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《劳动合同法》在2008年1月1日起正式实施,它对劳动者的突出倾向使得该法在实施过程中阻力重重,围绕有关制度的争议从未停息,特别是无固定期限劳动合同制度。《劳动合同法》与《劳动法》相比大为扩大了该制度的适用范围,对企业的人力资源管理产生了重大影响。本文将从组织的人力资源管理角度,结合《劳动合同法》实施效果,分析无固定期限劳动合同制的弊端,就此提出制度完善建议。
The Labor Contract Law came into force on January 1, 2008. Its prominent tendency toward workers made the law a heavy blow in the implementation process. The controversy surrounding the system has never stopped, especially the labor contract system without a fixed term . Compared with the Labor Law, the Labor Contract Law has greatly expanded the scope of application of the system and has had a significant impact on the human resources management of enterprises. This article, from the perspective of human resource management of the organization, combined with the effect of the “Labor Contract Law”, analyzes the drawbacks of the labor contract system without fixed term, and puts forward the suggestions of perfecting the system.