HR外包服务商在劳动关系中的功能研究

激烈的产品市场竞争和波动性的劳动力市场供求关系,推动着企业在不断调整其人力资源获取和管理中的制度选择。HR外包服务商为企业降低用工成本,提升组织柔性提供了必要的外部支持[1]。本研究分析了具有不同组织特征的HR外包服务商对客户企业内部劳动关系的影响作用,同时比较了外包商与工会和企业的HR部门在劳动关系中的功能差异;其研究结论反映了HR外包商在企业劳动关系发展中的功能定位,从而为人才外包服务产业的可持续发展指出了方向。     

企业内部劳动规则的法律思考

企业内部劳动规则俗称厂规厂法,在用人单位内部发挥着越来越重要的作用.新颁布实行的<劳动合同法>明确要求用人单位应当依法建立和完善劳动规章制度,保障劳动者享有劳动权利、履行劳动义务;特别是对规章制度的内容、制定程序、异议程序及告知程序做了明确规定.本文从企业内部劳动规则的基本涵义入手,分析了劳动规则的性质和合法要件;较为全面地分析了企业如何依法制定健全的企业内部劳动规则和如何防范相关风险.     

国有企业隐性激励"双重缺位"问题探析

本文认为,企业隐性激励是由外部市场竞争性激励和企业内部劳动市场隐含契约性激励共同组成的.进而指出,转轨时期的国有企业由于所处的外部市场竞争不充分和企业内部劳动市场的扭曲,因而存在企业隐性激励机制的"双重缺位"现象.国有企业内外部隐性激励机制"双重缺位"是导致国有企业经理人员行为短期化的根本原因.最后,文章给出了简要总结和建议.     

内部劳动市场理论:人力资源管理的经济学解释

内部劳动市场被认为是企业或组织管理劳动配置和定价的规则和程序。为打开新古典经济学视野中的企业这个"黑箱",内部劳动市场理论强调工作的特定化、在职培训和工作场所的习惯对人力资源管理的影响。作为一种研究框架,内部劳动市场分析重视理解和证实工作阶梯、薪酬等级、内部晋升、资历承认、跳槽率控制等制度和实践,并认为它们是特定条件下追求效率的行为。     

谈谈企业如何用法律解决内部劳动规则在劳动争议中的问题

劳动规则维护企业正常生产、生活秩序的规范性文件,对企业的发展起了很大的作用。通过分析企业内部劳动规则在劳动争议中面临的问题,并提出有效的解决对策,使得企业内部劳动规则逐步规范化、合理化,避免企业在劳动争议中处于被动地位,有效维护企业和员工的权益,促进劳动关系和谐发展。     

企业内部劳动力市场与人力资本运营

新制度经济学认为,在劳动力市场上,劳动合约不可能是包罗万象的,并且未来预期的不确定性也难以在劳动合约上反映出来。这就要求在企业组织内部形成一种有别于一般劳动力市场的规则,这种规则就是内部劳动力市场,即企业通过长期发展计划、就业习惯、工资制度等对企业劳动力的培训、配置、晋升、奖励等进行制度规范。由于事实上有很多劳动力是长期服务于固定的企业,并在企业内循着工作的阶梯被提升或淘汰,因此,只关注外部劳动力市场对于劳动力资源的配置作用是不够的,必须重视研究企业内部配置劳动力资源的方式和效率特征。     

企业内部劳动力市场二元结构模型及实证研究

本文建立了企业内部劳动力市场二元结构模型,并利用实证研究证明了我国企业的内部劳动力市场并不是西方经典理论描述的竞争性市场,而是存在着‘核心一外围”的二元结构。这种二元结构是在劳动关系稳定性和专用性人力资本水平两个因素的作用下形成的,也带来了员工之间地位的不平等。     

合作型劳动关系的理论演进及其对我国的启示

在竞争日益激烈的现代市场条件下,员工和企业的劳动关系与企业在市场上的竞争成败有极大的关系.本文在对发达国家中带有合作性质的企业劳动关系研究的基础上分析了合作型劳动关系对于提高企业生产率、对于培养一支忠诚而高效的员工队伍,对于企业赢得高绩效的竞争优势.建立企业与员工的互惠机制的重要作用,在此基础上提出我国建设合作型劳动关系的框架和建议.     

