Objects and types of social and labor relations

Objects of social and labor relations defined objectives, which seek to reach people at different stages of activity. For each level and type of social-labor relations have specific objects and relations among them.

Terms of social and labor relations at the individual level is the labor side of life: labor self-determination, professional orientation, training, hiring and firing, socio-professional development, professional training and retraining, training, quality of work, evaluation of work, remuneration for work; labor activities. A social-labor relations in manufacturing (micro) level, for example, between employees and employers may be personnel policy, which includes the full range of HR organizations and (or) its individual elements: certification of personnel, economic growth enterprise (company) , control and analysis of employment, labor organization, evaluation of work efficiency, rate setting, labor disputes and their development, labor motivation.

A social-labor relations at the territorial level is common to the economically active population of the administrative unit of labor problems, such as creating new jobs, support local producers, the level of training of workers, the state of social infrastructure in the region, improving the environmental situation and others.

A social-labor relations at the sectoral level are specific issues in these sectors. This may be the normalization of labor firms to establish branch minimum guarantees salary according to qualification and minimum payments and allowances to the specific production, ensuring proper working conditions, minimum of social guarantees and privileges, and others.

Terms of social and labor relations at the national (macro) level is the basic principles and norms of social and economic policy and labor relations, including the warranty work and productive employment, state protectionism in the labor market, creating favorable conditions for entrepreneurship, support for domestic producers ensuring the minimum guarantees in pay and other minimum social guarantees of social insurance, protecting the natural environment and so on.

A social-labor relations is based on the basic blocks problem: employment, work organization and efficiency, the need for economic growth, remuneration, social protection of employees of institutional analysis.

Institutional analysis covering economic, legal, social and psychological aspects of functioning of various types. Theoretical and practice proved that this method may be used in research of various aspects of social and labor relations.

A key feature of relationships at work is their subject. It is commendable multifaceted socio-economic phenomena and processes that are the subject of social and labor relations.

As the subject of individual relationships in the workplace are the specific side of working life of employees. Subject (group) socio-labor relations at the enterprise level in general act as part of personnel policy - salaries, personnel evaluation, certification training, career planning, staff rotation, staff development, etc. - as well as other issues of social and economic direction the solution of which directly or indirectly affects the quality of working life - the development of social sphere, environment protection etc.. In summary components of the object relations that are analyzed are:

Ø Labor Relations Employment;

Ø Labor Relations related to the internal regulations;

Ø Labor Relations related to the protection and working conditions;

Ø Labor Relations arising in connection with the development of staff (refresher courses, retraining, etc.);

Ø Labor Relations related to the organization of individual and collective work;

Ø Labor Relations in relation to evaluating individual qualities and results;

Ø Labor Relations arising in connection with the evaluation of individual qualities and results;

Ø Labor Relations arising in connection with compensation for labor services;

Ø Labor relations related to compliance with labor laws and treaties and agreements;

Ø Labor Relations with other work life issues.

Thus, virtually all parties working life is rightly regarded as a social and labor relations. Without prejudice of the specific socio-economic phenomena that are part of a social and labor relations, vyokremymo those that account for the largest "load" to regulate relations between employers and employees and their representative bodies: Labor Relations Employment Labor relations arising in connection with compensation for labor services (service work), Labor Relations, related to the organization and effectiveness.

The subject of social and labor relations has the organizational and legal consolidation, which is the legal form of contracts and agreements at various levels, to whom precede negotiations.

Types of social and labor relations characterize the ethical, psychological and legal forms of relationships in the work. Important role in shaping the types of social and labor relations plays a specific priority of the principles of their combination in the process of solving problems.

The basic principle of social and labor relations - legislative protection of rights in social and labor sphere, the definition of objects, subjects, order of interaction, the coverage areas of interaction of and enforcement of these rights.

For organizational forms distinguish the following types of social and labor relations:

• Partnership

• paternalism,

• competition,

• solidarity

• subsidiarity

• discrimination and conflict.

The principle of partnership involves the implementation of protection of interests of social and labor relations and their development policies in coordination of mutual priorities.

The principle of specificity is especially important in the implementation of targeted programs for social protection.

The principle of integration includes the mandatory interconnection and interoperability of all forms, elements and methods of social protection, organizing them into a single system at all levels of society.

Paternalism (State) provides virtually complete government regulation of social and labor relations. Paternalism at the enterprise level is based on the use of strict regulation of social and labor relations and is meant administration is caring about their employees.

Subsidiarity means to human aspiration and self samovidpovidalnosti in achieving their goals. The principle of subsidiarity is intended to prevent the transfer of responsibility to society.

The principle of solidarity - the ideal, produced by mankind in the process of socio-economic development, provides a shared responsibility of people based on personal responsibility, consistency and common interests.

Discrimination - is based on arbitrary unlawful restriction of the rights of subjects of social and labor relations. Discrimination possible when choosing a profession, for admission to higher education, in employment, with promotion, the wage in the enterprise benefits to employees. There is discrimination based on age, sex, nationality and so on.

The conflict - a clash of business interaction, caused by the opposite orientation goals, interests and opinions.

Labor dispute - a kind of a social conflict.

social labor relation employment