基于业务和岗位分类的国有企业用工管理策略--以某大型国有企业为例  

Employment Management Strategy of State Owned Enterprises Based on Business and Job Classification——Take a Large State Owned Enterprise as an Example

作　　者：赵简[1] 栾昊[1] 

机构地区：[1]国网能源研究院

出　　处：《中国人力资源开发》2016年第20期30-35,共6页Human Resources Development of China

摘　　要：由于历史原因及国有企业自身特殊性,长期以来许多国有企业都不同程度的存在劳动用工以身份管理为主、用工关系复杂、劳务派遣和业务外包用工管理不规范等问题。近年来,随着国资国企改革的深入推进以及国有企业人力资源管理的持续优化,许多国有企业在劳动用工管理方面都进行了有益的探索。本研究以某大型国有企业为例,以该公司业务和岗位分类为基础,以Lepak和Snell的人力资本混合雇佣模型为依据,对该公司的岗位类别和用工模式进行划分,并针对不同用工模式分别设计相应的用工管理策略。Due to historical reasons and the special nature of state owned enterprises, many state owned enterprises have employment management problems such as identity-based employment management, complicated employment relationship, illegal labor dispatch and business outsourcing management etc. Recently, with the continuous improvement of state owned enterprise reform and standardization of human resource management, many state owned enterprises have made explorations in employment management. Taking a large state owned enterprise as an example, this study classified position category and employment model based on position classification and Lepak ＆ Snell＇ s human capital model. Employment management.

关 键 词：用工管理 国有企业 业务外包 劳务派遣 

分 类 号：F272.92[经济管理—企业管理] F276.1[经济管理—国民经济]