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长三角地区统一人力资源市场远没有形成,其主要原因是存在行政性障碍。一方面,各地方政府越位,给求人求职活动添加了许多限制,干扰了人力资源的市场配置。另一方面,在人力资源市场的规范、管理和监督,人力资源流动的公共服务等政府应作为的领域,许多工作又不到位。本文主要对行政性障碍的类型和化解思路进行研究,其创新之处在于提出了国家与地方政府的人力资源战略应该有所区别。
The unified human resources market in the Yangtze River Delta is far from being formed. The main reason is the existence of administrative obstacles. On the one hand, the offsides of various local governments have imposed many restrictions on seeking employment for job seekers, interfering with the market allocation of human resources. On the other hand, many of the tasks that governments should take as the norm, management and supervision of the human resources market, and public services for the flow of human resources are not well-placed. This paper mainly studies the types of administrative obstacles and their solutions, and its innovation lies in that the strategy of human resources between the state and local governments should be different.