C房地产公司劳动合同规范化案例研究
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摘要
新《劳动合同法》颁布后,企业的人力资源管理制度面临转型。《劳动合同法》对企业的劳动合同规范化提出了更高的要求,工作流程要更细致和严密,否则就会加大企业的违法成本。《劳动合同法》是一把双刃剑,对劳动者和企业既有保护也有制约,双方都应在法律范围内,最大限度的防范风险。
顺利应对《劳动合同法》的新规定,将决定着企业人力资源乃至整个企业的前途和命运。因此,如何解决好《劳动合同法》公布之初的劳资合同冲突问题和不和谐音,重新规范企业的劳动合同,化解企业与员工之间关于劳动合同的冲突和矛盾问题,促进整个企业在劳动合同方面规范、合理、合法,将是房地产企业乃至所有用工单位所必须面对的不可逃避的现实问题。
本文的研究是在把握《劳动合同法》原理、人力资源管理理论和社会学理论的基础上,采用案例研究的方法,从C房地产公司在为《劳动合同法》做准备的过程中重新规范劳动合同而产生的一系列冲突事件入手,对其产生的原因进行深入的分析和研究,总结出冲突和矛盾产生的原因为企业劳动合同的签订不规范、人员素质低、人力资源管理相对落后等方面。
根据《劳动合同法》和人力资源管理原理,结合C房地产公司实际情况,构建适合公司实际的、可行的劳动合同重新规范的方案。通过以上方案的实施,促进《劳动合同法》中的新法规在C房地产公司顺利实施。本论文力图通过对C房地产公司如何应对新颁布的《劳动合同法》,在解决劳动合同纠纷方面对房地产行业提供一个借鉴。
New "Labor Contract Law" after the enactment of the enterprises facing human resources management system in transition. "Labor Contract Law" on enterprises Human Resources Department has put forward higher requirements, work flow and be more careful and strict, otherwise the law will increase the business costs. "Labor Contract Law" is a double-edged sword, to protect both workers and businesses have constraints, the two sides should be within the framework of the law, the maximum risk prevention.
Whether deal with the "Labor Contract Law," the new requirements will determine the Human Resources Department and even the entire corporate enterprise's future and destiny. Therefore, how to solve the "Labor Contract Law", published at the beginning of the conflict and disharmony in the sound, and strengthen favorable factors, weaken the unfavorable factors, and resolve labor contracts on the conflicts and contradictions, and promote the healthy and orderly corporate human resources development, Will be the construction of all enterprises and employment units must face the inescapable reality of the problem.
This study is in the grasp "Labor Contract Law" principle and human resources management theory on the basis of a case study of methods, from C Real estate company for the "Labor Contract Law" in the process of preparing a series of conflicts arising-from the incident Start with, the reasons for its conduct in-depth analysis and study, summed up the conflicts and contradictions of its labor contract due to the signing of non-standard, low quality of personnel, human resources management is relatively backward, and so on.
According to the "Labor Contract Law" and human resources management principles, C Real Estate Company with the actual situation, the actual construction of suitable and feasible labor contracts and deal with the adjustment programmer. Through the implementation of the above options, and promote the "Labor Contract Law", the new provisions in the C Real Estate Company successfully implemented. This paper seeks to C by the Real Estate Company how to deal with the newly promulgated the "Labor Contract Law" in resolving labor contract disputes in the Real Estate Company industry to provide a reference.
顺利应对《劳动合同法》的新规定,将决定着企业人力资源乃至整个企业的前途和命运。因此,如何解决好《劳动合同法》公布之初的劳资合同冲突问题和不和谐音,重新规范企业的劳动合同,化解企业与员工之间关于劳动合同的冲突和矛盾问题,促进整个企业在劳动合同方面规范、合理、合法,将是房地产企业乃至所有用工单位所必须面对的不可逃避的现实问题。
本文的研究是在把握《劳动合同法》原理、人力资源管理理论和社会学理论的基础上,采用案例研究的方法,从C房地产公司在为《劳动合同法》做准备的过程中重新规范劳动合同而产生的一系列冲突事件入手,对其产生的原因进行深入的分析和研究,总结出冲突和矛盾产生的原因为企业劳动合同的签订不规范、人员素质低、人力资源管理相对落后等方面。
根据《劳动合同法》和人力资源管理原理,结合C房地产公司实际情况,构建适合公司实际的、可行的劳动合同重新规范的方案。通过以上方案的实施,促进《劳动合同法》中的新法规在C房地产公司顺利实施。本论文力图通过对C房地产公司如何应对新颁布的《劳动合同法》,在解决劳动合同纠纷方面对房地产行业提供一个借鉴。
New "Labor Contract Law" after the enactment of the enterprises facing human resources management system in transition. "Labor Contract Law" on enterprises Human Resources Department has put forward higher requirements, work flow and be more careful and strict, otherwise the law will increase the business costs. "Labor Contract Law" is a double-edged sword, to protect both workers and businesses have constraints, the two sides should be within the framework of the law, the maximum risk prevention.
