劳动用工管理外文翻译劳务派遣员工管理最新译文.docx

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