Human resource management originated from peter drucker, the father of modern management, which refers to the management, coordination and allocation of internal employees by enterprise labor relations management. Good human resource management is the key factor to improve the work efficiency of employees and the economic benefits of enterprises. Enterprise human resource management mainly includes human resource planning, personnel recruitment and allocation, staff training and development, work performance management, staff salary and welfare management and labor relations management. Due to the operational nature and tasks of enterprises, human resource planning, recruitment, allocation, training, employee performance and salary management are all essential core contents of enterprise human resource management, but the management of enterprise labor relations is often neglected, which not only directly affects the vital interests of employees and corporate culture, but also has negative consequences for the stability of the workforce and the development of enterprises themselves. Therefore, strengthening the management of labor relations in enterprises and forming a humanized management model are the important tasks of human resource management in enterprises at present.

First, the connotation of labor relations management

Labor relations management mainly refers to standardizing and managing the words and deeds of both sides of labor relations (that is, enterprises and employees) by formulating a scientific and standardized management system, effectively constructing and maintaining harmonious and stable labor relations within enterprises on the basis of safeguarding the legitimate rights and interests of both sides, and promoting the stable operation and sustainable development of enterprises. Enterprise labor relations mainly refer to various responsibilities and rights relations formed in the process of enterprise management. The subjects involved include internal and external levels. The internal level mainly includes enterprise owners, managers and ordinary employees, while the external level mainly includes enterprises, their employees and trade unions.

Second, the characteristics of labor relations

First, the marketization of labor relations is dominant. The leading position of the marketization of labor relations is influenced by the constant changes of China's economic system and economic structure, mainly in the following aspects: first, labor relations basically return to the basic form of labor relations under the market economy, that is, the basis of its economic and social relations with employment as the basic form is the interests of both sides of labor relations; Second, the ownership of labor relations is gradually becoming an enterprise; Third, the market has played a fundamental role in the allocation of labor resources; Fourth, we should gradually standardize labor relations and realize legalization and contract. Second, labor relations are diversified, showing complex and diverse characteristics. China's current main economic system determines the diversification of labor relations. With the continuous reform of the market-oriented system, labor relations are characterized by diversity and complexity. Influenced by various 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 reflected in the nature of enterprise ownership and organizational form, so the standardization of labor relations is mainly reflected in multiple levels.

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

(A) to strengthen the basic work, strengthen the management of labor contracts

The labor relationship between the employer and the employee begins with the conclusion of the labor contract and ends with its termination. In the whole process of labor relations, labor contract management is very important. First, we must formulate a strict and standardized labor contract text. The term, work content and place, working hours and holidays, labor remuneration, unemployment insurance, labor protection and occupational hazard protection of a labor contract must be complete and clearly stated in words, and there must be no ambiguity. In daily work, it is necessary to formulate a model template, closely combine the changes of external policies and regulations, internal rules and regulations of enterprises, welfare benefits, etc., and maintain and update the model in time. For special personnel, such as senior mature talents, special agreements, such as probation agreement, training agreement, occupational prohibition agreement, etc., should be signed according to the actual situation of individuals as additional terms (statutory terms) of the labor contract, clearly stipulating the rights and obligations of both parties, safeguarding the interests of both parties and avoiding disputes. Second, use the human resource information management system to establish the labor contract management file of each employee. Record everyone's effective date, termination date, contract term, contract category, renewal times, probation period and other related matters. And use the automatic reminder function of labor contract expiration to fulfill relevant procedures in time to improve management efficiency. Third, the staff engaged in labor contract management from human resources departments to grass-roots units should, on the one hand, strengthen their study, master relevant policies and regulations skillfully, and use them skillfully and flexibly according to specific conditions in their work practice; On the other hand, we should establish a high sense of responsibility, fine management and strict control. Timely perform the relevant procedures such as signing, renewing and changing the labor contract, and put an end to the phenomenon of missing signing. For problems left over from history, we should find and clean them up in time and contact the parties in time. Once delayed, the work will be passive, and enterprises may face the risk of paying double salary compensation.

(2) Strictly control the two key links of "entry" and "exit" of personnel to avoid legal risks.

First, strictly control the customs and formulate strict personnel selection procedures to ensure that the quality of imported personnel can meet the requirements of post qualifications.

Second, strictly carry out pre-employment physical examination to find out whether the new recruits have health problems such as occupational contraindications and infectious diseases. Once problems are found, take active measures to deal with them.

The third is to strictly examine the authenticity of resumes and qualification information, especially for those who have worked in other enterprises, necessary social and family background surveys should be conducted to prevent risks. The "exit" of personnel includes various situations such as transfer, resignation, delisting, retirement and death. In all cases, there must be a standardized workflow, which should be operated in strict accordance with the workflow, leaving no hidden dangers and "tails" and putting an end to the arbitrariness of implementing policies. Special attention should be paid to the file transfer of those who leave and transfer jobs. From the practical experience, file transfer is the key link that easily leads to disputes. It is necessary to do a good job in communication with resigned personnel, communication with file receiving units, and evidence retention after file transfer. It is necessary to take the initiative to deal with historical archives, "reduce the stock and control the increment", and perform procedures such as informing the parties by phone or letter, publishing a statement in the newspaper, and retaining evidence, so that enterprises can take the initiative.

