Since the reform and opening up, we have made brilliant achievements in all aspects, and the concept of human resource management in Socialism with Chinese characteristics enterprises has gradually taken shape. While summing up experience, we should also see some existing problems. Once upon a time, it seemed that the competitive advantage of low labor price in China, which was advocated by the whole society, caused the value of people to be seriously underestimated.
Looking back, the reform goal formulated by the CPC Central Committee and the State Council is to reform those production relations that are incompatible with the productive forces. However, in practice, it seems that we are racking our brains to reform the productive forces by various means: not by improving the management level and relying on employees to promote development, but by focusing on forcing employees to obey and reducing labor costs almost uncontrollably; From selling full-load work method to overload work; From reducing staff and increasing efficiency to compressing or even canceling welfare, the labor intensity is getting bigger and bigger; Regardless of the psychological and physical endurance of employees, fines are used instead of education, and "power" management is blindly implemented. Even put forward the slogan of "don't work hard today, try to find a job tomorrow" and implement the so-called seemingly reasonable "last elimination". These questions require us to reflect on Scientific Outlook on Development.
Scientific Outlook on Development demands that human resource management must be "people-oriented".
The so-called people-oriented supremacy is relative to material supremacy, which requires us to think from the perspective of human nature and human civilization, rather than maximizing material. According to Scientific Outlook on Development's requirements, managers must know how to "cherish the people's resources" and "the benevolent loves others". China is rich in labor resources, but this cannot be the basis for squandering human resources. Materialism is not the true nature of heroes, but human civilization is the reflection of justice.
From the perspective of human nature, the survival of others is the premise of their own survival and survival significance, which is determined by the social nature of human beings. The strategy of building a harmonious society is not only the basis of remolding social ideology, but also the content of new social ideology. A harmonious society is a society full of honesty, friendship and vitality, a society of fairness, justice, democracy and the rule of law, and a society in which man and nature live in harmony. The application of people-oriented concept in enterprise human resource management is to respect the human requirements of employees. Employees should be affirmed in value while getting reasonable labor remuneration. The personality, dignity and dignity of employees should be respected by employers, which will no longer make the relationship between managers and employees as tense and distrustful as that between employees, or even as hostile as competitors. Mental health and physiological balance make work a pleasure rather than a boring one, so that labor productivity will be effectively improved.
Scientific Outlook on Development understood and developed our society with a scientific attitude, and Scientific Outlook on Development asked us to obey the laws rationally to realize the all-round development of human beings and the all-round progress of society. The first is the all-round development of human beings, which is the basis of all-round development and progress of society. If human development is abnormal, that is, there is no love, then society is bound to be full of hostility and struggle. Regardless of other people's psychological and physical endurance, the behavior of forcing others intentionally or unintentionally and hysterically "strengthening" the behavior of managing employees as screws is actually mainly caused by an unhealthy psychology. In the process of "strengthening" others, I am also in a state of high tension and pressure. Those officials and some managers are nervous and out of control, and there are some factors that "strengthen" themselves and others. There is an old saying: only by cultivating one's morality can one rule the country and level the world. The development of a country lies in the happiness of its people, without which there can be no real social progress. And happiness is not just one aspect of material desire. When we can design the human resource management system of the employer according to the law of human nature development and social progress, we can form a harmonious labor relationship.
Relying on laborers is the basis of improving labor productivity and realizing economic benefits.
Scientific Outlook on Development requires employers to develop in an all-round, coordinated and sustainable way. To improve the economic benefit of employers lies in labor efficiency, and there are many ways to improve labor efficiency, no matter which method is more effective than increasing the labor intensity of employees and reducing labor costs. Extending working hours and refusing to pay the expenses for extending working hours according to law, on the one hand, employers bear the risk of legal sanctions, on the other hand, working too long will inevitably lead to excessive fatigue of workers, and the labor force will not be effectively restored, and its efficiency will not be very high.
According to the survey data, the speed of labor productivity in China has decreased year by year since 10, which is not unrelated to the so-called "intensive" management that harms the health of workers. If we make some efforts in training workers' skills and improving technical equipment, we can continuously and steadily improve labor efficiency; Try to arrange production in a balanced way to avoid a large extension of working hours; Paying attention to reducing waste and saving money doesn't mean that you can't afford the necessary extension of working hours. In addition, in the name of "strengthening" management, some units indiscriminately strictly check attendance and even raise fines to achieve the purpose of reducing labor costs, which is far from the connotation of management.
In fact, if employers can comprehensively use a variety of working hours systems according to the nature of different jobs, the management cost can be greatly reduced. The comprehensive application of various working hours systems can not only reduce costs but also win the praise of employees, and also enable employees to work happily and complete tasks well within effective working hours. The so-called "strengthening" management blindly implements the practice of "controlling pressure", which leads employees to work in a state of high tension and fatigue. In the event of casualties, the reputation and economic losses caused by those "strengthening" means cannot be offset by the so-called interests.