交易成本视角下的农民工劳动关系解析

交易成本视角的分析表明,农民工劳动关系是劳资双方在追求交易成本节约过程中建立的劳动交易关系,农民工劳动交易契约绝大多数属于新古典契约,人力资本专用性低、劳动交易不确定性低、劳动交易频率低.劳动交易治理结构上形成了“企业内部市场”为主的低级交易治理方式.尽管上述治理结构节约了交易成本,但目前存在、并在今后相当长时期仍将存在低人力资本专用性劳动力相对过剩、高人力资本专用性劳动力相对短缺这一劳动力供求格局下, “企业内部市场”为主的交易治理难以兼顾劳资关系的稳定与和谐.调整公共政策,提高农民工人力资本专用性水平,平衡劳动力供求结构性矛盾,优化劳动交易契约及治理结构应是构建稳定和谐的农民工劳动关系的重要路径.     

合作型劳动关系对企业绩效影响的实证研究

合作型劳动关系对企业绩效有积极影响。在广泛的劳动关系文献研究基础上,通过内容分析、焦点小组访谈、专家法、问卷调查、探索性因子分析、验证性因子分析等方法,确立了合作型劳动关系的四个测量维度:就业保障、工作条件、参与管理、内部和谐等;并通过路径分析验证了合作型劳动关系对企业绩效的积极影响。在此基础上进一步深入探究不同所有制企业合作型劳动关系对企业绩效的影响,研究发现国有企业、民营企业、混合所有制企业的合作型劳动关系及就业保障、参与管理、内部和谐对企业绩效有显著正向影响,进一步说明企业着力与员工长期合作,有利于提升企业绩效,促进劳动关系和谐。     

Social Preferences,Sorting, and Competition*

In this paper, I investigate how an increase in competition for workers influences the impact of social preferences on labor‐market outcomes. By sorting themselves into firms with homogeneous work forces, workers can ensure that they suffer less from social comparisons. Competition promotes choice and thus facilitates sorting. However, competition also boosts rent differences in the labor market, because firms cannot curb internal inequity among its employees without losing workers to competitors. To reduce their exposure to social comparisons, workers might engage in inefficient sorting into unemployment. Consequently, social preferences can have strong effects (i.e., unemployment) in a competitive labor market, whereas they only have a slight impact on labor‐market outcomes in a monopsony.     

Work supply and constitutional order

James Buchanan has suggested resolving the issue of labor supply and increasing returns by introducing the concept of a work ethic. This paper offers some additional thoughts to the solution that Buchanan has developed by taking a historical perspective. It was the choice between labor supply to the market and self-employment rather than a choice between work and leisure that the early worker in the transitional period to industrialized labor was confronted with. Starting with this point of view, I argue that the critical motivation for increasing labor supply to the market was the prospect of reaping more benefits under the newly organized firms compared to the benefits that the system of simple labor-ownership rule generated. The paper concludes that entrepreneurship, which promotes the division of labor both within firms as well as among firms, performs a decisive role in increasing labor supply. This in turn made possible the transformation of the constitutional order from the pre-industrialized society to the more advanced civil society of today.     

Multinational Firms, International Knowledge Flows, and Dual Labor Markets in Developing Economies

This paper seeks to explain how the expansion of multinational firms in a developing economy affects its labor market variables, such as wages in indigenous firms, the average wage level and total employment. Three potential effects: the transfer of foreign knowledge and the associated technological change, diffusion of this knowledge among indigenous firms, and the inflow of the physical capital from abroad, are examined under two possible scenarios: fixed and unlimited labor supply. The results obtained depend on the organization of the labor market in the host country, differences in capital intensity between multinational and local sectors, the amount of physical capital transferred to the host country from abroad, as well as the magnitude of knowledge spillovers stemming from multinational activity to indigenous firms. The predictions of the model are more consistent with empirical observations reported in empirical studies than those of other theoretical studies existing in the literature.     

Families and firms: Agency costs and labor market imperfections in Sialkot's surgical industry

The family firm is generally viewed as an organizational solution to agency costs in the labor market for managers and institutional underdevelopment. Consistent with this view, this paper links the preponderance of family firms in the surgical instrument industry of Sialkot to the prevailing agency and institutional problems. However, strong dependence on family management coupled with restrictions on family size constrains the firms from optimally choosing management size. The resulting labor market distortion is manifested by a significant positive correlation between the founder's family size and the firm size such that the founders who have more brothers (a larger pool of potential managers) end up with bigger firms.     

