PBL教学法是一种以问题为导向的学习方法,提倡以日常生活工作中的真实问题为依据,充分发挥调动学员的主观能动性,主动搜集、分析并解决问题,注重小组讨论与人际沟通交流和思辨能力.问题的选择与设计是PBL教学法的核心,教师在设计问题时要注重学员能力差异,从真实情境中选择合适案例.新时代,传统教学方法逐渐难以适应工会干部的教育培训需要,PBL教学方法可以提高教学质量,完善评价机制,推动工会干部教育培训工作高质量发展.
工会宣传思想工作是党的宣传思想工作的重要组成部分,是工会工作的重要内容.时代的发展及工会工作的深化,对高校工会宣传思想工作赋予了新内涵,提出了新要求.本文分析了新时代高校工会宣传思想工作的内涵和特点,阐述了做好该项工作的重要意义,对如何做好新时代高校工会宣传思想工作提出了相关建议.
促进产业工人实现更高质量就业是保障新时期产业工人劳动经济权益的重要举措.本文构建了基于主客观相结合的就业质量评价指标,对济南市产业工人的就业质量进行了评价,结果显示产业工人对工作安全保护满意程度较高,但工作收入有待提升,工作福利保障程度较低,工作稳定性还不强,不同群体的产业工人就业质量存在较大差异.总体而言,产业工人整体就业质量不高.因此,要提升产业工人就业质量,需要加大对劳动法律法规执法监督,推动产业工人技能素质提升,完善工会保障产业工人权益的机制.
本文基于职工之家的内涵,提出从组织建设、制度建设、服务建设、基础建设四个维度构建"1-4-8-24"四级标准职工之家建设评价指标体系.通过采用主成分分析法研究标准职工之家建设的关键因素,采用象限图分析法提出标准职工之家建设的对策建议,为标准职工之家建设提供理论参考,促进标准职工之家的健康发展.
党的二十大提出在全社会弘扬劳动精神、奋斗精神、奉献精神、创造精神、勤俭节约精神,这为高校基层工会提高职工思想道德素质、引领单位风采风貌提供了根本遵循.本文分析了"五种精神"的科学内涵,指出劳动精神的核心地位,并结合基层工作实际,探究高校基层工会在弘扬"五种精神"中的职责、现状和不足之处,提出把握主体性逻辑、协调整体和部分的关系、处理内部和外部关系等意见建议.
新时代工会志愿服务体系的建构是社会治理体系和治理能力现代化的必然要求,在高质量发展建设共同富裕示范区的进程中具有重要意义.本文以问题为导向,在全面掌握当前浙江省工会志愿服务体系建构的基础上,分析难点和问题,提出浙江省工会志愿服务体系建构的策略和实现路径,以期为工会志愿服务制度化、规范化、专业化发展提供参考.
作为新就业群体,网约车司机在体面劳动实现过程中面临就业职位安全程度相对较低、技能收入安全程度相对较低、工作安全感较弱、代表安全性较差等问题,可以从深化维护网络平台劳动者权益、提高网络平台劳动者人力资本水平、深化网络平台劳动者服务阵地建设、构建和实施网络平台劳动者心理助推计划等四个方面进行解决.
由于新业态就业具有自由灵活的特点,从业门槛较低,使其成为就业的新增长点,但同时由于其较新的特性,目前在劳动关系相关的法律政策中与新业态相关的修订尚未完善,产生了一些新型的劳动保障权益侵害事件.应尽快构筑完备、精准的新就业形态社会支持制度体系及配套措施,从政策扶持、公共服务、社会保障和能力建设等方面加强新业态群体的劳动者权益保障.
随着平台经济的迅猛发展,新业态从业者剧增.由于我国现行法律对新业态劳动关系判定标准模糊及国家社会保障制度门槛设置等因素的制约,使得新业态从业者的职业健康权益保障存在漏洞.因此,构建独立于现行工伤保险体系的职业伤害保障制度,实现新业态从业者的职业安全保障权益势在必行.
目前,青年职工培训的课程主题设置较为随意,缺乏具有指导性的课程体系设置和针对性的科学研究支撑.针对这一问题,本文结合首都素质建设工程的运作经验,在职业发展理论的视角下,聚焦青年职工群体的发展特性,通过构建青年职工素质模型,呈现该群体的素质构成要素,以期为职业发展培训和个人能力发展规划提供整体视角的理论依据和课程设置参考.
共同富裕是中国特色社会主义的本质要求,推进共同富裕不仅要把握其理论体系和科学内涵,还应立足新发展阶段,充分认识并努力解决发展不平衡不充分问题.而工会在稳步推进共同富裕过程中要坚持以维护职工合法权益、提升职工生活品质为切入点,按照"思想引领、精神塑造、权益实现、保障兜底、机制推动"的基本思路,发挥作用,彰显作为.
