劳动合同法下末位淘汰制的困境与出路[范文]

 末位淘汰制作为一种绩效考核的手段，一直备受争议。官方一直对末位淘汰制度持有否定的态度，因此，末位淘汰制度在现有法律框架下的合法生存空间几乎为零。但市场并没有因此将该制度淘汰掉，关于末位淘汰制的法律纠纷也日益增多，想要实现劳动者和用人单位和谐共赢的局面，必须通过各方共同努力，从而规范末位淘汰制度的实施。从企业角度来说，实行末位淘汰制度必须建立在科学的绩效考核体系之上，合理应用多种淘汰方式，将相对的末位和绝对的不能胜任标准相结合，这样既遵守了法律，又起到了精简机构、提高效率的作用。从法律层面来说，要完善劳动合同解除制度，对劳动者进行分层保护。除此之外，还要完善案例指导制度，充分发挥司法创制的功能，完善企业规章制度。

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关键词：末位淘汰制  劳动合同法  合法性 

THE PREDICAMENT AND OUTLET OF THE FORCED RANKING SYSTEM UNDER THE LABOR CONTRACT LAW ABSTRACT

The “forced ranking” system as a performance appraisal method has been controversial. The official has held a negative attitude to the “forced ranking” system, so the “forced ranking” system almosthas no legitimate living space under the existing law. But the system has not been eliminated by the market, the legal disputes about “forced ranking” system is increasing, to obtain the harmonious coexistence and win-win of employee and the employer, we must work together to regulate the implementation about “forced ranking” system. From the perspective of enterprises, implementation of the “forced ranking” system must be established on the basis of scientific performance appraisal system, variety of ways of elimination should be practiced, and the combination of the standard of relative bottom with the rule of absolute incompetence is also necessary. By these ways, not only the enterprises do obey the law, but also play a role in streamlining the organization and improving efficiency. From the point of view of legal, we should improve the system of labor contract termination and the layered protection of employee, Additionally, we also need to improve the system of case guidance, and exert the function of judicial creation fully, improve enterprise rules and regulations, to make sure the behaviors of enterprises are under the legal.

Key Words:  forced ranking; labor contract law; legitimacy

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