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《中华人民共和国劳动合同法》(本文简称《劳动合同法》)对现行《劳动法》及地方劳动立法的很多方面作了重大调整。该法的实施在实践层面上将使得企业劳动关系较此前更加复杂、劳资双方利益冲突更容易发生,而劳动者的维权意识也将明显提高。因此,尽快调整或变革企业员工管理模式和提升企业劳动争议预防技能,将是企业贯彻执行《劳动合同法》的当务之急;深刻领会《劳动合同法》的精神实质和内容,明确它对企业员工管理的重要影响,将法律和管理结合起来采取合理合法的应对措施,是企业调整或变革员工管理模式和提升劳动争议预防技能的重中之重。
The Labor Contract Law of the People's Republic of China (hereinafter referred to as “Labor Contract Law”) has made major adjustments to many aspects of the existing “Labor Law” and local labor legislation. The implementation of this law will make the labor relations of enterprises more complicated than before, and the conflicts of interest between employers and employees will be more likely to occur. The workers' rights awareness will also be obviously improved. Therefore, as soon as possible to adjust or change the management mode of enterprise staff and enhance the prevention of labor dispute prevention skills, enterprises will be the implementation of the “Labor Contract Law” the most urgent task; profound understanding of the “Labor Contract Law,” the spirit of the substance and content of its clear management of staff The combination of law and management to take reasonable and legitimate responses is the most important task for enterprises to adjust or change employee management mode and enhance labor dispute prevention skills.