劳动用工管理外文翻译劳务派遣员工管理最新译文.docx
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劳动用工管理外文翻译劳务派遣员工管理最新译文.docx
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文献出处:
LGuiso. THE EMPLOYMENTRISKPREVENTION AND
MANAGEMENT[J].JournalofBusiness&EconomicStatistics,2015,10
(2),30-41
原文
THEEMPLOYMENTRISKPREVENTIONANDMANAGEMENT
GuisoL
Abstract
Thestandorfalloflaborrecruitmentmanagementofenterprises,directlyaffecttheenterprisedevelopmentscaleandeconomicbenefits.Withthecontinuousspecificationofsocialemploymentenvironment,thecontinuousincreaseofLaborrightsconsciousness,enterpriseemployeetoincreasetheprobabilityofoccurrenceofarisk,andbringthelossoftheenterpriseisbecomingmoreandbigger.Guardagainstlaborriskasanimportantfunctionofenterprisehumanresourcesmanagement,throughineachlinkofhumanresourcemanagement,operationandmanagementisofgreatsignificancetotheenterprise.Especiallyinrecentyears,laborlawsandregulationswillbeimproved,asoundsocialsecuritysystem,increasingcompetitionmarket,Laborrightsconsciousness,maketheenterprisefacemorecomplexworkingconditions,themanagementandcontrolofthelaboremploymentisbecomingincreasinglyimportant.
Keywords:
laboremployment,labormanagement,riskpreventionIntroduction
Enterpriseprojectmanagementwiththesoundofsociallegalenvironmentandfacingtheincreaseofhumancapitalinvestmentriskisincreasing.Ontheonehand,intheknowledgeeconomyasthecoreoftheeconomyandthecompetitionisbetweentheenterprisesbasedonknowledgeasthecore.Theknowledgecontentofproducts,services,moreandmorehigh,theknowledgeplaysagrowingroleinpromotingthedevelopment.Asacarrierofknowledgeintoprofits,theroleismoreandmorebig.
Therefore,enterprisesinvestinginlaborerarehigherandhigher.Laborersinlaborrelationshipwiththeenterpriseatthesametime,thelawhasastrongbacking,enterprisescannolongerplaylegalcareersasbefore,damagetherightsandinterestsoflaborers,andmustpayattentiontoallaspectsoftherightemployees,andthis
increasestheenterpriseriskfrequencyandlossofemployment.Atthesametime,theideaofworkersischanging,therightsandinterestsprotectionconsciousness.Enterprisesmustchangetheoldconceptofemployment,attachesgreatimportancetotheworkrecruitmentmanagement,guaranteethestandardizationandeffectivenessoflaboremployment,avoidtheriskofemploymentbringstotheenterprise'seconomiclossandnegativeeffects.
Literaturereview
Harryc.Katz,etc.Throughtheinvestigationandstudyofcompaniesbelievethatthemainfactorsaffectingbusinessworkrecruitmentmanagementproblemsfocusedontheemployeeturnover,employeeabsenteeism,numberofcomplaints,unresolvedcomplaintsstaff,anddisciplinedratio,theresultsoftherateoflaborcontract,collectivebargaining,strikesthesizeofbothsidesofLaborandcapital,theattitudereflectedtheenterpriselaborrelationssystemoperationcondition,at thesametimealsocanexplainlaboremploymentproblemsexistinginthemanagementprocess,andtheycanalsobeusedasanenterpriselaborrelationssystemofevaluationindexandimproveworkrecruitmentmanagementmeasuresshouldalsobeimproved.Sandverlaborrelationsmanagementtheorymodel,becomethemainanalyticalframeworkofmodernlaborrelations,themodelofestablishingharmoniouslaborrelationssystemwasputforwardnotonly,asfaraspossibletoavoidthepossibilityoflabordispute,putsforwardtheworkingenvironment,workingconditions,enterprisemanagersistheinfluencefactorsofaffectthelaboremploymentmanagement.RobertBuChelefromtheenterpriseinternalsupervision,staffworktime,wageincomedifferentialisanalyzed,andthinkenterpriseworkrecruitmentmanagementcannotleavetheeffectivegraspofthesethreefactors.
Thomasa.Kochan,andothersuseAlargenumberofempiricalanalysisfoundthatthetradeunionrepresentative,employeeparticipation,laborconflictsandworkingatmosphereisthemaininfluencefactorsofenterpriseworkrecruitmentmanagement,iftheenterprisetodownplaythetheseproblemsordealwithinappropriateandwillinevitablyaffecttheenterpriseinternalworkrecruitmentmanagementstate,butalsoaffecttheoperationoftheindustrialrelationssystem.
Comparisononcurrentinternationalrecognizedlaborrelationsmanagementschoolsaremainlynewconservative,managementschool,orthodoxpluralismschool,freeradicalsfivemanagementschool,schoolreform.Althoughtherearebothdifferenceandconnectionbetweentheschools,thedebatefocusedonthegoalsandinterestsoftheenterprisemanagersandemployees,fromdifferentsidesworkrecruitmentmanagementstatusanditsinfluencingfactorswereanalyzed.
