非典型雇佣下的人力资源管理实践概述  

A Review of Human Resource Management in Non-standard Employment Relationships

作　　者：王红椿[1] 

机构地区：[1]广东第二师范学院教育学院,广东广州510303

出　　处：《广东第二师范学院学报》2017年第1期107-112,共6页Journal of Guangdong University of Education

基　　金：2016年教育部人文社科规划项目(16YJA190007);2016年度广州市哲学社会科学发展"十三五"规划课题(2016GZGJ10)

摘　　要：全球化竞争激烈,市场不确定性加剧极大地改变了雇佣关系的性质。区别于传统的雇佣方式的非典型雇佣已经成为企业降低成本,促进知识分享以引发创新或人才弹性化配置的一种重要途径。这不仅扩大了人力资源实践的外延,企业也因此采取成本降低型、差异化的人力资源管理,并引发了冲突的产生。尤其是多雇主背景下,雇佣合同和雇佣责任的不明确使得用工方和服务提供方的人力资源的职能的责任和分配变得模糊。这需要研究者和实践管理者深入理解非典型雇佣下的人力资源管理问题,创新人力资源管理,实现劳资双方互惠共赢。Intensified globalization competition and market uncertainty leads to changes of the nature of employment. Unlike the traditional employment, the non-standard employment has become a critical way for the companies to seek cost saving, innovation or deployment flexibility, which not only expands the extension of HRM, but also leads to the conflict due to the adopting of differentiated HRM. Especially under the background of multi-employers ,the function of HRM between labor party and the service provider becomes fuzzy because the employment contract and employment responsibility are not clear. Researchers and managers should understand the problems of HRM and make an innovation in order to achieve mutual benefit and win-win cooperation between employers and employees.

关 键 词：非典型雇佣 非典型员工 人力资源实践 多雇主 

分 类 号：F406.1[经济管理—产业经济]