Study On The Employment System Of State-owned Enterprises In China

Abstract: An efficiency employment system is closely related to the developmentdegree and sustainable growth of state-owned enterprises. Since reform andopening-up, our country has entered a profound changes period of economy andsociety. In the process we have gained experience and as well learned lessons. Areasonable system of employment is a crucial issue for an enterprise. Today labormarket is the most important part in recruitment, the changes are planning to market,permanent workers to contract workers. For some specific reasons there are someproblems in the employment system, and these are barriers to the enterprisesdevelopment, these are against the "modern enterprise system" we try to build. Somestate-owned enterprises have made some certain positive response and effectivemeasures on it. However they do not get noticeable result just because lacking ofscientific theoretical guidance.Based on the reasons above, this paper will take employment system instate-owned enterprise as the research subject, apply relevant theories in institutionaleconomics&labor economics. Take theoretical analysis and empirical analysis onemployment system in state-owned enterprise. Finally summing-up the differencebetween domestic and foreign enterprise. Taking transaction costs into account willstrengthening the research depth. This research is a development of human resourcemanagement theory. It is good for maintaining social harmony&justice, also theall-round development of social economy.This paper can be divided into six chapters. Details as Follows:Chapter1is the exordia Mainly about the research background and significance,then the research status domestic and foreign. Finally, the research methods, structure,innovation and deficiencies in the process.Chapter2is the theoretical basis of employment system in state-ownedenterprise. We take an general view on The related theory, find the guiding effect to this research.Chapter3is theoretical analysis of employment system in state-owned enterprise.This chapter is a theoretical analysis on employment system, and provide a theoreticalbasis for the system reform.Chapter4is mainly a review of the employment system changing course instate-owned enterprise, and the different characteristics under each historical period.Chapter5is drawing lessons from employment system in foreign enterprise.This chapter analyse employment system both in developed countries and developingcountries, Learn their experiences and avoid their mistakes. The research can help tobuild a effectiv&efficient employment system in state-owned enterprise under thebackground of economic globalization.Chapter6put forward countermeasures. On the basis of the above analysis putsforward countermeasures and suggestions to improve the employment system instate-owned enterprise, for the the ultimate benefit of the staff and enterprises.After the research we get the following conclusions:First, Employment system is an important part of the reform of state-ownedenterprises nowadays, especially in the critical period of deepening reform ofstate-owned enterprises. The government should intensify the research and reform.After a long period of search, China has found the direction of the employmentsystem reform in state-owned enterprise——marketization.Second, Institutional economics theory is the effective tool in the study ofemployment system in state-owned enterprise. State-owned enterprises is a specialkind of property right structure, the employment system is the combination of systemarrangement and system structure. Property rights theory, transaction cost theory andinstitutional change theory in institutional economics theory can provide effectivemethod for the research.Third, After the reform and opening up, the employment system in state-ownedenterprise has made an intense change and great achievements. The employmentsystem reform in state-owned enterprise starts from the gradual institutional change insmall area, while, in an accelerating process. In the fierce international marketcompetition state-owned enterprises also began to consciously explore suitableemployment pattern so as to raise the income level of the staff and enhance the competitiveness.Fourth, Yet some serious problems persist in he employment system instate-owned enterprise. imperfect legal system, lack of incentive compensation andtraining system, few employees’ democratic participation. Further more problemssuch as missing of employment culture is seriously affected the allocation of humanresources of state-owned enterprises. All these will conduct to social unequity andinjustice. Reasons mainly lies in the system design and high implementation costs, aswell as the defective social security system, etc.Fifth, The good experience of employment system in foreign state-ownedenterprise is worth learning. The government should build a fair and efficient labourmarkets; State-owned enterprises should set up a flexible forms of employmentindependently according to requirements of the market competition. The governmentshould strengthen labor legislation and bulid a more reasonable social security systemas a guarantee; Combining with the material incentive and spiritual incentive, to takea gradual way of institutional change.Sixth, Take a variety of flexible and effective way to coordinate the interest of allaspects, steadily promote the process of marketization reform. From the nationalperspective, bulid a more perfect labor legal system and develop a efficient labourmarket. From the enterprise perspective create human-oriented enterprise culture,improve the staff training mechanism, establish a scientific salary system, aiming atthe improvement of the employment system.The theory in this paper is a supplement and the consummation to the currentemployment system theories. At the same time the new theory have positive effect forthe fairness and justice of the socialist market economy construction and the wholesociety. The theory and specific proposals in this paper are far from perfect due to thechanges and reform of employment system is still undergoing. On the other handincomplete statistical data and different statistic method is an important factor. Lastlyis what I consider to the limitation of my personal ability.