浅析企业裁员管理  

A Preliminary Analysis of Enterprise Lay—off Management

作　　者：刘瑛[1] 

机构地区：[1]江苏省总工会干部学校,南京市210013

出　　处：《天津市工会管理干部学院学报》2015年第1期20-23,共4页Journal of Tianjin Trade Union Administrators’ College

摘　　要：当前的经济形势可能增加劳动关系的不稳定因素,企业裁员的风险加大。实践中企业裁员有经济性裁员、优化性裁员、结构性裁员、协商性裁员等方式。但对企业而言,裁员绝不仅仅就是降低用工成本,也可能带来人力资源的损失、市场份额的减少、甚至是资本市场的波动。因此企业在作出裁员决策时应当从必要性、合法性、人性化三方面综合考虑。Current economy status may add unstable factors to labor relationship. The risk of enterprise lay off is increasing. In practice, there are several forms of lay-off in enterprises-- economic lay-off, optimizing lay-off, structural lay-off, negotiated lay-off and etc.. For enterprises, lay off does not simply mean reducing labor costs. It could bring losses in human resources, market shares and even capital market fluctuations. Therefore, in making decisions of laying off, an enterprise must trade off from necessity, legality and humanity three aspects.

关 键 词：裁员 “三期叠加” 经济补偿 社会福利原则 

分 类 号：D922.5[政治法律—民商法学] F272.92[政治法律—法学]