(three) to strengthen the management of rules and regulations and legal review.

The management of labor relations is a highly policy-oriented job, and it needs to know a lot of national and local policies and regulations. Including Labor Law, Labor Dispute Mediation and Arbitration Law, Regulations on the Implementation of Labor Contract and relevant local policies and regulations. On the one hand, we should sort out the existing system, find out the non-compliance phenomenon and correct it; On the other hand, when formulating new rules and regulations, we should strictly take the law as the basis and put an end to the arbitrariness of the introduction of the system. Only when there are laws to follow and rules to follow, can enterprises treat employees fairly, provide employees with a healthy and safe working environment and reasonable salary, and employees can also establish a sense of belonging and trust and work hard.

(four) to establish and improve the labor dispute prevention and handling mechanism.

First, strengthen communication, give play to the fine tradition of ideological and political work in state-owned enterprises, and build a platform for creating harmonious labor relations. We should respect and approach workers, listen to their real thoughts, understand their practical difficulties, and help them solve problems through meetings, interviews and other forms. And keep up with the development situation of the enterprise, send positive information to employees, and eliminate some problems that may cause disputes in the bud. Let employees understand, support and consciously abide by the rules and regulations of the enterprise, and make it clear that the development of the enterprise is the interest of * * *, and the labor-capital relationship is cooperation and mutual benefit rather than confrontation.

Second, we should pay attention to the construction of corporate culture, so that employees have a sense of identity and belonging to the enterprise. Carry out colorful cultural and sports activities, create a positive, healthy and harmonious enterprise environment, create a safe and comfortable working environment for employees, enhance employees' sense of responsibility and honor in working for the enterprise, and realize the harmonious coexistence of leaders, employees and enterprises.

In a word, labor relations is an important aspect of enterprise human resource management. Through the understanding of labor relations and the analysis of its characteristics, we deeply realize its shortcomings, so we should face up to the problems, find scientific methods to solve them, and keep innovating. Enterprises should strengthen their own management, improve the overall quality of the management team, handle the problems of labor relations, create a good corporate culture atmosphere, and make enterprises more competitive. In addition, we should learn from the successful experience of other enterprises and actively promote the healthy and rapid development of enterprises.

Article 2:

Judging from the existing conflicts between employers and employees, both the frequent strikes in European and American countries and the phenomenon of "talent return" and "labor shortage" in domestic enterprises have exposed the regional, phased and industrial characteristics of the imbalance between supply and demand of talents between employers and employees. Behind the external manifestations such as high growth and low-carbon economy, new and stable labor relations have become an important indicator to measure the vitality of enterprises. How to realize the innovation of labor relations management and establish a new type of harmonious labor relations has become an important topic of enterprise labor management innovation.

First, the analysis of the current situation of labor relations management in modern enterprises

(A) imbalance between labor supply and demand

According to a survey in Ministry of Human Resources and Social Security, China, since the financial crisis, the demand ratio of urban labor market has increased from 0.85 to 0.94 by the end of the third quarter of 20**, which indicates that there will be more employment opportunities in China and the employment difficulties will be alleviated to some extent. However, a considerable number of people in China still face employment difficulties. Therefore, China's relevant departments still need to actively take effective measures to make up for this defect and promote China's harmonious and stable development. In addition, the structural imbalance of China's labor market is serious. Mainly reflected in: China lacks high-quality, high-quality and high-skilled post talents, while low-quality, low-quality and low-skilled human resources are difficult to meet the needs of enterprises.

(B) regional and industry imbalance between supply and demand

At present, many labor-intensive enterprises in the eastern, central and western regions of China are facing the problem of recruitment difficulties. According to a survey conducted by the National Bureau of Statistics, in the third quarter of 20**, 22.5% of all recruitment enterprises in China indicated that it was difficult to recruit workers, accommodation and catering enterprises accounted for 34.3% of all recruitment enterprises, and manufacturing enterprises accounted for 24.7% of all recruitment enterprises, all of which were in the forefront.

(C) A variety of forms of employment coexist

Under the background of labor contract system, the employment mode of Chinese enterprises has gradually changed from traditional labor employment to labor contract supplemented by labor employment, among which labor contracts are diversified, such as fixed-term labor contracts, temporary and seasonal contracts, and open-ended labor contracts. On the other hand, in the macroeconomic environment, with the increasingly fierce competition among enterprises and the substantial increase in labor costs, flexible employment methods have made great progress in enterprises, and at this time, the employment methods of enterprises have gradually become flexible. However, compared with regular workers, other workers still have a series of management problems, which are not conducive to the development and healthy growth of enterprises.

(D) A variety of forms of employment make labor relations tend to be complicated.

Under various forms of employment, the labor relations of enterprises are becoming more and more complicated. Taking labor dispatch workers as an example, there are labor relations, post management and labor relations among labor dispatch workers in enterprises, which leads to a triangular relationship among labor export units, labor import units and workers. At this time, labor relations have become more and more complicated. At the same time, because different employment forms correspond to different systems and have different treatments, it will lead to vicious contradictions among enterprises; In addition, under the mode of coexistence of various forms of employment, enterprise workers are likely to have mixed jobs, that is, workers pay the same labor as other workers, but their remuneration is far less than other workers.

