我国劳动合同期限规定的变化及对企业人力资源管理的影响.pdfVIP

我国劳动合同期限规定的变化及对企业人力资源管理的影响 摘 要 劳动合同期限是缔结劳动合同所必须约定的首要问题。本文通过比较的方法对 劳动合同期限的理论及实践进行了研究。通过对劳动合同期限原理的介绍,现行法 律对以往的劳动法和有关政策做出的改动,阐述其对我国人力资源管理的影响和挑 战。 我国以往对劳动合同期限的法律规定在多年的实践中暴露出了许多问题，并导 致了劳动合同短期化。针对这些问题及后果,建议扩展无固定期限劳动合同的适用 范围，并对固定期限劳动合同进行适当的限制，以能够更好地保护劳动者与用人单 位双方的权益。 今年 1 月 1 日起正式施行的《劳动合同法》,是我国继《劳动法》后在劳动和 社会保障法制领域中最重要的一部法律,它的施行预示着中国人力资源管理法制化 时代的来临,必将对企业人力资源管理理念、方法，乃至经营产生广泛而深远影响。 关键词: 劳动合同法 劳动法 劳动合同期限 人力资源管理 II 我国劳动合同期限规定的变化及对企业人力资源管理的影响 Abstract The time limit of labor contract is the conclusion that the labor contract must be agreed by the most important issue. This paper, based on Chinese labor contract law perspective, through the method of drawing a comparison of the labor contract time limit of the theory and practice were studied. Through the principle of the labor contract time limit, the labor contract laws to make the changes on Chinese human resources management and the impact of challenges. Chinese labor law in the time limit of many years of practice has exposed many problems and lead to the consequences (such as labor contracts of short-term). In these many problems and consequences, we must find the right labor contract system to match the form of labor contract rules - the Labor Contract Law and expansion of the labor contract without a fixed deadline for the application and strengthen the fixed-term labor contract restrictions. Chinese workers were protected better. And both the employee and Chinese workers will also play a positive role. “Labor Contract Law” is performed since January 1 this year, following after the Labor Law and social security in the area of the legal system the most important law, it indicates that the implementation