劳动合同法 背景下的企业员工关系管理：差异化策略

人力资源论文编号:RL004  字数:21173,页数:32  本篇论文包含任务书,开题报告,论文,文献综述,外文翻译,等   \

目 录
一、导论 -------------------------------------------------------------1

二、员工关系管理理论概述----------------------------------------------2
  （一）员工关系管理的发展及定义--------------------------------------2
（二）员工关系管理的内容--------------------------------------------3
（三）员工关系管理的基本模型----------------------------------------4
三、劳动合同管理理论概述----------------------------------------------6
（一）劳动合同-----------------------------------------------------6
  （二）我国的劳动合同立法--------------------------------------------7
  （三）隐性劳动合同--------------------------------------------------7
（四）劳动合同与心理契约的关系--------------------------------------8
（五）劳动合同与员工关系--------------------------------------------8
四、差异化员工关系管理理论概述-----------------------------------10
（一）雇员分类 ----------------------------------------------------10
  （二）雇员分类管理-------------------------------------------------10
五、案例研究---------------------------------------------------------12
（一）研究内容、步骤及方法-----------------------------------------12
（二）企业的背景介绍-----------------------------------------------12
（三）企业劳动合同状况---------------------------------------------16
（四）基于雇员分类思想的差异化策略---------------------------------22
（五）其他---------------------------------------------------------25
六、总结及展望-------------------------------------------------------26
（一）总结---------------------------------------------------------26
（二）展望---------------------------------------------------------26
致谢----------------------------------------------------------------27
参考文献------------------------------------------------------------28
附录---------------------------------------------------------------29

摘    要
在《劳动合同法》背景下，企业员工关系管理变得愈益重要。
差异化员工关系管理模型从战略价值和企业专用性两个维度，将员工分成四个类型，每一类型的员工在组织中扮演不同的战略角色，需要相应的雇佣模式对其进行管理，从而实现对员工的区别管理。心理契约概念认为要维护员工关系的稳定和协调，企业与员工双方精神上的依恋与融合同样很重要。
本文对浙江某企业进行了实际调查，案例研究的结果发现：
①差异化分类管理是企业进行有效人力资本管理的重要手段，主要体现在以劳动合同为核心的经济契约上；
②心理归属的培养是企业强化和谐员工关系的根本性措施，主要体现在以企业文化和以人为本思想为核心的心理契约上；
③差异性经济契约和平等性心理契约的双重纽带，把劳动关系双方联结在了一起，形成战略伙伴关系。企业从而进行有效的员工关系管理，达到“有差异的和谐”的目的。

关键词：员工关系管理；劳动合同法；雇员分类；心理契约

ABSTRACT
Under the background of "Labor Contract Law", the employment relationship management has become increasingly important.
Employment relationship management model with differences includes two special dimensions of strategic value and firm-specificity of human capital, it has divided all employees into four types, each type is viewed as playing a different strategic role in organization and should be developed and supported by different employment modes, so reach the purpose of management with differences to employees. The concept of psychological contract is of the opinion that to safeguard the stability and coordination of employment relationship, it is also important of spiritual attachment and integration between employees and enterprises.
The paper has carried actual investigation on an enterprise in Zhejiang, the results of case study have discovered that:
①Different management models are important means for enterprise to carry on effective human resource management, which are mainly showed at the economic contract with the core of labor contract.
②The training of mental attribution are fundamental measures for enterprises to strengthen the harmonious employment relationship, which are mainly showed at the psychological contract with the core of enterprise culture and people-oriented ideology.
③Through the double bonds of economic contract with differences and psychological contract with equality, enterprise and employees are linked together to form strategic partnership. And then carry on effective employment relationship management, so reach the purpose of “the harmony with differences” in enterprise.

Keyword: employment relationship management; Labor Contract Law; categories of employees; psychological contract