城镇灵活就业人员参加社会养老保险的问题及对策

目前,我国以灵活就业人员身份参加社会保险的人群,主要是无雇工的个体工商户、未在用人单位参加基本养老保险的非全日制从业人员以及其他灵活就业人员,由个人缴纳基本养老保险费。灵活就业人员大多对养老保险政策了解不多,只知道最低缴费年限为15年,达到退休年龄就可以领取养老保险金,不知道多缴多得,长缴多得,即缴费基数越高,缴费年限越长,领取的养老保险金越高。很多人在距离自己达到退休年龄的前15年才开始参保缴费。随着城镇灵活就业人员数量的不断增加,其社会基本养老保险问题日渐凸显。基于此,文章从当前城镇灵活就业人员参加养老保险的现状入手,分析其面临的困境,并提出相关的应对措施以推进全面扩大基本养老保险的覆盖率。     

城镇灵活就业人员基本养老保险情况调查分析——以贵阳市为例

当前我国城镇就业压力日渐增大,灵活就业形式随之发展起来,已成为缓解就业压力的重要途径。但同时,灵活就业人员规模的不断扩大,给养老保险制度带来了不小的挑战,如何扩大灵活就业人员养老保险覆盖面成为政府亟待解决的问题。通过对贵阳市几个城区灵活就业人员养老保险情况进行问卷调查分析,总结出贵阳市灵活就业人员当前参保存在的主要问题,以求探寻完善灵活就业人员养老保险制度的有效对策。     

北京市低收入灵活就业人员养老保险问题研究——以个体工商户从业人员为例

在经济发展,社会转型的背景下,北京市灵活就业人员数量呈逐年上升的趋势,以个体工商户为例对北京市低收入灵活就业人口养老保险问题的实地调研表明,目前北京市灵活就业人员可以依法参加基本养老保险,但其运行中仍存在着参保难、参保率低、转移接续难等一系列问题。要合理调整社会养老保险缴费比例,加大对社会养老保险相关政策的宣传力度,完善社会养老保险制度,提高灵活就业人员收入水平     

新农保下的农村信息管理体系

2011年,我国开始普及农村养老保险,农村人员管理难的问题暴露出来。建立新型农村养老保险的信息管理系统,构建农村管理信息系统平台,建立农村人员管理数据库,可以有效的提高管理效率,便于各项农村人员管理工作的开展。     

我国现阶段养老保险存在的问题与解决对策

养老保险是建立健全社会保障体系的核心内容。我国养老保险工作中还存着总体覆盖面偏窄,社会统筹基金与养老保险金发放间的替代率居高不下,养老保险工作的管理水平偏低,养老保险基金的隐性负担过重等问题。政府有关部门应加快养老保险的立法工作,拓宽养老保险的覆盖面,形成多层次的养老保险模式,加快养老保险的信息化建设力度,严格退休手续的审批管理,加强享受养老保险福利人员的管理,降低养老保险基金的替代率。     

关于当前我国养老金双轨制的发展现状与思考

当前我国现行的养老保险制度中,机关事业单位人员和城镇企业职工两大类人员采取两种不同的养老保险模式,享受不同水平养老金待遇的养老保险制度即养老保险双轨制。本文展现了当前我国养老金双轨制的矛盾,即待遇差距日益扩大,社会矛盾加剧,分析了当前养老金双轨制改革出现的问题,引发了关于当前我国养老金双轨制"并轨"的思考与并提出相关政策建议。     

我国养老保险转移接续的法律性质

养老保险作为社会保障制度的一项重要组成部分,直接关系着劳动者年老后的生活质量。经济社会的高速发展,就业形式的灵活性使养老保险的参保人员跨地区流动日益频繁,大量农民工跨省流动就业,养老保险关系转移接续困难的问题逐渐引起了人们的关注。本文旨在分析我国养老保险转移问题的法律性质,为读者更好地理解养老保险转移接续提供若干意见。     

浅议我国养老保险制度走向“并轨”的路径分析——以《中共中央关于全面深化改革若干重大问题的决定》“推进社会事业改革创新”为视角

我国现行的养老保险制度采用的是机关、事业单位人员与企业人员两种截然不同的退休养老金体系,被称作"有中国特色的养老保险‘双轨制’"。基于人口大国的基本国情及老龄化日渐加快的时代背景,我国养老保险"双轨制"在实践中遇到了越来越多的新挑战,也暴露出诸多问题。从"双轨"走向"并轨",已成为我国养老保险制度未来发展的必然趋势。     

我国灵活就业人员社会养老保险政策探究

本文主要讨论我国灵活就业的概念界定,灵活就业人员参加养老保险方面的现状,并针对相关问题谈了作者在建立养老保险体系的政策建议。     

关于养老保险关系转移接续问题研究

在我国,由于各省份社会经济发展及城乡收入差异大,所以劳动力具有较高的流动性,由此会带来养老保险关系的转移。在实际转移过程中,其便携性会直接关系到参保人员的养老保险关系权益和劳动力的流动,同时还会影响参保人员参保的主动性和积极性。本文通过探寻我国养老保险关系转移的发展历程,多方面分析目前我国养老保险关系转移接续存在的问题,侧重于对中央与地方政府的责任进行分析,最后试图提出解决养老保险关系转移接续困境的建议。     

Part-time restaurant employee perceptions of management practices: An empirical investigation

The UK hospitality industry increasingly relies on part-time rather than full-time employees to provide more flexible and cost-effective operations with potential trade-offs for service quality. Part-time employees can be divided into two distinct groups – permanent and temporary – each with very different employment rationales. This study compares full-time and part-time employee perceptions of management practices across twelve Cardiff-based restaurants using a self-administered questionnaire. There were significant differences between full-time and part-time employees but no difference between temporary and permanent part-time employees who were equally dissatisfied with management practices, job attitudes and job behaviours. The qualitative data showed the two part-time employees' sub-groups had different needs. Despite this they were treated as a homogenous group by managers. Lack of management understanding of part-time staff impacts on how they are treated and ultimately on service quality and customer satisfaction.     

