对“末位淘汰制”的法律思考——以最高法院指导案例18号为例

The legal thinking of “Lowliest Place Elimination System”——taking the guiding case No.18 of the Supreme Court as an example

随着人力资源管理手段的不断发展和市场竞争的加剧,国内很多企业都采用"末位淘汰制"作为一种员工激励制度,使员工处于不进则退的竞争环境中,能够最大限度地挖掘出员工的潜力,增强企业的竞争力。该手段的缺陷也在使用过程中表现出来,并引发了不少劳动争议。从最高人民法院发布的指导案例《中兴通讯(杭州)有限公司诉王鹏劳动合同纠纷案》入手,切入"末位淘汰"的合法性问题,指出考核等级排名末位并不完全等同于"不能胜任工作",该案的判决结果给"末位淘汰制"的不当适用敲响了一记警钟,但在实践中迄今并没有达到充分的遏止效果。

With the development of human resource management and market competition,many domestic enterprises have adopted the 'lowliest place elimination system'as a kind of incentive system,so that the employees were in competitive environment of not advancing to go bake in order to maximize the potential of employees and enhance the competitiveness of enterprises.However,the defects of this means can be reflected in the use,and it causes a lot of labor dispute.From the guidance case: 'ZTE(Hangzhou).V.Wang Peng labor contract dispute'issued by the Supreme People' s Court,this article introduces the legitimacy of 'lowliest place elimination',and it points out that the lowliest place in legitimate assessment can not be entirely equal to be incompetent,so the verdict of this case makes the alarm to the improper application of 'lowliest place elimination system',but in practice it can not reach the effect of full stop so far.