Enterprise Human Resource Management Labor Relations Research Paper

Part 1:

Human Resource Management (HRM), which began with Peter Drucker, the father of modern management, refers to the general term for the management, coordination, and allocation of activities carried out by enterprise labor relations management for its internal staff. Good human resource management is to enhance the effectiveness of the enterprise staff work and the key elements of the economic performance of enterprises. Enterprise human resource management mainly includes human resource planning, recruitment and staffing, staff training and development, work performance management, employee compensation and benefits management and labor relations management modules. Due to the nature of the enterprise's operations and tasks, human resources planning, recruitment, configuration, training, and employee performance and compensation management are essential core content of the enterprise's human resources management, while the enterprise labor relations management is often ignored, which not only directly affects the employees' personal interests and corporate culture, but also the stability of the workforce and the formation of the enterprise's own development and other negative consequences. Therefore, to strengthen the enterprise labor relations management, the formation of humane management mode, is the current enterprise human resources management of the important task.

First, the connotation of labor relations management

Labor relations management, mainly refers to the enterprise through the development of scientific, standardized management system, the labor relationship between the two sides (i.e., the enterprise and the staff) of the words and deeds of the norms and management, and then in the protection of the legitimate rights and interests of both sides on the basis of the construction and maintenance of internal harmonious and stable labor relations, and promote the stability of the enterprise. Stable labor relations, promote the stable operation and continuous development of the enterprise. Enterprise labor relations mainly refers to the formation of a variety of responsibilities and rights in the process of enterprise operation and management, which involves the main body contains internal and external levels, the internal level mainly includes enterprise owners, managers, ordinary staff, and the external level mainly includes the enterprise and its employees and trade union organizations.

The characteristics of labor relations

First, the marketization of labor relations is dominant. The dominance of the marketization of labor relations is affected by the continuous changes in China's economic system and economic structure, which is mainly manifested in the following aspects: First, labor relations basically return to the basic form of labor relations in the market economic conditions, that is, its employment as the basic form of economic and social relations based on the interests of both sides of the labor relations; secondly, the attribution of the labor relations is gradually entrepreneurial; thirdly, the market has played a fundamental role in the allocation of labor resources. resources allocation; Fourth, labor relations are gradually standardized to achieve legalization and contractualization of chatter. Second, labor relations are diversified and characterized by complexity and diversity. China's main economic system at the present stage determines the plurality of labor relations. With the continuous change of the market-oriented system, it also makes the labor relations present the characteristics of diversity and complexity. Affected by a variety of external factors, the complexity and diversity of labor relations are mainly reflected in the form of employment, while the diversity of labor relations is mainly manifested in the nature of enterprise ownership and organizational forms, then in the degree of standardization of labor relations is mainly manifested in the multi-level.

Three measures to strengthen the management of labor relations in the enterprise human resources management

(a) Strengthen the basic work, strengthen the management of labor contracts

Labor relations between labor and management start from the conclusion of the labor contract, to the termination of the labor contract. In the whole process of labor relations, labor contract management is crucial. First, it is necessary to develop a rigorous and standardized labor contract text. The eight legally mandatory clauses of the labor contract, such as duration, work content and workplace, working hours and rest and vacation, labor remuneration, unemployment insurance, labor protection, and protection against occupational hazards, must be complete, clearly expressed in writing, and free of ambiguity. In daily work, model templates must be formulated and maintained and updated in a timely manner, closely in line with changes in the external policy and regulatory environment, and changes in the enterprise's internal rules and regulations and conditions of welfare treatment. For special personnel, such as senior mature talents, it is necessary to sign special agreements, such as probationary period agreement, training agreement, professional prohibition agreement, etc., as additional terms of the labor contract (statutory provisions), clearly agree on the rights and obligations of both parties to safeguard the interests of both parties and avoid disputes. Secondly, using the human resources information management system, establish an employment contract management file for each employee. The effective date, termination date, contract duration, contract type, number of renewals, probationary period and other related matters are fully recorded for each individual. It also makes use of the function of automatic reminder of the expiration of labor contracts to fulfill the relevant procedures in a timely manner and improve management efficiency. Third, from the human resources department to the grass-roots units engaged in labor contract management staff, on the one hand, to strengthen learning, proficiency in relevant policies and regulations, and be able to work in practice according to the specific circumstances of the skilled and flexible application; on the other hand, we must establish a high degree of responsibility, fine management, and strict control. Timely fulfillment of labor contract signing, renewal, change and other related procedures, to eliminate the phenomenon of omission. For historical problems, we should find and clean up in time, and contact the parties in time. Once delayed, it will make the work passive, and the enterprise may face the risk of paying double salary compensation.

