供给侧改革下制造业企业工资合理增长机制研究

发布时间：2018-08-18 15:10

【摘要】：改革开放以来,我国制造业取得了巨大的成就,不仅在拓展外资上取得一定的成效,还充分利用了国外先进的管理经验和制造技术,通过发挥我国劳动力相对较低的比较优势,使我国制造业得到进一步的发展,这不仅加强了我国制造业在国际上的竞争力,同时也使我国制造业成为推进我国经济发展的中坚力量。然而,自2004年以来,受劳动力市场供求关系的变化以及人口红利逐渐消失的影响,我国劳动力成本不断提高,从而导致制造业成本逐年提高,以致使建立在低劳动成本上的比较优势降低、竞争力受到极大的影响。根据相关数据统计,2004年以前,我国劳动力市场一直供大于求,加上经济发展缓慢,农民工工资一直处于增长停滞期,以2004年为分水岭,同时随着对外开放,劳动力市场的供求关系格局发生了较大的变化,“刘易斯拐点”出现,农民工工资迅速上升。从2004至2014年,十年间农民工工资年均增长率为11%,这使得制造业成本不断提升,并给制造业发展带来极大的压力。特别是近几年,受全球金融危机的影响,我国经济进入了新常态,经济下行压力加大,市场有效需求不足,产能过剩问题突出,招工就业更是两难,致使许多企业生产经营极为困难。一些经营困难的企业为了缓解经营压力,会通过安排职工歇业或下岗来降低经营成本;一些企业会通过采用机器生产,减少人工成本,被迫进行转型升级;还有一些企业则会向东南亚等人工成本比较低的国家转移,这些行为都会给国内的就业稳定带来一定的影响,同时也会给企业职工工资合理增长带来较大的负面影响。劳动力成本增加,许多企业都难以承受,为了改善企业的用工成本,国家在2015年底中央经济工作会议上提出,要想提高企业供给体系的质量和效率,就要加强结构性改革,。供给侧改革的重大任务之一是要降低成本,而降成本的关键是要降低企业用工成本、制度性交易成本及其他成本。企业成本包括许多方面,但就用工成本来看,主要包括职工工资、养老、医保等各种成本费用。那么,降成本应该怎么降?特别是用工成本该怎么降,到底降哪些成本?值得注意的是,多年来,在企业初次分配中,资本主导的收入分配格局一直没有变。企业工资增长机制不健全,工资集体协商制度作用有限,企业多年不涨工资、甚至压低工资的现象普遍存在,除此之外,行业差异也会导致工资分配不均,工资增长也存在差异。显然,在企业降成本和职工工资增长之间,如何把握好“度”,这确实是一个值得我们研究的重要问题。本文主要采用的是理论研究与实证研究相结合的研究方法。通过学习总结以前学者们关于影响工资增长的因素和如何构建合理工资增长机制,同时结合工资决定理论和影响人工成本的因素,根据自己搜集的相关数据,建立合理的实证分析模型。为了确保数据的权威性和稳定性,在数据选取方面,全部选用国家年鉴或官方渠道发布的权威进行分析。在理论与实际相结合的基础上,最终通过归纳总结,得出要从完善劳动力市场、提高劳动者素质等方面促进工资合理增长。
[Abstract]:Since the reform and opening up, China's manufacturing industry has made tremendous achievements. It has not only made certain achievements in expanding foreign capital, but also made full use of foreign advanced management experience and manufacturing technology. By giving full play to the comparative advantage of China's relatively low labor force, China's manufacturing industry has been further developed, which not only strengthens China's manufacturing industry. However, since 2004, due to the change of supply and demand in the labor market and the gradual disappearance of the demographic dividend, China's labor costs have been increasing continuously, resulting in the increase of manufacturing costs year by year, so that the manufacturing industry has become the backbone of China's economic development. According to relevant statistics, before 2004, China's labor market has been oversupply of demand, coupled with the slow economic development, the wages of migrant workers have been stagnating in the growth period, with 2004 as a watershed, and with the opening up of the labor market supply and demand pattern. Great changes have taken place, and the "Lewis turning point" has brought about a rapid rise in the wages of migrant workers. From 2004 to 2014, the average annual wage growth rate of migrant workers was 11%. This has made manufacturing costs rising and brought great pressure to the development of manufacturing industry. Especially in recent years, China's economy has entered a new era under the influence of the global financial crisis. In order to alleviate the pressure of economic downturn, some enterprises will reduce their operating costs by arranging workers to close down or lay off their jobs; some enterprises will adopt machine production. Some enterprises will transfer to countries with lower labor costs, such as Southeast Asia. These behaviors will bring about certain effects on the stability of employment in China, but also have a greater negative impact on the reasonable growth of employees'wages. In order to bear, in order to improve the labor cost of enterprises, the central economic work conference at the end of 2015 put forward, in order to improve the quality and efficiency of the enterprise supply system, we must strengthen structural reform. Cost and other costs. Enterprise costs include many aspects, but in terms of labor costs, mainly including wages, pension, medical insurance and other costs. So, how to reduce costs? Especially how to reduce labor costs, in the end what costs? It is worth noting that, over the years, in the initial distribution of enterprises, capital-led income. Income distribution pattern has not changed. Enterprise wage growth mechanism is not sound, the role of wage collective bargaining system is limited, enterprises do not raise wages for many years, and even the phenomenon of low wages is widespread. In addition, industry differences will also lead to uneven wage distribution, wage growth is also different. Obviously, in enterprises to reduce costs and wage growth of workers. How to grasp the "degree" is really an important issue worthy of our study. This paper mainly uses the research method of combining theoretical research with empirical research. Through learning and summarizing the previous scholars on the factors affecting wage growth and how to build a reasonable wage growth mechanism, while combining wage determination theory and wage determination theory. In order to ensure the authoritativeness and stability of the data, the authority of the national Yearbook or the official channel is chosen to analyze all the factors affecting the labor cost. Based on the combination of theory and practice, the conclusion is drawn by summing up the conclusion. We should promote reasonable wage growth from improving the labor market and improving the quality of workers.
【学位授予单位】：湖北工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F425;F272.92

【参考文献】