Employee participation in management is also a good way to improve efficiency and reduce labor costs. Relying on the collective efforts of employees, establishing and perfecting the democratic management system for employees is the correct choice to improve the efficiency of employers. The democratic management system for employees is an integral part of the laws of China. The Company Law, the Trade Union Law, the Labor Law and other laws clearly stipulate that the employer must establish and improve the system of employees' participation in management, and guarantee the employees' right to know, participate, make decisions and supervise. Employees' participation in management, first of all, is to respect employees' human rights and legal rights, so that employees' psychological and value needs can be met. At the same time, they can concentrate everyone's wisdom, make decision-making more scientific and avoid mistakes. More importantly, employees participate in decision-making, so that they can understand the significance and content of decision-making, so as to firmly implement decision-making. Only decisions that can be resolutely implemented can achieve the expected goal, which is the fundamental place to improve labor productivity and economic benefits.
Using Scientific Outlook on Development to Realize the Unity of Rule of Law and Rule of Virtue in Human Resource Management
Scientific Outlook on Development emphasizes fairness, justice, democracy and the rule of law, while respecting people. Article 4 of the Labor Contract Law clearly stipulates: "The employing unit shall establish and improve labor rules and regulations in accordance with the law to ensure that workers enjoy labor rights and perform labor obligations. When an employing unit formulates, modifies or decides the rules and regulations or major issues directly related to the vital interests of workers, such as labor remuneration, working hours, rest and vacation, labor safety and hygiene, insurance and welfare, employee training, labor discipline and labor quota management, it shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with trade unions or employee representatives on an equal footing. In the process of implementing rules and regulations and major issues, trade unions or employees have the right to propose to the employer and revise and improve them through consultation. The employing unit shall publicize the rules, regulations and major issues directly related to the vital interests of workers, or inform them. "
First of all, we should correctly understand the significance of labor rules and regulations. In our existing concept, Fiona Fang cannot be made without rules and regulations, so we understand rules and regulations as the basis for "rectifying" others. According to the Labor Contract Law, labor rules and regulations should provide "guarantee" for workers to enjoy their rights and perform their obligations. The so-called "guarantee" means providing convenience for workers to exercise their labor rights, providing better services for workers to fulfill their labor obligations and complete production tasks without setting obstacles. Only when workers' rights are duly respected can they devote themselves enthusiastically to their work.
Secondly, it is necessary to implement the "joint decision-making power" and formulate rules and regulations. In the existing concept of human resource management, the employer is the main body to formulate labor rules and regulations, and the laborer is only the passive executor of labor rules and regulations, and the laborer is engaged in labor under the management of the employer. This concept is undoubtedly a misunderstanding of the constituent elements of the employer. As an economic organization, employers are composed of capital and labor, both of which are indispensable. Therefore, both the representatives of capital "managers" and labor "laborers" have the same subject status. Therefore, the law stipulates the "joint decision-making power" in formulating labor rules and regulations, and the right of employees to participate in formulating labor rules and regulations should also be respected. Only when employees personally participate in the formulation of rules and regulations can they be effectively implemented.
Third, we should give full play to the role of trade unions. Trade union is a mass organization of the working class, which is formed by workers voluntarily. Its basic duty is to safeguard the legitimate rights and interests of workers. According to the provisions of the Labor Contract Law, trade unions represent employees and employers and have the ultimate right to "determine" labor rules and regulations. Therefore, the human resource management department of the employer must respect the status, rights and role of the trade union in the employer and closely cooperate with the trade union to do a good job in human resource management. Trade unions in China are not only responsible for safeguarding the legitimate rights and interests of workers, but also the coordinator of labor relations and the mobilizer of improving labor productivity. Fully embodying the role of trade unions in the concept of human resource management is undoubtedly a shortcut to mobilize the enthusiasm of workers and reduce the cost of human resource management.
Guided by Scientific Outlook on Development, the State Council, the Central Committee of the Communist Party of China has perfected the legal environment of human resources management in China, promulgated the Labor Law, the Labor Contract Law, the Regulations on the Implementation of the Labor Contract Law and the Regulations on Paid Annual Leave for Employees, and abolished the Regulations on Reward and Punishment for Employees and the Regulations on Dismissal of Employees who violate discipline. This requires employers to change the concept of human resource management, earnestly understand the spirit of law, establish a people-oriented concept of human resource management, fully respect the ownership of labor and laborers, and consciously abandon the so-called "strengthening" management and "control" to create a platform for laborers to work happily and improve their services.
Harmonious employers should be able to adjust conflicts of interest through legal and moral means, and moral concepts should be reflected in all aspects of human resource management. Employers' leaders and managers must establish the moral consciousness of putting people first and cherishing labor, which is more important in a power-centered society. Only a civilized human resource management system can ensure the sustainable development of employers.
It is of great significance for modern democratic society in China to use Scientific Outlook on Development to reflect on some specious, capital-oriented and power-strengthening concepts in China's human resource management concept and establish the concept of management science. In order to adapt to the era of economic globalization and lead the new trend of enterprise management, it is required that our human resource management work must take the road of Socialism with Chinese characteristics and create a more humanized human resource management system with China characteristics.
I don't know if this will work,