(2) Strictly control the personnel "in" and "out" of the two key links, to avoid legal risks

First, strict control, the development of strict personnel selection procedures to ensure that the introduction of The first is to make a strict selection process to ensure that the quality of the personnel can meet the requirements of the post qualification.

Second, strict pre-employment medical examination, to grasp the new entrants have no occupational contraindications, infectious diseases and other health problems. Once the problem is found, actively take countermeasures.

Third, strictly audit the curriculum vitae, qualification information authenticity, especially on the transfer of personnel with work experience in other enterprises should be necessary social background, family background investigation, to prevent risks. The "out" of personnel includes various situations such as transfer, resignation, removal, retirement and death. There should be a standardized workflow for each situation, and the workflow should be operated in strict accordance with the workflow, so as not to leave any hidden dangers or "tails", and to put an end to the arbitrariness of the implementation of the policy. Special attention should be paid to the transfer of files of personnel who resigned or transferred out. From practical experience, file transfer is easy to cause disputes 'key link. It is necessary to do a good job of communicating with the departing personnel, communicating with the receiving unit of the files, and retaining evidence after the transfer of files. The historical legacy of the file to take the initiative to deal with, "reduce the stock, control the increment", to fulfill the phone or letter to notify the parties, the newspaper statement and other procedures, and retain evidence, so that enterprises are in a proactive position.

(3) Strengthen the management of rules and regulations and review the legitimacy

Labor relations management is a highly policy-oriented work, must be a large number of national and local policies and regulations. This includes the Labor Law, the Law on Mediation and Arbitration of Labor Disputes, the Regulations on the Implementation of Labor Contracts, and relevant local policies and regulations. On the one hand, it is necessary to sort out the existing system, discover non-compliance and correct it; on the other hand, when formulating new rules and regulations, it is necessary to strictly rely on the law and eliminate the arbitrariness of the system's introduction. Only in this kind of legal, rules and regulations of the situation, the enterprise can be fair, fair treatment of employees, and to provide them with a healthy and safe working environment and reasonable remuneration, employees can also establish a sense of belonging and trust, only to be able to work seriously.

(4) Establishment of a sound mechanism for the prevention and handling of labor disputes

Firstly, communication should be strengthened to give full play to the fine tradition of ideological and political work of state-owned enterprises, and to build a platform for the creation of a harmonious labor relationship. To respect the workers, close to the workers, through meetings, interviews and other forms, listen to the real ideas of the workers, understand the actual difficulties of the workers, to help them solve problems. We also keep up with the development situation of the enterprise, deliver positive and active messages to the workers, and nip in the bud any problems that may lead to disputes. To make workers effectively understand, support and consciously abide by the rules and regulations of the enterprise, clear enterprise development is *** with the interests of labor and management is a cooperative and mutually beneficial relationship rather than confrontation.

Secondly, we should focus on the construction of enterprise culture, so that workers have a sense of identity and belonging to the enterprise. Carry out a variety of forms, colorful cultural and sports activities, to create a positive, healthy and harmonious corporate environment, to create a safe and comfortable working environment for employees, enhance the sense of responsibility and honor of the workers to work for the enterprise, to achieve leadership, workers, and the enterprise to live in harmony.

In short, labor relations is an important aspect of enterprise human resources management, through the understanding of labor relations and the analysis of its characteristics, we are y aware of its shortcomings, so we should face up to the problem and look for scientific ways to solve it, and constantly push forward. Enterprises should strengthen their own management, improve the overall quality of the management team, deal with the problem of labor relations, and create a good corporate cultural atmosphere, so that the enterprise more core competitiveness. In addition, we should learn from the success of other enterprises, and actively promote the rapid development of enterprise health.