Second, China's enterprise labor relations management innovation measures

For the traditional management of labor relations, it is mainly reflected in the information transmission and exchange between workers in the form of signing contracts and resolving labor disputes. With the development of enterprises and the reform of labor system, the traditional labor relations management can no longer meet the needs of enterprises, and effective measures must be taken to promote the innovation of labor relations management. To sum up, the innovation of labor relations management needs to start with the innovation of labor relations management system, and the specific contents are as follows:

(A) to establish various forms of employment management system.

With the rapid development of major enterprises in China, it is urgent to innovate the labor relations management system. Therefore, the government labor department needs to analyze the present situation of the coexistence of various forms of employment in enterprises and comprehensively explore the potential disadvantages of the coexistence of various forms of employment. Once the problem is found, the government labor department needs to solve and correct the problem of coexistence of various forms of employment under the guidance of relevant laws and policies to ensure the stable and orderly development of various forms of employment; On the other hand, enterprises combine their own job requirements and production and operation characteristics, constantly improve and standardize the management methods of various forms of employment, further strengthen the execution of their own management methods, promote the efficient operation of various forms of employment, and fully reflect their value. In addition, enterprises should, according to the actual situation of various forms of employment, closely contact with various forms of employment, build an organic whole and operating mechanism with various forms and flexible systems, and play an active role in improving the level of employment and reducing the cost of employment.

(B) the establishment of modern enterprise labor relations management performance appraisal system

Firstly, the performance evaluation index of labor relations management is established, then the influencing factors of enterprise labor relations management performance are analyzed, and finally the performance evaluation system of labor relations management is constructed, so that it has a win-win operation mechanism and a win-win high performance of labor relations management. Specifically, it is to help employees master the processes, steps, methods and solutions of performance appraisal and performance management; It can make employees understand the significance and connotation of employee relationship management and improve the interpersonal relationship and internal and external relations within the company; The purpose is to enable employees to correctly handle employee relations contradictions, crises and labor disputes within the enterprise and effectively manage dismissal and resignation; Regularly coach employees to master how to scientifically design the salary system of enterprises to reflect fairness; And how to use the incentive compensation system to retain outstanding talents.

(three) improve the collective bargaining system, increase the implementation of the collective bargaining system.

Collective negotiation system is of great practical significance for promoting harmonious labor relations in enterprises. In recent years, with the increasingly prominent labor problems in China, it has attracted the attention of our government departments. In view of these problems, Chinese government departments have issued relevant laws, regulations and rules to coordinate labor relations. Moreover, China's trade union law clearly points out that the consultation mechanism among the three parties of labor relations (government labor administrative departments, trade unions and enterprises) is the theoretical guidance and direction for solving labor relations problems. Extend the wage collective bargaining system to all industries, so that all qualified enterprises can carry out equal consultation including wage collective bargaining and sign collective contracts; Establish a team of instructors for collective wage negotiation, guide industrial enterprises to carry out collective wage negotiation, and train trade union representatives of enterprises. At the same time, Chinese government departments and enterprises need to strengthen the implementation of the collective consultation system, avoid and improve the system as a mere formality, and give full play to its value maximization.

(d) Implementation of employee support programme projects

At present, more than 90% of the Fortune 500 enterprises in China have implemented EAP projects and achieved good results. In today's high-pressure modern society, the implementation of EAP projects by enterprises can not be ignored. The implementation of EAP project will help to relieve employees' work pressure, enhance their self-confidence, improve their work mood, overcome their bad habits and help employees better use the new environment. Under normal circumstances, the implementation of EAP projects is devoted to three aspects: first, tapping external pressure sources to avoid influencing factors that cause stress; Second, master the methods of dealing with stress, stabilize one's anxiety, and learn to relieve and dissolve stress; The third is to change employees' own weaknesses, establish self-confidence to overcome all difficulties, and standardize their own behavior patterns.

EAP means "Employee Assistance Program". Its core task is to find and solve the psychological and behavioral problems of employees and their families by organizing professionals, so that employees can completely get rid of their worries, thus fully stimulating their work enthusiasm and autonomy, improving their work performance, improving organizational atmosphere and management.

The process of EAP employee assistance plan includes investigation and analysis-questionnaire interview, mental health education (psychological lectures and training), employee training or manager training, evaluation (career planning), referral (crisis intervention) consultation (group consultation, personal interview or telephone call), personal evaluation (enterprise organization evaluation) and personal evaluation of employees.

The expected goal and core goal of EAP come from employees and enterprises. On the one hand, employees need to promote physical and mental health, help relieve stress, promote family harmony, improve employee interpersonal relationship, improve husband-wife relationship and parent-child relationship, assist self-growth and promote work-life balance. On the other hand, enterprises need to optimize welfare system, enhance employee well-being, boost staff morale, improve satisfaction index, reduce management costs and improve organizational performance.