我国央企的用工模式选择研究

【作者】 周德生；

【导师】 吴冬梅；

【作者基本信息】 首都经济贸易大学 ， 劳动经济学， 2008， 博士

【摘要】 随着知识经济的兴起以及世界经济一体化进程的加快,劳动经济学的企业内部劳动力市场理论面临着深刻变化,单纯的市场灵活雇佣或内部长期雇佣均难以完全适应企业经营发展的需要,各自表现出不同程度的缺陷。处于不同行业、不同管理文化、不同发展阶段的企业开始根据自身的基本情况,积极探讨不同的用工模式组合。从国内情况看,自1978年十一届三中全会以来,我国积极推行社会主义市场经济体制改革。市场经济体制改革的不断深入不仅丰富了我国国有企业的所有制结构,也使得我国组织与员工之间关系发生重大变化:一方面,这种关系已经由改革开放之前的行政规范关系转变成了改革开放之后的契约规范关系;另一方面,企业与员工之间的劳动关系呈现出多样化的特征。这种变化也波及和影响了作为国家重要经济支柱的中央企业。本文以我国中央企业的劳动用工选择模式为研究对象,积极融合最新理论研究成果,在深入分析央企劳动力需求与劳动力供给特征的基础上,提出了构建符合企业内部利益相关者利益特点的用工模式选择模型,并从集团用工模式选择角度,分析了促进央企可持续发展的具体措施。本文第一章首先简要回顾了劳动经济学关于企业用工模式的基本研究成果,并结合世界经济及中国市场机制改革的实际情况,阐述了国内企业劳动关系的最新变化,通过分析央企目前用工模式的特点,提出了中央企业内部劳动用工模式选择研究这一主题。本章对央企、用工模式、用工模式选择等名词分别给予了界定,并明确了本文的研究思想、方法、脉络以及创新点等内容。第二章从新古典经济学、二元劳动力市场理论与内部劳动力市场理论等方面对用工模式进行了文献研究,简要回顾了不同理论对用工模式类型、影响因素等问题的观点。同时,文章也从参与主体、作用、原则、影响因素、发展趋势等方面对用工模式选择进行了深入探讨。通过分析,文章肯定了以往研究对用工模式选择主体、选择方式、发展趋势的认识,但也从实践角度指出了将诸多影响因素纳入统一分析的基本框架,从内部交易成本节约的角度构建适合企业发展要求的多层次雇佣结构与用工模式选择模型的必要性。第三章回顾采取历时态的分析方法,按照时间顺序,对作为国有企业各阶段改革重点之一的劳动用工制度改革进行了深入研究,分析了各阶段劳动用工模式的具体特点与表现形式,并对用工模式的形成路径、基本特征进行了深入探讨。通过研究,本文认为用工模式改革是与国有企业改革进程直接相关联的,更是与我国经济体制改革的总体进程一致的;采取的是体制外部增量管理到体制内部存量管理的途径;市场化改革是用工模式改革的基本目标;而从路径实现的角度又采取了由计划到市场的渐进式改革方式;增量管理与分类管理是国有企业在各阶段用工模式选择的重要方式;提出随着对人力资本在企业价值创造中的影响逐步体现,如何解决用工模式选择的刚性,真正实现用工模式的市场化,成为下一步企业用工模式选择的重要研究课题。第四章主要是结合对中国普天信息产业集团公司、中国华孚贸易发展集团公司等五家央企用工模式的调研结果,总结归纳出央企用工模式选择的现实状况及特点。同时,文章在分析面临的外部知识经济与转型经济特征及影响、国资委对央企的产业发展要求及劳动者需求多样性等因素的基础上,针对央企未来的用工模式选择问题提出新的原则性要求。第五章在前期研究的基础上,根据单一央企的具体特征借鉴新古典经济学的供求分析框架,建立了央企用工模式选择模型与用工模式动态调整机制,将企业的用工模式供给与劳动者的用工模式需求结合起来,较好地解决了单纯市场用工模式与企业内部劳动力市场传统用工模式的不足。同时,文章将研究视角扩展至控股集团型央企,从核心人才培养、专职委派、鼓励智力合作与交流等几方面对控股集团型央企探索新型用工模式提出了建议。第六章对国资委管理的中央企业之一——中国普天信息产业集团公司及其25家控股企业的用工模式选择情况进行了研究,并与央企用工模式选择模型进行对比分析。通过分析可知,以市场销售骨干为代表的通用性专业技术人才、以管理岗位为代表的专用性支持辅助人员、以技术研发骨干为代表的专用性专业技术人才和以生产岗位为代表的通用性支持辅助人才,在与企业就用工模式的谈判中,谈判的结果呈现出不同的特征,第五章提出的央企用工模式选择模型对央企具有一定的解释和指导作用。同时,企业与员工均对最终用工模式的选择产生影响,而达成的用工模式带有明显的市场短期化倾向。此外,在央企内部的就业结构中,自主用工仍是目前劳动用工模式选择的主体,而其他用工方式尚未成为央企劳动用工的主要组成部分,反映出央企业劳动用工模式选择的市场化改革还需进一步加强。第七章简要总结在企业用工模式的选择主体、基本特征、选择方式与路径、央企用工模式选择的原则与调整等方面通过研究达成的基本结论,指出在多种用工模式之间的协调与配合、加强对模型的定量分析与实证研究、加快央企内部用工模式改革步伐等方面还需继续探讨。我国目前正处于转型经济与知识经济时期,央企既面临着从原有计划经济向市场经济的转变,又面临着以劳动密集型为主导的传统经济向以知识密集型为主导的知识经济的转变。用工模式是否灵活、模式选择的效果是否突出,对于企业迎接社会经济的转型,提高企业竞争能力至关重要。2007年6月29日,十届全国人大常委会审议批准了《中华人民共和国劳动合同法》,对规范企业与员工之间的劳动用工模式提出了新的、具体要求。相信随着这一部法律的贯彻与执行,央企用工模式选择研究与实践活动必将逐步深入,不断发展,并最终有力地促进企业的健康与可持续发展。更多还原