Trends toward part-time employment: Ethical issues

This paper addresses the current trend of hiring part-time employees for United States businesses. This common practice is one that does not consider the best interests of the employee. I argue that, at the present time, many people, especially those who are poor, have no other choice than to accept these part-time positions. As a result, the quality of life of these workers and their family members suffers. Companies typically employ part-time workers in an effort to increase profits. I argue that this practice will only increase short-term profits, and hiring a large staff of part-time workers will actually decrease long-term profitability. Consequently, this unethical practice is also an unprofitable one.Julia J. Bartkowiak is an Assistant Professor of Philosophy at Clarion University of Pennsylvania. Recently, she presented a paper on part-time employment at Humboldt University, participated in an NEH Seminar on Human Rights, and presented a paper in Zurich, Switzerland.     

Employment in DIY Superstores

Employment patterns in food superstores have received much research attention in recent years. Employment in non-food superstores has, however, been inadequately researched. Anecdotal and visual evidence suggests that non-food superstores employ fewer staff, more males than females, and more full-time than part-time workers, in comparison with food superstores,. This article quantifies employment in DIY superstores as a basis for future research.     

基于服务价值链的市场研究

服务价值链理论认为,员工的满意度、忠诚度是企业绩效的根本保证。当前,我国保险企业员工管理存在员工忠诚度低、满意度低的关键问题。保险企业必须建立起以服务价值链为核心的员工管理制度,实施员工满意发展策略,实现从员工满意到员工忠诚。     

Exploring cadaveric organ donation: a 'mortal embodiment' perspective

The concept of the service encounter represents the process of interaction between the consumer and the service provider, which, results in the actual delivery of the service. In this it is the point at which the consumer can evaluate the service offering (John 1996). It is thus as much concerned with marketing as it is with the actual delivery of the service. Central to such marketing activity are those technical staff responsible for the delivery of the service, the so-called part-time marketers (Grönroos 1994). Focusing on the health sector in the United Kingdom, this paper examines the attitudes and behaviours of those professional staff responsible for service delivery towards embracing such a marketing role. The data suggests that although the majority of such staff has considerable reservations about embracing marketing responsibilities, these reservations reflect concerns over professional autonomy and language rather than any deep-seated antipathy towards the core concepts of marketing.     

Job dissatisfaction among retail employees: a study of three leading UK retailers

Despite the general awareness that working in retailing is unattractive to many workers, relatively little is known about which aspects of retailing are actually disliked, or how that varies across groups within the workforce, employers, or types of store. Initial analyses from an extensive survey of UK retail employees show that statistically significant variations exist in terms of dislike of retail employment and particular aspects of that employment. Exploratory factor analysis shows that while a general dimension of discontent is identifiable, there are also specific concerns, such as among more senior staff who are particularly concerned about long hours, and younger employees frustrated at a perceived lack of career progression. However, there is also a dimension of relative contentment with work circumstances among large numbers of female part-time workers and older staff.     

Issues of employment portfolios in Japanese retail businesses

Abstract

The employment portfolio of Japanese retail businesses is composed of regular employees and part-time workers. Even though part-time workers are assigned to significant jobs, their wages tend to be lower than those of regular employees. However, the job satisfaction and motivation of part-time workers are not low. This article aims to consider why part-time workers have a positive attitude toward their jobs. Data were collected from part-time workers of retail businesses (n?=?1133). The specific focus is on two groups: part-time workers compared to regular employees and part-time workers compared to other part-time workers. Results showed that the group compared to part-time workers had more positive job attitude than others. From the point of view of social comparison, the job attitude of part-time workers may differ depending on the choice of who they compare themselves against. The implications of the findings and directions for future research are discussed.     

构建创业导向的勤工俭学教学模式内容体系

勤工俭学不是家庭贫困的大学生的"专利",而是大学生的一项普遍性活动。让学生"打工"的目的是"点燃创业激情"、"获取创业能力",使有志于创业的在校大学生通过社会实践活动来培养实际能力。"创业导向的勤工俭学"是教学模式的核心。学校应积极开展勤工俭学活动,营造勤工俭学校园文化,常规的教学体系与保障体系都要进行以创业创新为目的改革与完善。     

An exploratory study on part-time MBA program choice factors and characteristics of part-time MBA students

The majority of master of business administration (MBA) students are presently enrolled in part-time programs, yet little is known about their preferences, perspectives, and program selection processes. To fill this gap, the authors address three issues related to part-time MBA programs. First, they review important MBA program choice factors in the literature. Second, based on results of a survey with current MBA students, they identify the following as choice factors for part-time MBA programs: overall value/cost, location convenience, flexibility, and program quality. Third, the authors offer implications for part-time MBA programs that are related to employer reimbursement programs and program flexibility.     

Der Flexibilitätsbeitrag in der Arbeitslosenversicherung

The controversy around fixed-term contracts centres around the conflict between the employer’s need for flexibility and the employee’s need for security. The authors propose flexible contributions for employers to the public unemployment insurance system to balance both interests. The employers’ contributions for their temporary staff would increase while the contributions for their permanent staff would in turn decrease slightly. The authors calculate four versions. With regards to the total sum of contributions, the first version holds the contributions received constant while the second version leads to a reduction. They then repeat these two calculations for fixed-term contracts without substantive grounds. The flexibility premium takes into account the higher unemployment risk of employees with fixed-term contracts and establishes monetary incentives for employers to hire employees with permanent contracts.