淘汰制的适用、调岗程序的不规范、培训制度的不完善等,对可能出现的法律问题进行分析。本部分是实践中出现法律问题最多的方面,也是本文写作的重点,因此本文将根据现有法律法规以及司法解释提出相对完善的意见。
[Abstract]:In the era of knowledge economy, the pattern of global economic integration makes the Chinese market enter the open international stage. Chinese enterprises are facing more fierce international competition. They should constantly strengthen their own strength, improve their management level and management ability in order to stabilize their heel. Performance appraisal is an important link of enterprise human resource management, is related to whether the enterprise can realize the maximization of benefits, is not only the link of the enterprise to give full play to its business autonomy, but also the link which is easy to appear legal problems. Because the profit is the survival of the enterprise, is also the goal of capital growth maximization, to achieve the perfect management of the enterprise, performance appraisal is an essential means. After all, performance appraisal belongs to the content of the enterprise rules and regulations, is a part of the independent management of the enterprise, at the same time relates to the division of the right boundary between the labor and the capital, and is the right game between the management right of the enterprise and the survival right and the right to development of the laborer, etc. However, there are few studies on the relationship between law and performance appraisal in the theoretical circle of our country, and the specific laws do not show too many regulations on the performance appraisal of enterprises. Therefore, some problems arising between enterprises and workers have not been solved effectively at the present stage. In view of the special relationship between the enterprise and the laborer, this paper will deal with the problem of the close integration with the law from the performance appraisal process, and more with the labor laws and regulations, including the generation and decomposition of the performance plan. It involves the problem of laborer's performance commitment, the preservation of legal evidence in the process of performance appraisal, the issue of fairness, fairness and openness when evaluating the result of performance appraisal, the issue of adjusting the post or training when the result of performance appraisal is applied. The author discusses the problems involved in the termination of labor contract in the way of stage and step by step. In the process of writing, this paper is based on the concept of performance management, pays attention to the protection of workers, and studies the standards, procedures, application of results and the legal problems involved in the system of enterprise performance appraisal. According to the existing laws and regulations for enterprises to put forward practical and useful suggestions in the system and practice, in order to achieve the protection of workers' rights and interests, and to promote the harmonious and stable development of labor relations to provide some practical support. This paper reviews the enterprise performance appraisal system in stages from the aspect of labor law. It is mainly divided into four parts: the first part, through the overall analysis of the performance appraisal of enterprises, this paper studies its development status in Chinese enterprises. The main problems presented are combined with social law, and the reasons why these problems have not been solved thoroughly are discussed in depth. In the second part, this paper analyzes the problems that appear in the stage of performance evaluation standard formulation, including post analysis, index setting and communication procedures, and carries on the legal evaluation of related issues. Finally, practical and legal suggestions are put forward. In the third part, the author describes the problems in the implementation of enterprise performance appraisal, such as the implementation work is not in place, the evaluation cycle setting is unreasonable, the evaluation feedback process is not perfect, and so on, the relevant legal analysis is carried out. This paper puts forward some suggestions for standardizing the assessment process and protecting the rights and interests of employees. In the fourth part, the author focuses on the problems existing in the application of the enterprise performance appraisal results, such as the application of the last knockout system, the non-standardization of the post transfer procedure, the imperfection of the training system, and so on, and analyzes the possible legal problems. This part is the practice of the most legal issues, but also the focus of this writing, so this article will be based on the existing laws and regulations and judicial interpretation of the relatively perfect advice.
【学位授予单位】：西南政法大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：D922.5

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