【Abstract】 With the emergence of the knowledge-based economy and the acceleration of the world economic integration process, the internal labor market theory within the enterprises of the labor economics is facing profound changes: pure market flexible employment or internal long-term employment will not be able to completely meet the operation and development demands of the enterprises and they have respectively shown different degrees of defects. Enterprises in different industries, management culture and development stages have begun to actively explore different employment models according to their own basic situations. Judging from the domestic situations, since the Third Session of the Eleventh Central Committee of the Party in 1978, our country has actively promoted the systematic reforms in the socialist market economic. The continuous deepening of the market economic system reforms has not only enriched the ownership structure of the state-owned enterprises but also brought significant changes to the relationship between the organizations and their staff in our country. On one hand, the relationship has changed to a contract regulation relationship after the reform and opening from a kind of administrative relationship before it. On the other hand, the relationship between the enterprises and the staff shows various of features. Such a change has also involved and affected the central enterprises which are the national important economic pillars. Taking the labor employment selection model in the central enterprises as the study objective, this article actively integrates the latest theoretical research achievements, on the basis of the deep analysis about the features of labor demands and supplement within the central enterprises, It puts forward a labor selection model which suits for the interests characteristics of the enterprise interest holders, and from the point of labor model selection, the article analyzes the specific measures which can promote the sustainable development of the central enterprises.In the first chapter of this article, the author first briefly reviews the basic research results about the enterprise employment patterns in the labor economics. In combination with the world economy and Chinese market mechanism reforms, it expounds the latest change about the labor relationship within the central enterprises, And through analyzing the features of the current employment model of the central enterprises, it takes out the theme of labor employment selection and research within the central enterprises. This article defines central enterprises, employment model, employment model selection, etc. and explicitly points out the research ideas, methods, threads and innovations.From the aspects of new classical economics, dual labor market theory and internal labor market theory, the second chapter carries out documentary research about the employment pattern. It briefly reviews the view points of different theories towards the types of the employment models, influencing factors and so on. At the same time, the article carries out deep discussion on the employment models from the aspects of participation bodies, functions, principles, influencing factors, development trends, etc. Through analysis, the article confirms the previous studies on the selection labor main bodies, selection ways and development trends about the employment models. And from the practical points, it points out the basic framework of taking various of influencing factors into union analysis and the necessity of establishing a multi-level employment structure and employment selection model which can satisfy the development demands of the enterprises from the point of saving the internal transaction costs.Diachronic approach is adopted in the reviews of the third chapter. In accordance with the chronological order, it deeply researches the reforms of the labor employment system which were the important reform points in different stages of the state-own enterprises. It analyzes the specific features and manifestations of the labor employment models in different stages. It also takes out deep discussion towards the forming routes and basic characteristics of the employment model. Through research, we think that the employment model reforms are directly linked to the reform process of the state-owned enterprises. And what’s more, it is in accordance with the general process of our national economic merchandise reforms. Systematic external quantity-increase management and internal quantity-stock management is the adopted channel. Market reform is the basic objective of labor employment reform. With the point of channel realization, a gradual reform model of from plan to market is adopted. Quantity-increase management and category management is the important ways in employment model selection during different stages of the state-owned enterprises. This chapter points out that with the gradual influence reflection of the human capital in the value creation of the enterprise, how