MNEs and wages: The role of productivity spillovers and imperfect labor markets

Disentangling the labor market implications of increased foreign capital flows remains important. This paper provides a unifying framework allowing to study the wage implications of multinational enterprise (MNE) activities, pointing to the importance of controlling for both labor market imperfections and productivity spillovers from foreign to local firms. Results show that increased MNE activities increase average wages in the local economy while contributing to a larger wage dispersion between the MNE and local firms. While the results pertaining to average wages depends heavily on the frictions in the labor market, how much the wage dispersion alters also depends on the extent of productivity spillovers from the MNEs to the local firms and the complementarity between domestic and foreign capital.     

The Economics of Vocational and Technical Education: A Report on three Studies

This paper analyzes new forms of flexibility in the US apparel industry and the consequences of this flexibility for labor market segmentation. Post-Fordist flexible work organization takes place only in those enterprises that occupy privileged positions in newly established hierarchical networks of firms. Subcontracting work to smaller firms results in labor segmentation between rather than within firms. Dominant firms in hierarchical networks gain production efficiencies similar to that attained by a fixed hierarchy within Fordist type enterprises. For most apparel workers, the new production system could best be described as neo-Fordist, since it appears to be predicated on routinization and work intensification.     

Aspects of International Fragmentation

The paper uses a specific‐factors framework to address efficiency and distributional implications of international fragmentation which is driven by a low foreign wage rate. Focusing on the cost‐savings linkage between fragmentation and labor demand in the remaining domestic activities, the author establishes a fragmentation surplus. If capital is an indivisible asset specific to the fragment produced abroad, then fragmentation may cause a domestic welfare loss, because outsourcing takes place in discrete steps where it affords firms “quasi‐market‐power” on the domestic labor market. The regime shift from domestic production to fragmentation is modeled as a two‐stage game. In stage one, firms locate indivisible assets at home or abroad; in stage two they choose optimal employment. The share of fragmented firms is endogenously determined. The paper explores conditions under which outsourcing is beneficial for the domestic economy.     

Skills,Tasks and the Scarcity of Talent in a Global Economy

The scarcity of talent is a tremendous challenge for firms in the globalized world. This paper investigates the role of labor market imperfection in open economies for the usage of talent in the production process of firms. For this purpose, I set up a heterogeneous firms model, where production consists of a continuum of tasks that differ in complexity. Firms hire low‐skilled and high‐skilled workers to perform these tasks. How firms assign workers to tasks depends on factor prices for the two skill types and the productivity advantage of high‐skilled workers in the performance of complex tasks. I study the firms’ assignment problem under two labor market regimes, which capture the polar cases of fully flexible wages and a binding minimum wage for low‐skilled workers. Since the minimum wage lowers the skill premium, it increases the range of tasks performed by high‐skilled workers, which enhances the stock of knowledge within firms to solve complex tasks and reduces the mass of active firms. In a setting with fully flexible wages trade does not affect the firm‐internal assignment of workers to tasks. On the contrary, if low‐skilled wages are fixed by a minimum wage, trade renders high‐skilled workers a scarce resource and reduces the range of tasks performed by this skill type with negative consequences for the human capital stock within firms. In this case, trade leads to higher per‐capita income for both skill types and thus to higher welfare in the open than in the closed economy, whereas – somewhat counter‐intuitive – inequality between the two skill types decreases, as more low‐skilled workers find employment in the production process.     

多种要素扭曲是否推动了中国企业出口

本文使用1999-2007年工业企业数据样本分析了包括资本、劳动及中间品在内的要素市场相对扭曲程度,并考察其是否能解释中国企业出口的独特成本优势。结论认为：中国制造业企业存在严重要素价格扭曲,不同要素的价格扭曲程度差异化较大。劳动力价格扭曲现象普遍存在,经济发展以牺牲劳动力价格市场化为代价。国有企业比重较大的行业资本价格相对较低,而私营企业比重较大的行业则资金成本较高。能源、原材料相关行业以及外资企业比重较大的行业中间品价格偏低;经过实证检验,要素市场扭曲的确对企业出口倾向起到推动作用,企业将获得的成本优势转化为出口优势,这表明低廉的要素价格是中国产品在国际市场中具有竞争力的重要原因。     

Sick pay provision in experimental labor markets

Sick pay is a common provision in most labor contracts. This paper employs an experimental gift exchange environment to explore two related questions using both managers and undergraduates as subjects. First, do workers reciprocate generous sick pay with higher effort? Second, do firms benefit from offering sick pay? Our main finding is that workers do reciprocate generous sick pay with higher effort. However, firms benefit from offering sick pay in terms of profits only if there is competition among firms for workers. Consequently, competition leads to a higher voluntary provision of sick pay relative to a monopsonistic labor market.