中国劳动力市场变化对劳动关系的影响与调整对策

Effects of Chinese Labor Market Variation on Labor Relations and Adjustment Strategy

王长城

《勞動與就業關係學術研討會論文集》 2016年 (2016/12) Pp. 9-20

https://doi.org/10.6673/TWLERSP.201612.0003

摘要

劳动关系是市场经济下各种经济关系的基础。随着中国向社会主义市场经济体制转轨，劳动力市场的逐步发展，市场化的劳动关系已取代计划体制下的劳动关系。在这个过程中，劳资矛盾开始凸显和激化。如何妥善处理劳资双方的利益矛盾，构建和谐的劳资关系，已成为现阶段中国经济和社会发展中一个不容回避的重要问题。本文通过对中国劳动力市场发展的分析，认为随着中国城市化发展、产业升级和产业转移的加快，劳动力市场发育水平的提高，传统的城乡劳动力市场分割格局逐步打破，劳动力市场参与者结构发生了重大变化，高技能员工成为企业产业调整和生产函数向价值链高端升级的主要依靠，收入水平高，工作条件好，在劳动关系博弈中主动权、话语权越来越大，流动范围越来越来越广，并在一定程度上改变了传统的“资强劳弱”的博弈格局；而低技能劳动者在二元劳动力市场体制中的生存压力随着生产技术水平的提高不断增大。特别是受通货膨胀和其它不确定性因素的影响，低技能劳动者的收入几乎不足以支付先期的人力资本投资，更无法估计预期的投资收益。外在环境的恶化使这部分劳动者技能提升的速度低于因经济结构升级对生产技术要求提高的速度，“技术衔接”失衡使他们成为企业升级而“被裁员”的主要对象，或成为劳动力市场上以非正规就业或劳务派遣用工形式存在的“被雇佣”群体，劳动契约主体地位薄弱，劳动契约完全性差，成为“强资本、弱劳工”现象劳动关系矛盾的主要方面。此外，劳动力市场上劳动力的供给主体已经从传统的城镇职工转变为中青年为主体的农民工，他们有着与传统员工不同的行为方式和利益需求，因此，传统的以单一经济利益型的劳动关系调整模式已显得不足，基于这些原因，未来中国劳动关系的管理必须坚持个别劳动关系与集体劳动关系管理并重，高技能员工的劳动关系坚持个别劳动关系管理，低技能劳动者的劳动关系大力推动向集体劳动关系转型，逐步完善工资集体谈判机制和三方协商机制，解决劳动报酬在初次分配中比重过低的问题。要在劳动关系中注重精神健康和心理疏导，构建员工心理压力的“释放”通道，更全面地关注劳动关系的管理。

關鍵字

劳动力市场 ； 劳动关系 ； 员工队伍 ； 管理对策

並列摘要

Labor relation is the basis of various economic relations under market economy. With the switching to socialist market economy and the gradual developing of labor market in China, the labor relation in planning system has been replaced to a market-oriented labor relation. In this process, the contradiction between employees and employers has become more and more severely. How to deal with the interest contradiction between employees and employers and establish a harmonious labor relation has become one of the most important issues in current period of Chinese economy and social development. On the basis of the analysis on Chinese labor market, this paper points out that great changes of the participants' structure in labor market have taken place with the Chinese Urbanization development, with the accelerating of the industrial upgrading and industrial transfer, and with the improvement level of the labor market. Highly skilled staff has become the main support in the process of enterprises' industrial adjustment and the Production Function's value chain upgrading. They enjoy higher income levels, enjoy better working conditions, and have more initiative so that they can own more speech right, can have wider range of occupational mobility, and can change the traditional ＂strong capital and weak labor＂ game pattern. On the other hand, the low skilled workers can only get poor wages which are not enough to afford the earlier investment in their human resource, let alone to estimate their profits. The reason is that the low skilled workers' survival pressure has become more and more severely with the increasing of the production technology level, especially with the influence of the inflation and other uncertain factors under the binary labor market system. The deterioration of the external environment makes the increasing speed of the low skilled workers' technique slower than the speed of which the economic structure upgrading demand. They become the main object of the layoffs because of the imbalance in technique transferring during the enterprises' upgrading period, or become the informal employment groups or dispatched labor groups. The features of these groups assume a weak main body position and a poor completeness of labor contract which become the main contradiction in the ＂strong capital and weak labor＂ labor relations. In addition, the main supply subject in labor market has been changed from the traditional urban workers to farm workers of young and middle age. They have quite different behavior style and interest demand from the old generation employees' so that the labor relation adjustment style by single-economic interest has become insufficient. Based on above reasons, we should pay the same important emphasis on the individual labor relations as on the collective labor relations. We should insist on carrying out the individual labor relation management for highly skilled employees and on carrying out the collective oriented transformation in labor relation for low skilled workers. We should also gradually perfect the wage collective negotiation mechanism and the tripartite consultation mechanism so that we can resolve the problem of too low proportion of labor remuneration in primary distribution. At the same time, we should pay more comprehensive attention to labor relation management such as care the new generation employees' mental health and psychological counseling in labor relations, and give them a release channel of psychological pressure etc.

並列關鍵字

Labor Market ； Labor Relations ； Staff Team ； Management Strategy