劳动争议中的证人证言问题研究

劳动者与用人单位之间的特殊关系,对劳动争议中证人证言的内容、占有、支配、采集和证人态度、证人举证能力以及证据价值、证据效力等有着重要影响;合理地解决劳动争议中有关利害关系证人证言、证人出庭、书证物证的选择适用、用人单位举证责任及证人证言适用排除等问题,对于劳动争议当事人及司法裁判机关依法辨别、采信、运用和认定证人证言是至关重要的。     

后危机时代我国企业雇主品牌建设的建模研究

目前,国内外对雇主品牌建设进行定量分析的研究不多,基于此,本研究以主动、科学的意识,量化定性的因素,探讨企业的雇主品牌建设。文章通过指标确定与模型构建,为企业雇主品牌建设提供理论指导,也为企业人力资源管理、品牌管理、市场营销等企业活动提供决策依据。     

Compliance Costs for Employers: UK PAYE and National Insurance, 1995–96

This paper, based upon research financed by the Inland Revenue and the Contributions Agency of the DSS, presents calculations of the compliance costs for employers of PAYE and National Insurance in 1995–96. Total costs are estimated to have been of the order of £1.3 billion. The costs are very unequally spread across employers, whether measured per employee or per pound of tax raised. They are particularly high for small new employers. For the largest employers, these costs may be offset by the cash-flow benefits of acting as tax collectors. The composition of labour and other costs is calculated and estimates are made of compliance costs under various payroll ‘technologies’. The main determinants of compliance costs, for an employer, are analysed using weighted least-squares regression analysis. Finally, some policy implications are considered.     

用人单位对旅游人才能力的需求特征研究

采用问卷调查获取相关数据,应用统计方法分析用人单位对旅游人才能力的需求特征。数据表明用人单位对旅游人才的口头表达能力、理论解决问题能力、理论分析问题能力、吃苦耐劳能力、理论识别问题能力、外语表达能力、团队协作能力、书面表达能力、学习适应能力、专业技术能力、沟通协调能力、顾客服务意识等方面的能力要求比较高;用人单位认为旅游人才的能力结构包括综合素质能力、人际协调能力、理论应用能力、实际动手能力和语言表达能力等5个维度。研究发现旅游人才能力结构中,语言表达能力具有非常重要的作用、理论应用能力比实际动手能力更重要、人际协调能力是旅游人才的必备素质和吃苦耐劳和学习适应能力重要性凸显。提出旅游院校应重构旅游人才能力结构,重视语言表达能力培养,强化与用人单位的合作。     

Tackling age discrimination in employment in Singapore

In a country with an ageing work-force, a decline in the number of new entrants to the labour market and an acute labour shortage, it would be reasonable to assume that employers would encourage older workers to remain in employment for as long as possible. In the case of Singapore, however, private sector employers often retired employees at age 55 and hired younger workers in their place. In many cases older workers re-hired had to accept lower pay and lower grade jobs. In an attempt to tackle this sort of age discrimination in employment, the government passed the Retirement Age Act in 1993. Prior to its enactment, the government urged employers to raise the retirement age voluntarily, but the response was poor, especially in the non-unionized sector. This paper argues that employers resisted the extension of the retirement age because they perceived older workers in stereotypical terms. The main issues which gave rise to the Retirement Age legislation are discussed. So also is the possible impact of the legislation on some HRM practices. The paper also proposes some future directions for research on older workers in Singapore.     

《劳动合同法》下劳动者保护范围的思考

随着市场经济改革的不断推进，我国的劳动关系日益复杂化，劳动者的类型也日益多样化。2008年1月，备受各界瞩目的《劳动合同法》正式实施，标志着我国的劳动关系规范进入了一个新的发展阶段。通过《劳动法》的比较，同时提出《劳动合同法》适用范围的一些局限，并对未来劳动者权益得到更好的保护提出了建议和展望。     

工伤保险与雇主责任险的异同——从赔付规则角度谈的异同

工伤保险属于社会保险,是法定保险范畴;雇主责任险属于商业保险,确切的说属于财产保险中的责任险类别。结合案例,探讨工伤保险与雇主责任险的异同,以便更好的理解两者。     

竞业限制与企业商业秘密保护

知识经济时代，信息就是财富。雇员跳槽中带来的商业信息转移，会给原来的企业带来重大的商业损失。而劳动合同法使得员工跳槽的成本进一步降低。西方企业的成功实践告诉我们，中国企业在这一背景下，需要善用《劳动合同法》中的竞业限制条款，保护企业的商业秘密，维护市场公平竞争的秩序。     

‘Taking on almost everyone?’ Migrant and employer recruitment strategies in a booming labour market

This paper explores the recruitment strategies of employers in the Irish Celtic Tiger boom labour market. It explores Irish employers' turn towards immigrants rather than pursuing other strategies such as raising productivity or mobilising alternative sources of labour. It demonstrates that during the boom years a more casualised approach to recruitment was favoured, privileging soft skills and competencies above credentialised skills. Immigrants became the employees of choice, not least because of issues of costs and obedience, but also because they brought new skills, in particular soft skills. Indeed, employers in some sectors developed a categorical preference for migrant workers as they recruited for attitude, work ethic and potential.     

雇主视角下的高级技工短缺问题探析

针对我国高级技工短缺问题,从雇主视角出发,构建"委托—代理"模型对专业技能培养的投资行为进行数理推导,并在此基础上对雇佣双方的行动策略作单次动态博弈与重复动态博弈分析。结果表明由于存在技工离职的风险,企业会选择放弃对高级技工培养进行投资。为此,建议企业实施有利于雇佣双方在技能培养中采取合作行为的管理措施,为培养高级技工创造良好的博弈环境。