Boasting the advantages of being convenient , flexible and cost-efficient, labor dispute mediation be-comes the first recourse in resolving labor disputes , which is conducive to addressing labor disputes in a timely manner and constructing a harmonious labor relationship among relevant parties .The Labor Dispute Mediation and Arbitration Law of the People ’ s Republic of China promulgated seven years ago in the face of growing labor disputes in China has failed to give fully play to its intended purposes in terms of settling labor disputes in an impartial and timely manner , protecting the legal rights and interests of parties concerned , and promoting harmonious and stable labor relations.To counter these problems, some of which are deep-seated ones, this paper proposes restructuring China ’ s current labor dispute mediation model by giving priority to the role of mediating organizations in different regions and industries in resolving labor disputes .First and foremost , local trade unions and guilds are most prefer-able in serving as mediation organizations in that they are more professional and are independent of corporate trade unions.Then, great importance should be attached to reinforcing the work of pre-arbitration mediation on the part of independent mediation and arbitration institutions .In addition, efforts must be made to improve the internal cor-porate complaint and negotiation mechanism , while focusing on dispute prevention and long-term communication , and bringing about the transformation of the current internal mediation mode into one featuring internal negotiation and external mediation .%劳动争议调解具有简便、柔性化、成本低的优势，是解决劳动争议的第一道防线，有利于劳动争议事件及时处理和构建企业和谐的劳动关系。我国实施《劳动争议调解仲裁法》至今已有7年，然而面对日益增长的劳动争议事件，劳动争议调解机制未能发挥出应有的作用，职工对其信任度低、企业内调解成功率低、企业外调解组织不健全的状况，加大了后续仲裁和诉讼机制的压力。本文针对这些现状挖掘深层次的问题，提出重构我国劳动争议调解模式，着重完善区域性、行业性劳动争议调解组织的作用。依托于地方工会、行业工会的劳动调解组织，其专业性更强，且独立于企业工会之外，可以作为调解机构的首选；同时做大做实独立的调解仲裁院，加强裁前调解工作；此外要健全企业内部申诉与协商机制，注重争议预防与长效沟通，将目前的内部调解为主的模式转化为内部协商、外部调解的模式。
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