1、勞動關系論文：PPF成都勞動關系管理的分析與重構【中文摘要】勞動關系管理是一個大命題,也是在企業發展中經常遇到的一個課題。從國家的層面,勞動關系決定著社會的和諧程度,而隨著社會經濟體制改革的深化,勞動關系也將或正在面臨著大的調整。如今,資本約束性的勞動力機制逐步得到改善,國家正在通過政策傾向采取措施進一步保障勞動者的權利。從企業的層面,隨著人力資源管理理念的創新認識,企業越來越認識到“人”才是企業最寶貴的財產,要倡導和諧的勞動關系。要通過合理的管理制度,充分發揮員工的積極性和能動性,培養員工的忠誠度,企業才能更有競爭力,才能進一步地發展。本文介紹了勞動關系的基本理論,分析了當前企業勞動關系的主

2、要特征。認為企業勞動關系的現狀與經濟發展是密不可分的,體現著市場經濟的變化,但同時,基于勞動法律的完善和人力資源管理理念的深化,企業勞動關系又有著其獨特之處。企業勞動關系面臨的問題也與其特征息息相關,比如企業的社會責任意識淡薄,勞動者收益過低,貧富差距懸殊等等。正是在這樣的背景下,PPF成都在金融危機時期因裁員引發了群體性的以及個別的勞動爭議和糾紛,表面看,這是單個人的不作為導致的,而爭議的根源卻在于企業勞動關系不和諧,員工對企業存在著敵對的心理。本文通過對勞動爭議背景及爭議解決介紹,具體分析了該公司勞動爭議產生的原因,包括入職管理的混亂,內部規則缺失,溝通渠道不暢通,社會責任意識淡薄等等諸多

3、原因。通過對該公司勞動爭議原因的分析,本文提出如何去重新構建該公司的勞動關系管理。通過對PPF成都勞動關系的重新構建,使該公司能夠保持良好有序的勞動關系。同時,能夠使使其他的公司能夠通過借鑒PPF成都勞動關系管理重構來實現其勞動關系管理的改進,這便是本文的終極意義。【英文摘要】How to manage the labor relationship is a critical issue to a company development. From the nations point of view, Favorable labor relationship determines the ha

4、rmony of the society. As the reform depth of the Social Economic System, labor relationship is facing more and more huge adjustment. Nowadays, the labor system of capital binding is being changed as the country is guaranteeing the rights of employee through policy orientation. And from incorporation

5、s side, as the theory development of Human Resource Management, enterprise more and more deeply realized “Human” is the most valuable asset to a company. Company is competitive only through establishing sound managerial system and arousing employees enthusiasm and the activity, to cultivate their lo

6、yalty.This article introduces the theory of labor relationship and analyzes the character of the present labor relationship in enterprise. The status in quo of labor relationship is closely related to economic development and shows the change of market economic. But simultaneously, alone with the pe

7、rfect of the labor law and deepen of Human Resource, the labor relationship embodies its special character.On the above background, there is a labor dispute happened in PPF Chengdu because of layoff. From the looks of things, it is happened by negligence of individual. But actually we found the root

8、s of the dispute are tense labor relationship and the staffs are very hostile to the company. After introduced the background and settlement of the labor dispute, the article analyzed the cause of the dispute, including but not limited to confusion of orientation management, missing of internal rule

9、s, block of the channel of communications, weak sense of responsibility.After analyzed the cause of the labor dispute, the article proposed how to rebuild the labor relationship management of PPF. The company will keep harmonious labor relationship through the rebuilt. Other HR manager shall benefit

10、 from PPF experience and rebuild its system after learned from the case and analyzes its actuality. This is the ultimate significance this article will express.【關鍵詞】勞動關系 人力資源管理 勞動關系管理 社會責任【英文關鍵詞】Labor Relation Human Resource Management labor relationship management Social responsibility【目錄】PPF成都勞動關系

11、管理的分析與重構 摘要 6-7 Abstract 7 第1章 緒論 10-13 1.1 研究背景及意義 10-11 1.2 論文研究的目的 11 1.3 本文研究內容和思路 11-13 第2章 勞動關系及其概述 13-19 2.1 勞動關系概念及性質 13-15 2.1.1 勞動關系的概念 13 2.1.2 勞動關系的性質 13-14 2.1.3 勞動關系理論 14-15 2.2 勞動關系的基本特征和實質 15-16 2.2.1 勞動關系的基本特征 15-16 2.2.2 勞動關系的實質-沖突與合作 16 2.3 勞動關系管理概要 16-19 2.3.1 員工關系管理概論 16-17 2.3.

12、2 勞動關系管理的概念與目標 17-19 第3章 當前我國企業勞動關系現狀 19-26 3.1 當前我國企業勞動關系的主要特征 19-22 3.1.1 勞動關系不完全競爭市場 19 3.1.2 勞動關系舊矛盾和新矛盾層現 19-21 3.1.3 勞動關系國際化 21 3.1.4 勞動爭議數量激增 21-22 3.2 當前我國企業勞動關系面臨的主要問題 22-26 3.2.1 勞動者的收益與企業發展增速不匹配 23 3.2.2 企業的社會責任意識不強 23-24 3.2.3 工會未能發揮應有的作用 24-25 3.2.4 企業本身的人力資源管理理念 25-26 第4章 PPF成都的勞動關系 26

13、-33 4.1 PPF成都介紹 26-28 4.2 PPF成都勞動糾紛情況及其解決 28-31 4.3 PPF成都勞動糾紛產生原因分析 31-33 4.3.1 員工入職管理混亂 31-32 4.3.2 缺乏工會的協調 32 4.3.3 企業內部規則缺失 32 4.3.4 溝通不暢通 32 4.3.5 企業社會責任意識淡薄 32-33 第5章 PPF成都勞動關系管理改進 33-49 5.1 員工入職管理改進 33-35 5.1.1 員工關系的確立制度改進 33-34 5.1.2 專項協議簽署 34-35 5.2 企業內部勞動規則完善 35-38 5.2.1 內部勞動規則的制定 35-36 5.2.2 員工手冊制定 36-38 5.3 勞動爭議管理優化 38-39 5.3.1 勞動爭議的預防機制建立 38 5.3.2 PPF成都的勞動預警機制 38-39 5.4 加強員工溝通管理 39-43 5.4.1 溝通目標確定和渠道完善 39