北方网通地市级其他从业人员人力资源管理研究
发布时间：2018-10-09 10:49
【摘要】： 中国网通作为中国四大通信运营商之一,由于体制改革过程中遗留下来的历史问题,在内部用工形式上还存在其他从业人员和正式员工两种主要形式,其他从业人员区别于正式员工,在公司中其他从业人员人力资源管理十分薄弱。 随着企业改革的不断深入,网通公司的管理制度也在发生着深刻的变化,对企业员工的管理也逐步成为管理的核心,员工的人力资源管理问题也已上升到企业的战略性问题。只注重正式员工的人力资源管理研究,而疏忽了对那些比例日趋增长的其他从业人员的人力资源管理,这种人力资源管理模式与我国企业的用工制度就构成了一对矛盾,随着这一矛盾的不断深化,必将会影响到企业的发展。 从中国网通公司的现状出发,在深入了解网通其他从业人员存在的历史原因、现状,以及目前需要解决的问题的基础上,提出网通公司其他从业人员人力资源研究的迫切性、必要性,并结合中国网通梁山分公司实际,实施其他从业人员人力资源的研究和改善。只有从改革这种存在弊端的人力资源管理模式着手,才能改革和完善中国网通公司尤其是地市级人力资源管理现状,才能确保企业的长期、健康和稳定的发展。 《中华人民共和国劳动合同法》于2007年6月29日经十届全国人大常委会第28次会议审议通过,并将于2008年1月1日起施行。对其他从业人员的人力资源研究有利于用人单位特别是目前还大量存在其他从业人员的单位,更好的落实新劳动法维护劳动者的合法利益。
[Abstract]:China Netcom, as one of the four major telecommunications operators in China, because of the historical problems left over in the process of system reform, there are two main forms of internal employment: other employees and regular employees. Other employees are different from regular employees, and human resource management of other employees in the company is very weak. With the deepening of enterprise reform, the management system of Netcom Company is also undergoing profound changes. The management of employees has gradually become the core of management, and the human resource management of employees has also risen to the strategic problems of enterprises. It only pays attention to the research of human resource management of formal employees, but neglects the human resource management of those other employees whose proportion is increasing day by day. This mode of human resource management is in contradiction with the employment system of our country's enterprises. With the deepening of this contradiction, it will affect the development of enterprises. Based on the current situation of China Netcom Company, and on the basis of deeply understanding the historical reasons, the present situation and the problems that need to be solved, this paper puts forward the urgency of the research on the human resources of other employees of China Netcom Company. It is necessary to carry out the research and improvement of other employees' human resources in combination with the reality of China Netcom Liangshan Branch. Only by reforming the malpractice of human resource management mode can we reform and perfect the present situation of China Netcom Company, especially the prefectural level human resource management, and ensure the long-term, healthy and stable development of the enterprise. The Labor contract Law of the people's Republic of China was approved by the 28th meeting of the standing Committee of the Tenth National people's Congress on June 29, 2007 and will come into effect on January 1, 2008. The research on the human resources of other employees is beneficial to the employing units, especially to the units which still exist a large number of other employees at present, so as to better implement the new labor law to safeguard the legitimate interests of the workers.
【学位授予单位】：北京邮电大学
【学位级别】：硕士
【学位授予年份】：2008
【分类号】：F272;F626
本文编号：2259064
[Abstract]:China Netcom, as one of the four major telecommunications operators in China, because of the historical problems left over in the process of system reform, there are two main forms of internal employment: other employees and regular employees. Other employees are different from regular employees, and human resource management of other employees in the company is very weak. With the deepening of enterprise reform, the management system of Netcom Company is also undergoing profound changes. The management of employees has gradually become the core of management, and the human resource management of employees has also risen to the strategic problems of enterprises. It only pays attention to the research of human resource management of formal employees, but neglects the human resource management of those other employees whose proportion is increasing day by day. This mode of human resource management is in contradiction with the employment system of our country's enterprises. With the deepening of this contradiction, it will affect the development of enterprises. Based on the current situation of China Netcom Company, and on the basis of deeply understanding the historical reasons, the present situation and the problems that need to be solved, this paper puts forward the urgency of the research on the human resources of other employees of China Netcom Company. It is necessary to carry out the research and improvement of other employees' human resources in combination with the reality of China Netcom Liangshan Branch. Only by reforming the malpractice of human resource management mode can we reform and perfect the present situation of China Netcom Company, especially the prefectural level human resource management, and ensure the long-term, healthy and stable development of the enterprise. The Labor contract Law of the people's Republic of China was approved by the 28th meeting of the standing Committee of the Tenth National people's Congress on June 29, 2007 and will come into effect on January 1, 2008. The research on the human resources of other employees is beneficial to the employing units, especially to the units which still exist a large number of other employees at present, so as to better implement the new labor law to safeguard the legitimate interests of the workers.
【学位授予单位】：北京邮电大学
【学位级别】：硕士
【学位授予年份】：2008
【分类号】：F272;F626
【参考文献】
相关期刊论文 前2条
1 周其仁;机会与能力——中国农村劳动力的就业和流动[J];管理世界;1997年05期
2 周其仁;体制转型、结构变化和城市就业[J];经济社会体制比较;1997年03期
，本文编号：2259064
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