国有企业内部劳动力市场缺陷及修复研究

【作者】 陈文婷；

【导师】 金延平；

【作者基本信息】 东北财经大学 ， 企业管理， 2006， 硕士

【摘要】 内部劳动力市场在发达的市场经济国家，已成为一种具有普遍性的雇佣制度。它具有长期雇佣、内部晋升、报酬后置等特点，在我国一些企业中也具有适用性。虽然传统体制下中国国有企业内部劳动力市场也具有典型内部劳动力市场表面相似的特征，包括通过行政手段进行劳动力配置，存在较典型的工作阶梯以及与此相适应的技术等级工资制，一定的劳动竞赛和奖励等锦标制度以及工作评估制度等，但本质区别在于，在我国外部劳动力市场不健全的情况下，内部劳动力市场的行政性配置由于没有外部压力形成了就业和工资的双重刚性。同时缺乏激励使得企业内部没有形成竞争压力和合理的员工流入流出机制，难以达到人力资本积累的目的。因此，国有企业内部劳动力市场缺陷亟待修复。本文以中国船舶燃料供应大连分公司作为分析对象，对该公司原有内部劳动力市场的运行与缺陷进行了分析。通过对该企业所处行业情况及自身发展能力具体情况的分析，提出了其内部劳动力市场存在的缺陷和诸多不合理因素，并就此从雇佣机制、员工流动机制、工资给付机制等方面提出初步的解决方案，包括合理划分内部劳动力市场层次，依据管理职能、技术职能、岗位价值等对员工进行分类，建立分层次的雇佣结构；建立有激励的内部竞聘及内部晋升渠道，打通企业内外部劳动力市场，设置人员流动的“出口”机制与渠道，保持人员的“进出口”通畅；设计激励性的薪酬体系，建立薪酬支付与绩效考核之间的有机关系等。最终使内部各机制互相协调，在自由雇佣的基础上确定企业与员工之间的长期信任和主动合作关系，充分发挥内部劳动力市场在人力资本积累、创造良好的企业文化氛围、形成稳定的核心员工队伍等方面的作用，促进企业健康发展。更多还原

【Abstract】 In the developed market economy countries, the internal labor market has became a universal employment system. It has some features such as long-term employment, internal promotion, back-loading compensation, which also has applicability in Chinese enterprises. Although the state-owned enterprises have some superficial characteristics similar to the internal labor market under traditional system, including the allocation of labor force through administrative means, typical job ladder, technical-grade wage system, a certain amount of working competitions Job evaluation system and so on, the difference is that because of the unsteady external labor market, the administrative allocation of the internal labor market in state-owned enterprises lacks of external pressure, which causes the double rigidity of employment and salary. Meanwhile the incentive absence makes the enterprises lack of internal pressure of competition and reasonable mechanism for the staff inflow and outflow, moreover, it is difficult to accumulate human capital. Therefore, the internal labor market of state-owned enterprises needs to repair urgently.This article selects China Marine Bunker Company Dalian Branch as the analysis object, analyzing its internal labor market. Through the analysis of its industry environment and own developing ability, this article points out many questions exists in the current internal labor market of the company, and proposes the preliminary solution for these problems: devising the internal labor market levels rationally, establishing different levels of employment based on management functions , technical functions, and positions value; creating an incentive internal promotion and competition channels, reopening the internal and external labor market, setting up "export" mechanisms and channels to maintain the staff "import and export" smooth; designing incentive compensation system to establish a organic relations between salary payment and performance appraisal and so on. Finally causing the internal mechanisms coordinate mutually to establish a long-term trust and initiative cooperation relations between the enterprises and staffs in the foundation of freely employment. Through this relationship to fully display the function of the internal labor market of accumulating human capital, creating good enterprise culture atmosphere, forming stable core staff troop, at last promoting the enterprise to develop healthily.更多还原