to solve the rigidity of employment model and truly realize the marketization of employment model has become an important research topic for the enterprises to select the employment models.In chapter four, combining with the employment model research results towards five central enterprises which includes China Putian Information Industry Group Company and China Huafu Trade Development Corporation, the author summaries the current situations and characteristics of the employment model selection within the central enterprises. At the same time, on the basis of analysis of facing external knowledge-based economy and the influence and impacts of the restructuring economy, the industry development requirements of the SASAC of the State Council to the central enterprises, as well as the diversity of the labor demands, this article puts forward a new principle requirement to the future employment model selection of the central enterprises.On the basis of the preliminary studies, in accordance with the specific characteristics of the single central enterprises, the fifth chapter borrows the analytical framework of demand and supply from the new classical economic, establishes the employment selection model and its dynamic adjustment system for the central enterprises which integrates the demand and supply of the employment model to the employment model demands of the labors. It greatly issues the shortages of pure market employment model and the traditional employment model within the internal labor market of the enterprises. In addition, the article expands its study to holding central enterprises, gives suggestion to the new employment model exploration of the holding central enterprises from the following aspects: cultivating core talents, assigning special personnel and encouraging cooperation and communication.In chapter six, the author researches the employment model selection situations in China Putian Information Industry Group, which is one of the central enterprises controlled by the SASAC of the State Council, as well as its 25 holding enterprise, and makes comparative analysis with the employment model selection of the central enterprises. Through analysis, the common professional technical personnel represented by the market sales backbones, the dedicated support assistive personnel represented by the management staff, the dedicated technical personnel represented by technology development backbones and the common support assistive personnel represented by production staff, in the employment model negotiation with the enterprises, the result of the negotiations often emerge different characteristics. The employment model selection mentioned in chapter five has interpretations and instructions to the central enterprises. At the same time, both the enterprise and the staff will exert influence on the selection of the final employment model, and the reached employment model shows obviously short-term market trends. In addition, in the internal employment structure of the central enterprise, self-employment is still the main body of the labor employment model selection, yet other employment models have not become the main components in the labor employment of the central enterprises. This reflects that the market reforms of labor employment selection in the central enterprises should be further strengthened.Chapter seven briefly summaries the basic conclusions which are obtained through study on the main body selection, basic characteristics, selection method and channel, principle and regulation of the employment model selection in the central enterprise. It pointes out that the coordination between various employment models, strengthening the quantitative analysis and empirical researches, accelerating the reforms to the internal employment models within the central enterprises and some other aspects should be explored continuously.China is currently in the transition economy and knowledge-based economy. The central enterprises are facing not only the transition from the original planned economy to the market economy, but also the transition from the traditional economy led by labor-intensive to knowledge-based economy led by knowledge-intensive. Whether the employment model is flexible, and whether the model selection efficient is outstanding are definitely important for the enterprises to meet the transition of the social economy and enhance their competitive capabilities. LAW OF THE PEOPLE’S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS was deliberated and approved in the 10th NPC Standing Committee on Jun. 29, 2007. It puts forward new and specific requirements to standardize the employment relations between the enterprises and their staff. We believe that with the implementation of this law, the studies and practical activities about the employment model selection of the central enterprises will be gradually deepened and constantly developed. Ultimately, it will effectively promote the health and sustainable development of the enterprises.更多还原