Whether deal with the "Labor Contract Law," the new requirements will determine the Human Resources Department and even the entire corporate enterprise's future and destiny. Therefore, how to solve the "Labor Contract Law", published at the beginning of the conflict and disharmony in the sound, and strengthen favorable factors, weaken the unfavorable factors, and resolve labor contracts on the conflicts and contradictions, and promote the healthy and orderly corporate human resources development, Will be the construction of all enterprises and employment units must face the inescapable reality of the problem.
This study is in the grasp "Labor Contract Law" principle and human resources management theory on the basis of a case study of methods, from C Real estate company for the "Labor Contract Law" in the process of preparing a series of conflicts arising-from the incident Start with, the reasons for its conduct in-depth analysis and study, summed up the conflicts and contradictions of its labor contract due to the signing of non-standard, low quality of personnel, human resources management is relatively backward, and so on.
According to the "Labor Contract Law" and human resources management principles, C Real Estate Company with the actual situation, the actual construction of suitable and feasible labor contracts and deal with the adjustment programmer. Through the implementation of the above options, and promote the "Labor Contract Law", the new provisions in the C Real Estate Company successfully implemented. This paper seeks to C by the Real Estate Company how to deal with the newly promulgated the "Labor Contract Law" in resolving labor contract disputes in the Real Estate Company industry to provide a reference.
引文
[1]刘涛,王琦.激变与冲击.中国企业家,2008,(2):60-67.
[2]余凯成.组织行为学.大连:大连理工大学出版社,2004(3):253-254.
[3]Borko H,Bernier C L.Indexing concepts and methods.New York:Academic Pr.,1978.
[4]M.E.Mundel.Motion and time study Improving productivity[M].Englewood Cliffs,N.J.07632:1983.
[5]樊富珉,张翔.人际冲突与冲突管理研究综述.中国矿业大学学报,2003,(3):84-85.
[6]吴宗杰,秦颖.企业组织跨部门冲突的归因分析及其管理战略.山东师范大学学报,2003,48(5):133-134.
[7]刘湘国,袁仕福.民营企业劳资冲突的形式及其原因分析.嘉兴学院学报.2005(4):62-65.
[8]李子基.劳动合同法:中国人力资源管理的拐点.现代企业教育,2008,(1)01:35-36.
[9]陈步雷.劳动争议调解机制的构造分析与改进构想.中国劳动关系学院学报.2006(4):7-17.
[10]曹艳春.工会在协调劳资关系中的新视点.天津市工会管理干部学院学报.2005(1):16-19.
[11]刘世定.嵌入性与关系合同.社会学研究,1994,(4):81-82.
[12]姜作培,陈峰燕.论构建和谐的私营企业劳资关系.中州学刊.2006(1):50-58.
[13]刘黎清,黄忠寅.浙江省民营经济发展中的劳资关系分析.经济问题探索.2006(3):139-144.
[14]工研.江苏部分外资企业的劳动关系状况.工运纵横.2004(2):35-38.
[15]荣成.浅谈《劳动合同法》对农电企业的影响及对策.农村电工,2008,(2):25-26.
[16]管林根.强化企业社会责任构建和谐劳资关系.特区实践与理论.2006(2):7-10.
[17]吴德辉.新形势下的劳资关系及协调机制的建立与完善.四川行政学院学报.2005(1):42-45.
[18]薛孝东.国内外劳务派遣立法比较.中国劳动,2008,(6).33-34.
[19]黎建飞.派遣劳务应当缓行.法学家,2007,(5).23-24.
[20]姚先国.民营经济发展与劳资关系调整.浙江社会科学.2005(2):78-86.
[21]P.Davies and M·Freeland,Kahn-Freund' s Labour and the Law London:Stevens,(1983),3rd ed
[22]Cooter and Ulen,Law and Ecnomics,Pearson,Adission Wesley,4th ed.,(2004)
[23]张德.人力资源开发与管理[M].北京:中国发展出版社,2001(9):107-109.
[24]吴宏洛,陈月生.劳务派遣:规范与发展.东南学术,2007,(5)29-20.