Part 2:

Existing labor conflicts, whether it is Europe and the United States repeated outbreaks of the strike wave, or the current domestic enterprises show the "return of talent" and "labor shortage The phenomenon of "talent return" and "labor shortage" has revealed that the imbalance between the supply and demand of labor and management has the characteristics of regional, stage and industry. Behind the external manifestations such as high growth and low carbon economy, new and stable labor relations have become an important indicator of the vitality of enterprises. How enterprises can realize the management innovation of labor relations and establish new and harmonious labor relations has become an important topic of enterprise labor management innovation.

I. Analysis of the current situation of labor relations management in modern enterprises

(a) Imbalance in labor supply and demand

China's Ministry of Human Resources and Social Security survey research shows that since the financial crisis as of the third quarter of 20 **, the urban labor market The ratio of the number of people seeking employment has increased from 0.85 to 0.94, which indicates that there will be more employment opportunities in China, and to a certain extent, it has alleviated the employment difficulties and other problems. However, there are still a considerable portion of people in our country who are facing problems such as difficulty in employment, therefore, the relevant departments in our country still need to actively take effective measures to make up for this deficiency and promote the harmonious and stable development of our country; in addition, the structural imbalance in our labor market is serious. It is mainly reflected in: China's lack of high-quality, high-quality, high-skill workplace talents, while low-quality, low-quality, low-skill human resources are difficult to meet the needs of enterprises.

(2) regional and industry-wide supply and demand imbalance

At present, many labor-intensive enterprises in the eastern, central and western regions of China are facing recruitment difficulties. According to the National Bureau of Statistics survey research shows that: 20 ** the third quarter, China's recruitment of all enterprises with 22.5% of the recruitment of enterprises said that recruitment difficulties, and, accommodation and catering enterprises accounted for all the recruitment of 34.3% of enterprises, manufacturing enterprises accounted for all the recruitment of 24.7% of enterprises, the two ranked in the forefront of the recruitment of difficult enterprises.

(C) a variety of forms of employment coexist

labor contract system, China's enterprises from the traditional labor employment pattern of labor employment pattern gradually to the labor contract as the main labor employment pattern supplemented by labor contracts, in which the labor contract presents a diversity of labor contracts, such as fixed-term labor contracts, temporary and seasonal contracts, as well as open-ended labor contracts. contracts, temporary and seasonal contracts, and labor service contracts with no fixed term. On the other hand, the macroeconomic environment, with the increasingly fierce competitiveness among enterprises and the substantial increase in labor costs, has led to the rapid development of flexible employment in enterprises, which gradually tends to be flexible. However, compared with formal workers, other workers still have a series of management problems, not conducive to the development and healthy growth of enterprises.

(4) A variety of forms of employment makes labor relations tend to be complicated

A variety of forms of employment, enterprise labor relations tend to be complicated. To labor dispatch workers, for example, labor dispatch workers in the enterprise there are labor relations, job management relations and labor relations, so that the formation of the labor export unit, the input unit and the workers of the tripartite "triangular" relationship, this time the labor relations gradually tend to be complicated. At the same time, due to different forms of labor corresponding to different systems, with different treatment, and therefore will lead to vicious conflicts between enterprises; In addition, a variety of forms of labor coexistence mode, the enterprise labor workers are very likely to appear mixed post problem, that is, the laborers and other workers to pay the same labor force, but its compensation is far less than other workers.

Second, China's enterprise labor relations management innovation measures

For the traditional labor relations management, which is mainly reflected in the enterprise to sign a contract, labor disputes in the form of labor to achieve the transfer of information and exchange of labor workers. With the development of enterprises and the reform of the labor system, traditional labor relations management has been unable to meet the needs of enterprises, at this time need to take effective measures to promote the innovation of labor relations management. In summary, the innovation of labor relations management needs to start with the innovation of labor relations management system, the specific content is as follows:

(a) the establishment of a variety of forms of coexisting management system

With the rapid development of China's major enterprises, the innovation of the labor relations management system has been imminent. Therefore, the government labor department needs to analyze the current situation of the coexistence of multiple forms of employment in the enterprise, and comprehensively explore the potential shortcomings in the field of coexistence of multiple forms of employment, once the problem is found, the government labor department needs to be guided by the relevant laws and regulations and policies, targeted at solving and correcting the problems in the field of the coexistence of multiple forms of employment, so as to ensure that a variety of forms of employment to ensure the smooth and orderly development of the other hand, the enterprises are also required to provide the necessary information to the government labor department, so that the government can provide the necessary information to the enterprises. On the other hand, enterprises should combine their own job requirements and production and operation characteristics, constantly improve and standardize the management methods of multiple forms of employment, and further increase the implementation of their management methods, so as to promote the efficient operation of multiple forms of employment and fully reflect their value. In addition, enterprises should be based on the actual situation of a variety of forms of employment, a variety of forms of employment closely linked together, constructed in a variety of forms, the system is flexible organic whole and the operating mechanism, and thus play a positive role in enhancing the level of enterprise employment, reduce labor costs.

