劳动法律与人力资源管理的和谐共存

Harmonious Coexistence of Labor Laws and Human Resources Management

《劳动合同法》在起草过程中出现了劳动法与人力资源管理理论的社会属性以及相互关系的争论。争论主要集中在是否能够用劳动法来否认人力资源管理的存在和是否应该将人力资源管理作为劳动法的指导思想两个焦点上。这场争论的实质是劳动法律是否应当给人力资源管理留下足够的空间。一些学者在保护劳动者的旗帜下,希望通过国家管制的方式,压缩社会空间。在劳动法律和人力资源管理之间,应当厘清三个关系,即道德责任与法律责任不应相互替代、公权干预与私权规范要有合理的界限、国家本位与社会本位不应混淆。劳动法律所要纠正的是一种由于从属关系而产生的"不正当的结果",而不是要去改变从属性本身,这是我国劳动立法应当把握的基本尺度。劳动立法不应堵塞企业人力资源管理的空间,而是应通过完善企业社会责任和加强工会力量,使两者产生良性竞争来规范这个空间的发展。劳动法律与人力资源管理和谐共存才是劳动关系和谐的基础。

During the legislation of ＂Employment Contract Law＂, disputes arose as to the social attribute of labor laws and theories of human resources management and the inter-relation between the two. The arguments focused on whether the implementation of labor laws obscures the existence of human resources management and whether human resources management could be adopted as the guideline of labor laws. The key point of these arguments is whether sufficient space should be left for human resources instead of being taken by labor laws at all. In the name of protecting laborers, some scholars hope to compress social space with state regulation. In comparing labor laws and human resources management, three relations should be defined., moral responsibility and legal responsibility should not be inter-replaced; state intervention should have a reasonable boundary with rule of private right and national interest should not be confused with social interests. A basic principle of labor law legislation is that the purpose of labor law is to rectify the ＂unjust outcome＂ from the ＂master-servant＂ relation other than to change the relation itself. The legislation shall not block the development for human resources management but prompt the competition between the enterprises and labor unions for standardizing development by perfecting social responsibility of the enterprises and strengthening the power of labor unions. The harmonious coexistence of labor laws and human resources management is the foundation of the labor relations.