[25]董保华.劳动关系调整的法律机制.上海:上海交通大学出版社,2000(2):25-27.
[26]杨俊青.非国有企业劳资关系存在的问题及对策.前进.2005(2):32-33.
[27]Labor and Employment Law,Textand Cases,By DavidP.Twomey,9thedition,South-WesternPublishingCo.Page29.
[28]崔家新.无固定期限劳动合同探究.法律图书馆,2004,(5):43-44.
[29]牟新云.基于需要理论的农民工管理研究.社会科学研究,2006(6):12-13.
[30]安立萍.论劳动合同书面形式的法律效力.山东大学学报,2003,(2):23-24.
[31]王英.论企业制定劳动规章制度的法律风险,天府新论2008(1)33-34.
[32]张戢.最新劳动法律全程解读.北京:法律出版社 2008,362-365.
[33]郭文龙.关于劳动合同立法的几点思考.政治与法律,2007,(6)12-13.
[2]余凯成.组织行为学.大连:大连理工大学出版社,2004(3):253-254.
[3]Borko H,Bernier C L.Indexing concepts and methods.New York:Academic Pr.,1978.
[4]M.E.Mundel.Motion and time study Improving productivity[M].Englewood Cliffs,N.J.07632:1983.
[5]樊富珉,张翔.人际冲突与冲突管理研究综述.中国矿业大学学报,2003,(3):84-85.
[6]吴宗杰,秦颖.企业组织跨部门冲突的归因分析及其管理战略.山东师范大学学报,2003,48(5):133-134.
[7]刘湘国,袁仕福.民营企业劳资冲突的形式及其原因分析.嘉兴学院学报.2005(4):62-65.
[8]李子基.劳动合同法:中国人力资源管理的拐点.现代企业教育,2008,(1)01:35-36.
[9]陈步雷.劳动争议调解机制的构造分析与改进构想.中国劳动关系学院学报.2006(4):7-17.
[10]曹艳春.工会在协调劳资关系中的新视点.天津市工会管理干部学院学报.2005(1):16-19.
[11]刘世定.嵌入性与关系合同.社会学研究,1994,(4):81-82.
[12]姜作培,陈峰燕.论构建和谐的私营企业劳资关系.中州学刊.2006(1):50-58.
[13]刘黎清,黄忠寅.浙江省民营经济发展中的劳资关系分析.经济问题探索.2006(3):139-144.
[14]工研.江苏部分外资企业的劳动关系状况.工运纵横.2004(2):35-38.
[15]荣成.浅谈《劳动合同法》对农电企业的影响及对策.农村电工,2008,(2):25-26.
[16]管林根.强化企业社会责任构建和谐劳资关系.特区实践与理论.2006(2):7-10.
[17]吴德辉.新形势下的劳资关系及协调机制的建立与完善.四川行政学院学报.2005(1):42-45.
[18]薛孝东.国内外劳务派遣立法比较.中国劳动,2008,(6).33-34.
[19]黎建飞.派遣劳务应当缓行.法学家,2007,(5).23-24.
[20]姚先国.民营经济发展与劳资关系调整.浙江社会科学.2005(2):78-86.
[21]P.Davies and M·Freeland,Kahn-Freund' s Labour and the Law London:Stevens,(1983),3rd ed
[22]Cooter and Ulen,Law and Ecnomics,Pearson,Adission Wesley,4th ed.,(2004)
[23]张德.人力资源开发与管理[M].北京:中国发展出版社,2001(9):107-109.
[24]吴宏洛,陈月生.劳务派遣:规范与发展.东南学术,2007,(5)29-20.
[25]董保华.劳动关系调整的法律机制.上海:上海交通大学出版社,2000(2):25-27.
[26]杨俊青.非国有企业劳资关系存在的问题及对策.前进.2005(2):32-33.
[27]Labor and Employment Law,Textand Cases,By DavidP.Twomey,9thedition,South-WesternPublishingCo.Page29.
[28]崔家新.无固定期限劳动合同探究.法律图书馆,2004,(5):43-44.
[29]牟新云.基于需要理论的农民工管理研究.社会科学研究,2006(6):12-13.
[30]安立萍.论劳动合同书面形式的法律效力.山东大学学报,2003,(2):23-24.
[31]王英.论企业制定劳动规章制度的法律风险,天府新论2008(1)33-34.
[32]张戢.最新劳动法律全程解读.北京:法律出版社 2008,362-365.
[33]郭文龙.关于劳动合同立法的几点思考.政治与法律,2007,(6)12-13.