(b) Establishment of a modern enterprise labor relations management performance assessment system

Firstly, set up the labor relations management performance assessment indexes, and then analyze the influencing factors of the enterprise's labor relations management performance, and finally construct the assessment system of the labor relations management performance, so as to make it have a win-win labor relations management performance, including the win-win labor relations management operation mechanism and win-win high performance of labor relations management. Specifically to help employees master the process, steps and methods of performance appraisal and performance management and solutions; to enable employees to understand the significance and connotation of employee relationship management, and to improve the interpersonal and internal and external relationships within the company; to enable employees to master the correct handling of employee relationship conflicts, crises, and labor disputes within the enterprise, as well as to effectively carry out the management of dismissal and resignation; and to periodically The company's goal is to provide employees with the ability to correctly handle employee relations conflicts, crises, and labor disputes, as well as effectively manage dismissals and resignations.

(3) Improve the collective bargaining system, increase the implementation of the collective bargaining system

The collective bargaining system plays a very important practical significance in promoting the harmonious labor relations of enterprises. In recent years, as China's labor problems are becoming more and more prominent, attracted the attention of the government departments of our country, in response to the problem of our government departments promulgated the coordination of labor relations of the relevant laws, regulations and rules system. Moreover, China's trade union law clearly states that the tripartite consultation mechanism for labor relations (government labor administration departments, trade unions and enterprises) is the theoretical guidance and direction for solving labor relations problems. The collective wage consultation system should be extended to all industries, so that all eligible enterprises can carry out equal consultation, including collective wage consultation, and sign collective contracts; and a team of industrial collective wage consultation instructors should be set up to guide the enterprises in each industry in carrying out collective wage consultation and to train representatives of the trade unions of the enterprises to carry out collective consultation. At the same time, China's government departments and enterprises need to increase the implementation of the collective bargaining system, to avoid the improvement of the system in the form of bad phenomena, and effectively give full play to its value maximization.

(4) Implementation of EAP (Employee Assistance Program) program

At this stage, China's Fortune 500 companies, more than 90% of the enterprises to implement the EAP program, and achieved good results. In the current high-pressure modern society, the implementation of the EAP program can not be ignored, through the implementation of the EAP program to help alleviate the work pressure of the staff, help to enhance the staff's self-confidence, help to improve the staff's working mood, to overcome the bad hobbies, and help the staff to better use the new environment. Usually, the implementation of the EAP project is committed to three aspects: one is to tap the external pressure source, to avoid the influence of factors that cause stress; the second is to master the pressure processing method, to stabilize their own agitation, and learn to pressure channeling and elimination; the third is to change the weakness of the staff themselves, to build up the self-confidence of the victory over all the difficulties, and to standardize their own behavior patterns.

EAP means "Employee Assistance Program". Its core task is to organize professionals to explore the psychological and behavioral problems of employees and family members, and to be resolved, completely free from the worries of employees, so as to fully stimulate the enthusiasm of employees, autonomy, improve employee performance and improve the organizational climate and management.

The process of EAP employee assistance program includes investigation and analysis - questionnaire interviews, mental health education (psychological lectures, training), employee training or manager training, assessment (career planning), referral (crisis intervention), counseling (group counseling, personal inquiries or telephone), and personal assessment (corporate organizational assessment) and personal assessment of employees

EAP's The expected goals and core objectives of the EAP are from both the employee and the organization. On the one hand, it is necessary for employees to promote physical and mental health, help relieve stress, promote family harmony, improve interpersonal relationships, improve husband-wife and parent-child relationships, and assist in self-growth, as well as promote work-life balance. On the other hand, companies need to optimize their welfare systems, enhance employee happiness, boost employee morale, improve satisfaction indicators and reduce management costs as well as improve organizational performance.