A Study Of Atypical Employment In Enterprises

Under the new economic circumstance, enterprises seek to transform and innovate in many respects in order to deal with the intense competition and meet the requirement of strategy development. In the guidence of human resource strategic management, enterprises continuously change and attempt various employment modes, synthetically using mixed employment modes instead of the single and long-term system so as to make maximum profit and enhance competitiveness. Atypical employmnet modes are the kind of elastic and flexible employment modes, which not only meet the need of era and enterprise but also provide effective way of alleviating the employment pressure.Atypical employment modes save the cost of employment, utilize employees’ advantages and specialities effectively, and at the same time, they also provide flexible working modes, elastic working time and place, which are helpful for emplyees to balance job-family relationship. Based on the theory of SHRM and the development history and current situation of atypical employment, this article analyses the driving factors of atypical employment development from the macroscopic and microscopic aspects seperately, and constructs the analysis system. However, there are some common drawbacks. From enterprises’perspective, the problems are employees’shortage of enterprise culture, achievement management issues, management and ownership of intellectual property rights and deficient incentive for atypical employees. And from the view of employees, the problems, such as unfair treatments, common employers and collective bargaining rights, psychological contract violation risk, decreasing employment safty, lacking of sense of ownership, unpretected laborers’rights and interests, etc., are continually popping up.In the context of financial crisis, it’s necessary for governmnet, enterprise and labour union to make a joint effort to solve the aboved issues and eventually provide sound environment for the development of atypical employment. In order to regain the cost advantages, enterprises rely on this kind of employment stronger and stronger to make the atypical employment more and more popular. Atypical employment has several trends: rapid expansion, externalizing of management and uneven distribution. That means that the market and the government must make the reasonable guide and norm. This article will provide some policy recommendations for the problem of the development of non-standard employment.