Jeffreyb.Arthurthinksthatenterprisemanagersshouldbedecentralizedmanagementcontrol,encouragelowerlevelemployeestoparticipateinenterprisedecision-making,handletherelationshipbetweentheenterprisebetweensupervisorsandemployees,andtakeeffectivewaytopreventlaborconflicts,anddesignareasonablesalarystructureismotivatedforthemaximumpotentialisthemainmeasurestosolvetheproblemoflaboremploymentmanagement.JoelCrutcherfrequencycontrolconflictfromtheenterprise,solvetheinternalconflictofformalandinformal,jobautonomy,anemployee'sworkingeffectfeedbackputforwardasolutiontotheproblemsintheworkrecruitmentmanagement,enterpriseusethenecessaryincentiveconstraintmechanism,encourageemployeestoparticipateinthemanagementofsuchmeasuresisagoodwaytodealwithworkrecruitmentmanagementproblemsthatmayoccur.Sandverlaborrelationsmanagementtheorymodelnotonlyputsforwardthesystemoperationsystemoflaborrelations,butalsoontheinfluencefactorsoftheworkrecruitmentmanagementconflictanalysis,finallyputforwardtosolvetheproblemofworkplaceconflict,suchasenterprisemanagersmanagement,personal physicalandpsychologicalwithdrawaland thelabormovement,etc.,anditisconcludedthatthetenseconflictresolution-theresultofthecollectiveagreement.
Workrecruitmentmanagementandriskidentification
Workrecruitmentmanagementistoshowunitofchooseandemploypersonsisinlaboremploymentoneachlinkintheprocessofthespecificorganizationandmanagementactivities.Enterpriselaborrecruitmentmanagementmainlyincludes:
themodeoflaborrecruitment,recruitmentandtraining,laboremployment,occupationalhealthprotection,labordisciplinemanagement,handlingoflabordisputesandlabor
dispatchingemployeemanagement.Interrelatedinteractionbetweenthemformstheenterpriseworkrecruitmentmanagementsystem;ensurethenormaloperationofenterprisesworkrecruitmentmanagement.
Riskidentificationisthefirststepintheprocessofprojectriskprevention,riskassessmentandpreventionmustbeestablishedonthebasisofriskidentification.Riskidentificationistopointtoinriskbeforeuseallkindsofmethodsystem,continuousunderstandingofthevariousrisksfacing.Usuallyinthesearchfortherisksource,thefirststepshouldberiskobjectisdecomposedintomanysubpart,thenonebyoneforsomedetailedanalysis,throughinvestigation,literature,andtheoreticalanalysis,historicaldatadiagnosisobjectperceptionofrisksource,andanalyzestheunderlyingcausesofoccurrenceofarisk.Riskidentificationprocesscontainstwolinksofperceivedriskandriskassessment.
Workrecruitmentmanagementsystem
Laborrelationsinthe1930s,thegreatdepressionthecharacteristicsoftheenterpriselaborrecruitmentmanagementis"Keynesian"astheguidingideologyofpublicpoliciestoguideenterpriseworkrecruitmentmanagementpreliminaryform,then"NewDeal"toestablishacollectivebargainingmechanism,promotetheenterpriseworkrecruitmentmanagementpracticeofdemocratization;Transition:
forthefirsttimeinthe1960s,enterprise'slackofhumanityinthemanagementoflaboremployment,moreandmoredonottaketheemployees'personalneeds,enterprisesintheprocessoflabordisputeprocessingisverystrong,thelabordisputecoordinationmechanismsareweak.
Sincethe1960s,manyprivateenterprisesbegantograduallyoutofthecontroloftradeunionorganizationsandpublicmanagementdepartmenttoworkrecruitmentmanagementpractice.Traditionalandnon-traditionalwaysofemployment,thereappearedtheelastichired(hirehiretemporaryorshort-term),diversifiedhirehire(ways),triangularemployment(employees,managers,andgovernmenttripartitelaborrelations)waitforavarietyofflexiblewaysofemployment.Asthediversityofemploymentpractices,employeetypeshowsthecharacteristicsofdiversification,suchasthefull-timeemployees,temporaryemployees,asyousendemployees,
employees,etc.Privateenterpriseemployee'sworktimeanddegreeoffreedomislarger,withweaklabordiscipline,mainlybyindividualself-discipline.Foremployeetrainingfocusesonenterprisevaluesandworkcontent,attachesgreatimportancetotheabilityoftheindividual,andacorrespondingpromotionandincentivemechanism.BecauseAmericancompanieshavedismissedtheemployee'srightsdirectly,iftheycomplywiththelaw,don'tevenneedtoburdenanyseverancecosts,socontroversialweakcoordinationmechanism.Presentstheflexibilityofthelaborcontract,forthecharacteristicsofchange,atthesametime,thelaborcontractmanagement,thereissomefeaturesofsimplificationandquicklysolve.Enterpriseoflaboremploymentmanagementactivitiesinvolvedisnolongerjustthecapitalandlaborandotherfactorsofproductionbetweensimpleincomedistributionandbenefitsegmentation,butalsocanbringtheinnovationtotheenterprisehumanresourcesman
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