劳动用工管理外文翻译劳务派遣员工管理最新译文.docx

1、文 献 出 处 ： L Guiso.THEEMPLOYMENT RISK PREVENTIONANDMANAGEMENT J. Journal of Business & Economic Statistics, 2015, 10(2),30-41原文THE EMPLOYMENT RISK PREVENTION AND MANAGEMENTGuiso LAbstractThe stand or fall of labor recruitment management of enterprises, directly affect the enterprise development scale

2、 and economic benefits. With the continuous specification of social employment environment, the continuous increase of Labor rights consciousness, enterprise employee to increase the probability of occurrence of a risk, and bring the loss of the enterprise is becoming more and bigger. Guard against

3、labor risk as an important function of enterprise human resources management, through in each link of human resource management, operation and management is of great significance to the enterprise. Especially in recent years, labor laws and regulations will be improved, a sound social security syste

4、m, increasing competition market, Labor rights consciousness, make the enterprise face more complex working conditions, the management and control of the labor employment is becoming increasingly important.Keywords: labor employment, labor management, risk prevention IntroductionEnterprise project m

5、anagement with the sound of social legal environment and facing the increase of human capital investment risk is increasing. On the one hand, in the knowledge economy as the core of the economy and the competition is between the enterprises based on knowledge as the core. The knowledge content of pr

6、oducts, services, more and more high, the knowledge plays a growing role in promoting the development. As a carrier of knowledge into profits, the role is more and more big.Therefore, enterprises investing in laborer are higher and higher. Laborers in labor relationship with the enterprise at the sa

7、me time, the law has a strong backing, enterprises can no longer play legal careers as before, damage the rights and interests of laborers, and must pay attention to all aspects of the right employees, and thisincreases the enterprise risk frequency and loss of employment. At the same time, the idea

8、 of workers is changing, the rights and interests protection consciousness. Enterprises must change the old concept of employment, attaches great importance to the work recruitment management, guarantee the standardization and effectiveness of labor employment, avoid the risk of employment brings to

9、 the enterprises economic loss and negative effects.Literature reviewHarry c. Katz, etc. Through the investigation and study of companies believe that the main factors affecting business work recruitment management problems focused on the employee turnover, employee absenteeism, number of complaints

10、, unresolved complaints staff, and disciplined ratio, the results of the rate of labor contract, collective bargaining, strikes the size of both sides of Labor and capital, the attitude reflected the enterprise labor relations system operation condition, atthe same time also can explain labor employ

11、ment problems existing in the management process, and they can also be used as an enterprise labor relations system of evaluation index and improve work recruitment management measures should also be improved.Sandver labor relations management theory model, become the main analytical framework of mo

12、dern labor relations, the model of establishing harmonious labor relations system was put forward not only, as far as possible to avoid the possibility of labor dispute, puts forward the working environment, working conditions, enterprise managers is the influence factors of affect the labor employm

13、ent management. Robert BuChele from the enterprise internal supervision, staff work time, wage income differential is analyzed, and think enterprise work recruitment management cannot leave the effective grasp of these three factors.Thomas a. Koch an, and others use A large number of empirical analy

14、sis found that the trade union representative, employee participation, labor conflicts and working atmosphere is the main influence factors of enterprise work recruitment management, if the enterprise to downplay the these problems or deal with inappropriate and will inevitably affect the enterprise

15、 internal work recruitment management state, but also affect the operation of the industrial relations system.Comparison on current international recognized labor relations management schools are mainly new conservative, management school, orthodox pluralism school, free radicals five management sch

16、ool, school reform. Although there are both difference and connection between the schools, the debate focused on the goals and interests of the enterprise managers and employees, from different sides work recruitment management status and its influencing factors were analyzed.Jeffrey b. Arthur think

17、s that enterprise managers should be decentralized management control, encourage lower level employees to participate in enterprise decision-making, handle the relationship between the enterprise between supervisors and employees, and take effective way to prevent labor conflicts, and design a reaso

18、nable salary structure is motivated for the maximum potential is the main measures to solve the problem of labor employment management. Joel Crutcher frequency control conflict from the enterprise, solve the internal conflict of formal and informal, job autonomy, an employees working effect feedback

19、 put forward a solution to the problems in the work recruitment management, enterprise use the necessary incentive constraint mechanism, encourage employees to participate in the management of such measures is a good way to deal with work recruitment management problems that may occur.Sandver labor

20、relations management theory model not only puts forward the system operation system of labor relations, but also on the influence factors of the work recruitment management conflict analysis, finally put forward to solve the problem of workplace conflict, such as enterprise managers management, pers

21、onalphysical and psychological withdrawal andthe labor movement, etc., and it is concluded that the tense conflict resolution - the result of the collective agreement.Work recruitment management and risk identificationWork recruitment management is to show unit of choose and employ persons is in lab

22、or employment on each link in the process of the specific organization and management activities. Enterprise labor recruitment management mainly includes: the mode of labor recruitment, recruitment and training, labor employment, occupational health protection, labor discipline management, handling

23、of labor disputes and labordispatching employee management. Interrelated interaction between them forms the enterprise work recruitment management system; ensure the normal operation of enterprises work recruitment management.Risk identification is the first step in the process of project risk preve

24、ntion, risk assessment and prevention must be established on the basis of risk identification. Risk identification is to point to in risk before use all kinds of method system, continuous understanding of the various risks facing. Usually in the search for the risk source, the first step should be r

25、isk object is decomposed into many sub part, then one by one for some detailed analysis, through investigation, literature, and theoretical analysis, historical data diagnosis object perception of risk source, and analyzes the underlying causes of occurrence of a risk. Risk identification process co

26、ntains two links of perceived risk and risk assessment.Work recruitment management systemLabor relations in the 1930 s, the great depression the characteristics of the enterprise labor recruitment management is Keynesian as the guiding ideology of public policies to guide enterprise work recruitment

27、 management preliminary form, then New Deal to establish a collective bargaining mechanism, promote the enterprise work recruitment management practice of democratization; Transition: for the first time in the 1960 s, enterprises lack of humanity in the management of labor employment, more and more

28、do not take the employees personal needs, enterprises in the process of labor dispute processing is very strong, the labor dispute coordination mechanisms are weak.Since the 1960 s, many private enterprises began to gradually out of the control of trade union organizations and public management depa

29、rtment to work recruitment management practice. Traditional and non-traditional ways of employment, there appeared the elastic hired (hire hire temporary or short-term), diversified hire hire (ways), triangular employment (employees, managers, and government tripartite labor relations) wait for a va

30、riety of flexible ways of employment. As the diversity of employment practices, employee type shows the characteristics of diversification, such as the full-time employees, temporary employees, as you send employees,employees, etc. Private enterprise employees work time and degree of freedom is larg

31、er, with weak labor discipline, mainly by individual self-discipline. For employee training focuses on enterprise values and work content, attaches great importance to the ability of the individual, and a corresponding promotion and incentive mechanism. Because American companies have dismissed the

32、employees rights directly, if they comply with the law, dont even need to burden any severance costs, so controversial weak coordination mechanism. Presents the flexibility of the labor contract, for the characteristics of change, at the same time, the labor contract management, there is some featur

33、es of simplification and quickly solve. Enterprise of labor employment management activities involved is no longer just the capital and labor and other factors of production between simple income distribution and benefit segmentation, but also can bring the innovation to the enterprise human resources man