工商管理留學生dissertation格式模板-The significance of Labor Contract Law

Since the reform and opening up policy in China, due to the change of the economic system, China's labor relations have had a significant change, for example, the status of workers and labor relations of distribution, the original egalitarianism is replaced by the new multiple distribution system with distributing according to one's work as the principle part. According to relevant statistics, the individual, private and foreign economy continue to grow and develop, the old regulations and laws of labor relations have been unable to effectively govern and regulate the emerging labor relations. A large number of illegal employment phenomenons are occurred in the individual, private and foreign economy. Many illegal employment practices are reported by the media, causing a very large response in the community and asking for the development and introduction of the Labor Contract Law. The development of Labor Contract Law is inevitable to adjust the labor relations and establish and develop a harmonious society in China.

由于中國的改革開放政策，由于經濟體制的變化，中國的勞動關系產生了顯著的變化，例如，工人和分配勞動關系的狀態，原來的平均主義被替換為新的多配電系統，根據自己的工作為原則的一部分分發。據有關資料統計，個體，私營和外資經濟的持續增長和發展，勞動關系的舊的法律法規已無法有效地治理和規范新出現的勞動關系。是發生在個體，私營和外資經濟的大量非法就業現象。許多非法用工行為都是經媒體報道后，引起社會很大的響應，并要求勞動合同法的制定和出臺。勞動合同法的發展是必然的，調整勞動關系，建立和發展和諧社會的中國。

The serious lagging phenomenon in the implementation of the labor law asks for the adjustment of the new laws and regulations. If it doesn’t adjust immediately, labor risks may evolve into social risks, even political risks, then they will trigger the social chaos. The requirements of social progress and civilization call for the introduction of Labor Contract Law. In January 1, 2008, the Labor Contract Law is formally introduced; marking the basic labor-related legal framework is established in the China's market economy system. On the basis of labor law, Labor Contract Law includes many new labor relations in the adjustment range, filling gaps in the labor law system. It is the milestone in the process of China’s law of labor force protection. Apparently, Labor Contract Law has a major significance in the political, social and economic level.

The new Labor Contract Law advocates the establishment of harmonious and stable labor relations which is proved to be the correct direction through the development of labor relations in many countries of the world. It is conducive to enhance employees' sense of belonging and security, employees’ loyalty, corporate cohesion and encourage the enterprise to increase investment in human resource, strengthen employee training, improve the quality and ability of employees and help employees achieve their career planning. It is effective for the Chinese enterprises to establish long-term and harmonious labor relations after the reform and opening up policy. #p#分頁標題#e#

The new Labor Contract Law strengthens the detailed implementation which is useful for the enterprises to follow. After the changes in corporate human resource management caused by the implementation of the new Labor Contract Law, it can be seen that the promulgation of new Labor Contract Law has a strong shock to most enterprises, forcing employers to rethink and reorient the relationship between the human resource management and labor relations management behavior. At first, the entrepreneurs think the corporate labor costs will increase, affecting corporate profits, especially for the labor-intensive enterprise with a thin profit. In fact, according to the law-abiding businesses, the increased costs are few; it mainly increases the labor costs of the illegal enterprise, which is inevitable for some illegal enterprises to collapse at last.

新勞動合同法強化了詳細的實施是為企業遵循有用。后的變化所造成的新勞動合同法的實施企業人力資源管理中，可以看出，新勞動合同法的頒布具有很強的沖擊大多數企業，迫使雇主重新思考和調整人之間的關系資源管理和勞動關系管理的行為。起初，企業家認為企業的勞動力成本會增加，影響企業利潤，尤其是對勞動密集型企業，微利。事實上，根據守法企業，增加的成本是很少的，它主要是增加了違法企業，這是不可避免的一些非法企業崩潰，最后的勞動力成本

At present, most of the enterprises are positive to respond to the changes of the labor market and the legal environment due to the implementation of the new Labor Contract Law, exploring the adjustment of corporate human resource management strategy and measures. In the context of the new Labor Contract Law, how to make the corporate human resource management adjust it? For example, what kind of employment policy is the choice of the employer? What are the advantage and the disadvantage of these employment policies? How to ensure the effectiveness of corporate remuneration policy? This article around the new Labor Contract Law, on the basis of the analysis of the contents and significance of the new Labor Contract Law, analyzes the impact on corporate human resource management especially on the recruitment and compensation, expands the survey questionnaire, and proposes the suitable and scientific human resource management in the context of the new Labor Contract law, so as to establish long-term stable employment relationship and improve the development of the enterprises.

Research significance

Theoretical significance

(1) Some experts analyze the corporate employment in the background of the new Labor Contract Law from different perspectives; some scholars carry out the empirical studies according to the implementation situation of the new Labor Contract Law; however the research that the impact of the new Labor Contract Law on corporate human resource management. As a result, the article tries to analyze the impact of the new Labor Contract Law on corporate human resource management, enriching the research perspectives. As the new Labor Contract Law advocates the long-term stable employment relationship between the enterprises and employees, the long-term stable labor relations are one of the typical characteristics of the internal labor market, and the employment policies are one of the factors of the establishment of the internal labor market, so it also enriches the internal labor market theory.

(2) The change of the corporate human resource management can not be separated from the changes of the surrounding political, economic, legal environment; the implementation of the new Labor Contract Law has had a great impact on the business community. This article summarizes the research affecting enterprise development of many scholars to propose the impact of the new Labor Contract Law on the human resource management. The article uses the comparative analysis method, comparing to the laws and regulations before the implementation of Labor Contract Law to analyze the impact of Labor Contract Law on corporate human resource management. The analysis is mainly from two aspects: one is that the impact of Labor contract Law on the labor costs of the enterprise; the other is that the impact of the new requirements of the   Labor Contract Law on human resource management.

(3)The previous studies of the new Labor Contract Law mainly focus on the impact on the employment policy which is one of the aspects of the human resource management, but less study of impact on the overall human resource management, the scope of this article is to study the impact on the human resource management of the entire enterprise.

Practical significance

(1) The article develops and validates the scale to understand the impact of the new Labor Contract Law on corporate human resource management especially on the recruitment and the compensation and sum up the change of corporate human resources management policies. It also analyzes the response behavior to the after the new Labor Contract Law from the quantitative angle, giving appropriate inspiration to other enterprises.

(2)The results of the study will give revelations to the government, the government should first ensure to build and improve the free flow of external labor market, actively assisting enterprises to establish long-term and stable employment relationship, and provide help to the enterprises, such as cutting taxes to reduce the labor costs. The new employment policies of the enterprise will have a negative impact as well, the workers who have low competitiveness and low quality may be unemployed, so the government should take measures to improve the workers’ quality and competitiveness, such as occupational training, meanwhile, the employees should improve employability ability.

(3) The results of this study will be a good chance for the trade unions and employees to have a better understanding of positioning and the employer’ attitude, which combines with the implementation of the new Labor Contract Law, then take the appropriate measures to protect the rights and interests of employees. 

(4)The results of the study can show the change of concept of enterprise employment. The enterprises should regulate the employment, insisting on the establishment of long-term and stable labor relations and strengthening human resource management to improve employee motivation and work efficiency.