浅谈劳动争议与人事争议的合理界分

On the Reasonable Sub-sector of Labor Dispute and Personnel Dispute

人事关系与劳动关系作为两种不同的人力资源配置模式,在我国经济体制改革和政治体制改革的过程中不断的演进,造成理论和实践中的模糊和混乱。鉴于劳动关系与人事关系、劳动争议与人事争议存在较明显的差异,有必要对其进行合理界分。人事争议与劳动争议合理界分的标准是争议是否具有公法属性。根据这一标准对我国实践中混乱的人事关系进行审视,人事关系应该表述为国家机关(包括参照《公务员法》执行的人民团体和社会团体)、具有公共服务职能的事业单位与其具有公职身份的工作人员的劳动力使用关系。

With the development of China＇s economic reform and political reform, the understanding of human relations and labor relations, as two different human resource allocation models, has the confusion in theory and practice. In view of labor relations and human relations, labor disputes and personnel disputes are different, they must be reasonable distinguished. The public law is the distinguishing criteria. So the human relations should be expressed as the labor relations between the state organs （including the people＇s organizations and social groups referring to the ＂Civil Service Law＂） and the official capacity of staff.