The Influence Of Labour Law Legislation On Human Resource Management

Law of the People's Republic of China on Employment Contracts, which was passed on June 29, 2007 by the 10th National People's Congress standing committee, has taken into effect since January 1,2008. The new labor contract law intends to protect the legitimate rights and interests of laborers, and makes some restrictions to enterprises. So, the new law attracts much attention even from western union organizations and public media. Law of the People's Republic of China on Employment Contracts really improves the sighing rate of labor contract, and protects the benefits of employers. But, the law also increases the cost of human resource management, makes human resource management more difficult, and increases the employment risk. The negative effects cause the enterprises reluctant to hire laborer. All these problems put the new law into dispute. When the law was discussed, there were many disputes. Now, many big enterprises take measures in reaction to the new law. Huawei is a model because all the employees quitted at the same time in 2007, and then all the employees were hired again through competition. The deadline of new labor contracts is from one year to three years.Normally, the intentions of labor laws and the function of human resources management are opposite. The labor contract law aims to protect the rights and interests of every worker, and forms harmonious labor relations. The function of Human resources management is to prepare efficient human resources. Enterprises must obey labor contract law. This paper compares and analyses the Sales team management of Company M in old and new labor law. The new labor contract law has much influence on Recruitment, Personnel dismissal, health management, and performance management. Affected by the new law, the employers are more serious with recruitment, personnel dismissal, health management, and performance management. During the course of recruitment, the employers will try out to find the excellent ones. When the employers will dismiss some persons, they will have to form some strict procedures. The employers find that health management is important and carry out some measures. The law also makes the employers lay emphasis on performance management. Then, the paper points out the problems that exist in recruitment, personnel dismissal, health management, and performance management, and bring up some countermeasures. It will be good if this paper can help the enterprises, especially labor-intensive enterprises to adapt to the new law.