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当立法者设计出一种法律制度时,必然要有与之相应的适用主体范围。然而,《劳动合同法》预设的适用主体范围却是一种单一的、粗放式的,对于用人单位及劳动者的规定太过简单,致使司法实务中与此相关的规则与制度的适用范围过宽,甚至于遭到选择性适用的境地。其中,企业管理人员中人力资源经理作为一类特殊主体,处于一种非常特殊的地位。要改变人力资源经理在适用劳动合同法中出现的问题,应当在中观层面上针对该法的适用主体的不同层次、群体进行差异化的适用;进而在微观层面上针对人力资源经理的特殊性展开规则设计,有关规则或者全部排除适用,或者部分排除适用。
When the legislator to design a legal system, there must be a corresponding range of applicable subject. However, the scope of application of the presupposed body of the Labor Contract Law is rather simple and extensive. The provisions on employers and workers are too simplistic, resulting in the application of the rules and systems related to this in judicial practice Too broad, even to be selective application of the situation. Among them, the human resources managers in the enterprise managers are in a very special status as a kind of special subjects. In order to change the problems that human resource managers encounter in applying the labor contract law, the different levels and groups of applicable subjects of this law should be applied at the meso-level level; then the particularity of human resource managers Expand the rules of the design, the rules or all excluded, or partially excluded.