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1.前言 1.Introduction

在当代经济发展过程中,员工关系增长越来越复杂,因此仔细分析劳动力市场最近的发展趋势以充分认识和客观评估劳动力市场现状变得尤为重要。事实上,如今，劳动力和传统对这一进程的看法开始改变,而不是把最后的转变归功于知识和信息的增加。

在这方面,彻底分析女性在劳动力市场的位置和他们在多大程度上改变了现代经济和员工关系的作用是极为重要的。传统女性就业处境与男性相比面临很大的困难，这已经不再是一个秘密,目前，探索这个现象是否依然存在以及试图跟踪现有的劳动力市场上女性和男性差别对待的原因是极为有必要的。

目前，对这样的现象有特定的定义，这些定义的元素表明了当今劳动力市场中男性和女性员工在现代经济发展过程中的差距。

In the contemporary economy, employee relations are growing to be more complicated and it is extremely important to carefully analyze the recent trends in the labor market in order to fully realize and objectively assess the current situation in this market. In fact, nowadays the labour and traditional views on this process start to change, not in the last turn due to the increasing role of knowledge and information.

In this respect, it is particularly important to thoroughly analyze the position of women in the labor market and the extent to which their role has changed in the modern economy and employee relations. It is not a secret that traditionally women were in a deprived position compared to men and this is it is necessary to find out whether this problem is still relevant as well as to attempt to trace the basic causes of the existing difference between men and women in the labour market.

In such a way, it will be possibly to eventually define the basic components that constitute the gap between men and women employees in the modern economy.

2.The current women’s position in the labour market

Speaking about the current situation in the labour market, it should be pointed out that it has really changed compared to the situation that could be observed a few decades ago. First of all, the labour market demands and its structure are changing and what is more the gender difference has a trend to gradually decrease that, though, does not necessarily mean that they have already disappeared. In fact, nowadays the growth of new industries stimulated by the rapid development of new technologies, especially in the sphere of IT, creates the situation when the labour market demand on physical semi-qualified or non-qualified labour force gradually decreases.

As a result, the role of information and knowledge is growing and in the future this trend may become dominant. Naturally, in such a situation, some economic theories concerning labour need to be improved or precised. In this respect, it is worthy of note the human capital theory which traditionally defines human capital as “a way of defining and categorizing peoples’ skills and abilities as used in employment and as they otherwise contribute to the economy” (Walby and Olsen 102).

Briefly speaking, it is possible to say that, according to this theory, labour is one of the highest value the employees possess and, to a certain extent, labour is a cornerstone of employee relations. This is why it is very important for an employee to be competitive in the labour market that can be archived only through the high level of his/her skills and abilities he/she can offer to the market, or literally to employees.

In fact, it is hardly possible to underestimate the role of human capital in employees relations since human capi本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。