工会干部是工会工作的核心力量,其能力素质水平在一定程度上决定了工会工作的质量.构建工会干部的能力素质体系并对其进行科学合理的评价,是推进工会干部能力素质提升工程的重要一环.本文以中国宝武钢铁集团有限公司工会为例,针对国有企业工会干部知识储备不高、学习动力不足等问题,探索国有企业工会干部能力素质评价体系的构建和改进建议,提出建立"阶梯式"工会干部培训体系、打造"三库一体"培训资源保障体系和完善以"效果导向"的培训评价机制,为国有企业工会干部能力素质提升提供理论支持及实践经验.
通过对北京市女职工的调研发现,针对女性的就业歧视仍有发生,且女职工权益维护知识较为缺乏,对自身劳动权益维护相关的内容认识不够充分.同时,用人单位负担重成为女职工权益维护的掣肘.结合实际情况,研究提出多措并举完善立法设计、多种渠道普及女职工权益维护知识、多管齐下建设家庭友好型工作场所、多方合力探索生育成本社会分担机制等对策建议,以更好地保障女职工权益.
In recent years, more and more enterprises have adopted forms of employment other than labor contracts, and the phenomenon of "labor-relationship trivialization" of enterprises in new industries has become prominent. The change in the form of employment has squeezed the space for the development of enterprises employing workers in accordance with the law, easily undermining the protection of workers’ rights and interests and bringing new situations and problems to the implementation of labor laws. To cope with this change, it is necessary to improve the effectiveness of the implementation of labor laws, establish a good order of employment,develop harmonious labor relations, and thus promote high-quality employment.
The right to rest is a legal right granted to workers by the Constitution and the law.Work systems such as "996", "715" and "007" infringe on this basic right of workers and violate the relevant laws. Through the analysis of relevant laws and regulations, this article points out that there are problems in the field of rest rights protection in China, such as weak operation of legal regulations, weak supervision and punishment, and insufficient awareness of workers’ rights, and puts forward targeted suggestions to promote the improvement of the working hours system and the realization of workers’ rights and interests under the new economic development.
Basic-level trade union cadres are close to the masses, and are the key to opening up the "last kilometer" of services to the public. Promoting the healthy and healthy development of grassroots trade union cadres is of great significance in promoting the cause of the labor movement and the high-quality development of trade union work in the new era. Due to their own reasons,institutional reasons and inadequate social support, grassroots trade union cadres have multiple conflicts between, outside and within their roles, which are not conducive to their healthy and sustainable development. To solve this problem, it is necessary to start from the self, system and source, take accurate role positioning, enhance the role connotation, improve the role background,make efforts to resolve the role conflict, and provide a good environment for grass-roots trade union cadres to work and start their business.
With the continuous promotion of the construction work of smart trade unions, their advantages are constantly displayed. Smart trade unions can make the information construction of university teaching councils better adapt to the online characteristics of workers, the current situation of diversified interests and demands and the requirements of school affairs disclosure. However, at present,there are still problems in the construction of the informatization of the teaching councils of colleges and universities, such as inadequate construction of mobile platform, the imperfect information release mechanism, and the insufficient application of new technologies. In order to promote the construction and development of intelligent trade unions, strengthening the informatization construction of university teaching councils must start from increasing the support of the university party and government,strengthening the construction of databases, improving the information interaction mechanism, and enhancing the information literacy of trade union cadres.
Regional collective bargaining systems have emerged with the collectivization shift of labor relations in China. The regional collective bargaining system has an endogenous mechanism that covers small and micro enterprises, and is driven by market-oriented reforms and balances the "strong capital and weak labor" pattern. Regional collective bargaining systems are operated by trade unions under the leadership of the Party and government. The trade unions have adopted institutionalized offers and a variety of strategies and techniques to expand the coverage of collective contracts, which also revealed shortcomings in terms of the subjects of consultation, the content of consultation, the role of consultation representatives and the effectiveness of contracts.In this regard, in terms of legislation, it is necessary to improve the laws related to collective bargaining collective contracts; in terms of institutional construction, it is necessary to enrich the connotation of the system and embed it organically in the regional social governance pattern; in terms of institutional application, it is necessary to achieve a rational return to the application of the system.
The professional management of union social workers is an important initiative and development direction to strengthen the construction of grassroots union cadres. If we want to realize the professional management of trade union social workers, we should gradually promote it by constructing a scientific management system, establishing a career development mechanism and perfecting a professional training system.
In the environment of accelerated economic globalization and the impact of the new crown pneumonia epidemic, the demand for non-standard labor employment with high flexibility and low employment threshold has been increasing. However, because of the problems of lagging recognition, lack of social insurance and hidden employment of enterprises, the traditional labor relations recognition standards will create many labor rights protection problems in the face of the new industry platform employment mode. In this paper, we explore the regulatory path of nonstandard labor employment in China, design a two-class model of non-standard labor relations access suitable for new industry platform employment, so as to lower the threshold of social insurance application, and propose key regulatory measures based on the new non-standard labor relations to promote the legal improvement and dispute resolution of such new employment models.
