The Study of Internal Labor Market on Chinese Enterprises
|School||Shanxi University of Finance|
|Keywords||Internal labor market International Comparison Differences in the causes Applicability Mode|
Human resources development of the core competitiveness of enterprises, in recent decades, the world companies have established internal labor market in order to consolidate and enhance their competitive advantage. Practice has proved that the internal labor market mechanisms have become indispensable in promoting enterprise development, to promote the material progress of the countries in corporate human resources management. In our exploration of the theory and practice of the internal labor market, though not long, but it greatly deepened the understanding of China's market economic system, system flexibility and diversity of arrangements. Market transformation, social progress, the technological revolution and the transformation of the enterprise organizational structure is undergoing significant changes, and our urgent need to explore a line with this change in the operating mode of the internal labor market for Chinese enterprises. Therefore, the strengthening of internal labor market research has important theoretical and practical value. In essence, the internal labor market point of view, is the internal arrangement of a series of labor contracts and employment system. The direct cause of its existence the external labor market, including the corporate existence of the high replacement costs, as well as the particularity of the importance of human capital enterprises; another incomplete information, the heterogeneity of human capital property rights of Increasing Returns productivity features and the role of trade unions , allows companies to establish internal labor market can effectively maintain the relative stability of the workforce. Its operating mechanism has completely different characteristics with the external labor market, mainly including long-term employment, a completely performance of internal promotion and salary. Our country despite the generally established internal labor market, but most of them stay in the \Most of them are in form with long-term employment, career ladder promotion, grade wage system, but due to the internal and external environment, for historical reasons, as well as technical problems, leading to the construction of our internal labor market in general defective, they are mainly: the internal labor market functions locate missing or biased; operating mechanism itself is flawed; internal and external labor market channel the poor; system is imperfect. These problems, we need to study and learn from the experience of other countries, to learn from the lessons of countries on the basis of to find nationally appropriate internal labor market operation mode. The world's developed countries internal labor market has its own unique operating mode. Internal labor market of the four countries of the United States, Japan, Germany, South Korea is particularly typical. The emergence and development of not only rely on purely economic factors, but also by the historical and cultural conditions of the societies, the social security system, the degree of perfection of the external labor market, as well as the impact of the organizational culture of the enterprise. Although different countries is different, but have played a role in optimizing the enterprise human resource allocation, promote enterprise efficiency. Of the advent of the knowledge-based economy, the internal labor market model of economic integration, cross-cultural formation, the combined effects of the liberalization of the labor market and technical development of the four factors, the trend is gradually moving toward integration. Facing the new situation, the international comparison and variance analysis based on four typical national internal labor market model, China should establish and improve the internal labor market, we must first establish external system of internal labor market conditions, including improved market system, an effective reputation mechanism, and the sound of a modern enterprise system; followed by the trade unions and collective bargaining should play an important regulatory role; Finally, the need for a stable market demand dedicated enterprise human capital, the size of the business and technical factors, as well have supporting corporate culture support. This paper uses the literature method, comparative analysis, the method of combining empirical research and normative research, economics and management, for the study of the internal labor market as a starting point to explore the status quo of China's internal labor market, on the one hand, research The theoretical basis of the internal labor market, on the other hand are compared from different angles in a practice run on the internal labor market of the four countries of the United States, Japan, Germany, Korea, analyzed the theoretical and practical reasons within countries labor market differences. Aims to summarize the general conditions for the emergence and development of the internal labor market, and applicability; explore the trend in the development of the knowledge economy era internal labor market. And a little deeper, the combination of the internal labor market and human resources management research and analysis of the relationship between the two, this on the basis that some of our internal labor market and human resources management building and implementing valuable insight. Recommendations and on the basis of the international comparative study on the establishment and improvement of our internal labor market, try to rebuild our internal labor market target mode. The thesis is divided into five parts: The first part explains the concept of the internal labor market definition, the causes and the main features of the incentive effects of the internal labor market, and the focus of analysis from the perspective of long-term employment commitments; second part of this article the logical starting point on the overview of the internal labor market, the problems and major defects; comparative analysis of the third part of the internal labor market of the four countries of the United States, Japan, Germany, South Korea. Comparative study focus from running within the internal labor market in each country, human resource management, labor relations and the corresponding external labor market, the degree of perfection and corporate culture aspects; fourth part in the internal labor market in each country on the basis of comparison countries differences in history, culture, the social security system, as well as economic theory reasons. With a qualitative model, summed up the basic trend of the future internal labor market development will be to blend more general, and through international Chinese enterprises to establish internal labor market conditions and applicability. Further, the combined analysis of the internal labor market and corporate human resource management role in the promotion of enterprise development; fifth part analyzes the basic mode of reconstruction of our internal labor market, and proposes ways to fix the problems of the internal labor market, defects recommendations. Finally come to the conclusion of this article: the reconstruction of the target of China's internal labor market model will be the \enterprise as a foothold, the establishment of an internal competition mechanism. Improve the functionality of the internal labor market positioning; improve the running of the internal labor market; introduced modest market-oriented mechanism and in the management of human resources; and the establishment of social partnership type of employment relationship, and the role of trade unions as well as measures to improve the external market environment, to achieve the objective of the establishment of the internal labor market: the activation of corporate human resources, enterprises and employees of a win-win situation.