A View On Transforming The Nature Of Human Resources In State Owned Enterprises

As one of the realization forms of public ownership, state-owned enterprises, which display the significant leading role, are still the prop of our country's national economy. As a special kind of enterprises established to realize certain public policies and goals, state-owned enterprises represent the strategic control over the national economy of the socialist countries and manifest our country's direct intervention into the national economy and remedy for market failures.However, due to the special quality of state-owned enterprises, their staff are surely of a special human-resource-nature which distinguishes them from people who work for other units. Just because of this unique nature of these"national employees", the state-owned enterprises are shouldering boundless liabilities to them. The lifelong-term relation between the enterprises and staff not only imposes heavy burdens upon the enterprises, which are made increasingly inadequate for the market competitions, but exerts terrible negative influence on the staff itself as well. The special human-resource-nature of state-owned enterprises is stifling innumerable gifted talents. It causes great loss of independence of the staff, whose enormous inertia makes them turn to the enterprise and government when any trouble occurs instead of contemplating how to display their own intelligence and abilities. What makes it worse, the government is continuously encumbered by the badly managed state-owned enterprises into a weird circle of low administrative efficiency.The publication of < The Decision of the Central Committee of The Communist Party of China on Major Issues Concerning The Reform and Development of State-Owned Enterprises > in 1999 means we've stepped into the tough stage of state-owned enterprises'reform where the replacement of the national assets brings along the replacement of employees'identity. As the required social conditions are turning increasingly mature, in order to solve the ever-puzzling core problem of"the non-marketability of human resources"in state-owned enterprises, we should impel the state-owned enterprises and their staff towards the market through the form of"Two Replacements". In the aspect of actual practice, during the progress of state-owned enterprises reform in these recent years, the replacement of employees'identity which involves the vital interest of millions of employees attracts the most attention. Some regions accumulated enormous success experiences, while others made controversial attempts which aroused massive disputes. With intense instruction of basic concepts of Marxism, from the view-angle of management science, this dissertation thoroughly analyzes this magnificent social problem, which mainly includes three parts as follow:The first part, which mainly analyzes the reason why the relationship between the government, the enterprises and the employees is so distressing, points out that the human-resource-nature of the state-owned enterprises'employees in our country is the key to the serious problems. This part defines the term"national employee"and analyzes its special traits: staff in the state-owned enterprises own the same social status with the governmental employees, to both of whom our country and the government shoulder boundless liabilities and various aspects of whose life are closely connected to the units they work in. Moreover, because of these"national"employees'identity as enterprise-owners, the line between the superintendents and the employees are obscure, and severe low management efficiency is caused.Based upon the realistic situation, the second part, from two respective angles of the government and state-owned enterprises, emphatically discusses the chain of serious problems brought about by the"national"nature of state-owned enterprises'human resources. Firstly, the national identity of employees in state-owned enterprises brings about not only enterprises that run at incurably great losses, but boundless liabilities to shoulder to millions of employees as well. Secondly, the state-owned enterprises also fell into a very awkward position. The identity of"national employees"is a historical scope, since its birth under the planned economy system, the human resources system of state-owned enterprises has been lacking in an unimpeded metabolism mechanism, which caused a huge quantity of superfluous personnel. It is difficult for the enterprises to face and handle, meanwhile, the state-owned enterprises is also continuously bearing enormous social costs for that. Based upon the expositions of the first two parts, as the main body of the whole dissertation, the third part proposes the key point of problem-solving --- to transform the nature of human resources in the state-owned enterprises through replacing the employees'identity. After analyzing the theoretical basis, this part firstly discusses the great significance of replacing the employees'identity from four angles: requirements of the socialist market economy system, actual practice of the whole state-owned enterprises reform, work efficiency of the government, and renewal of the social culture. Secondly, this part rationally and objectively analyzes the costs and profits of replacing the employees'identity in a comparative way, through which justifies the feasibility of the replacement of employees'identity. Thirdly, this part clearly illustrates the specific methods and procedures of employee-identity-replacement in the state-owned enterprises, and points out the problems and obstacles the enterprises may run into when carrying out the reforms, with suggested countermeasure s given. Last but not least, with great optimism, the article looks forward to the due effects and achievements of the reform: both the relationship between staff and enterprises and that between enterprises and the government will have huge benign change, and the entire society will turn vigorously alive, which is also the high affirmation of the present stage of state-owned enterprises reform in the present stage.Finally, the dissertation draws the conclusion that if the enterprises and the government want to get out of their difficult situations, they have to start with the core problem of"people", transform the nature of human resources in the state-owned enterprises through replacing the employees'identity, in order to endow enterprise with genuine vigor and relieve the government from the huge pressure. When confronted with all those problems during the reforms, we should hold tight to our belief and contemplate with great rationality, and conquer the problems with faster development!...