Studies On State-Owned Enterprises' Personnel Withdrawal Mechanism

State-owned enterprises are the pillars of the national economy, state-owned enterprises in the country's socialist construction and national economic development has played a decisive role. But since the 1980s, the contribute of State-owned enterprises to the growth of the national economy is decreasing year by year. The existence of too many redundant staff is one of the most serious problems in state-owned enterprises. There is evidence that state-owned enterprises of China can reduce 1/3 staff without affecting its production. Therefore, the existence of too many redundant staff has become one of the main reasons affects state-owned enterprise performance.Layoffs as a means of improving enterprise performance have been widely used in practice. However, due to the different ownership, state-owned enterprises and private enterprises have a great distinction in taking social responsibility, Restrictions by the system, characteristics of enterprise culture and other fields. Moreover, the construction of Social security system and legal system is not very comprehensive in the primary stage of socialism. These factors make the layoffs of state-owned enterprises have varying degrees of impact, making the layoffs of state-owned enterprises is different from other enterprises. State-owned enterprises in order to fundamentally solve problems such as large-scale organizations, agencies overlap, overstaffing, low efficiency problem, we must establish personnel withdrawal mechanism from a strategic perspective.Personnel withdrawal mechanism based on the results of performance evaluation take different measures against those did not meet requirements, including demoting positions, changing positions, leaving training, early retirement, the last one eliminated, dismissal, retirement and other measures, in order to achieve the match between employees and Positions, capacity and performance, performance and pay, in order to let those who no longer fit in the corporate strategy and processes withdraw from enterprises and institutions directly or indirectly. Currently, Personnel withdrawal mechanism of China's state-owned enterprise is absence basically. Lack of personnel withdrawal mechanism makes the whole human resource management can not be implemented smoothly and the management system can hardly achieve the desired effect.Under the existing human resources management theory and practice, the status of personnel withdrawal mechanism is very low. The purpose of writing this paper is to do systematic research on personnel withdrawal mechanism and build personnel withdrawal mechanism and their support system of China's state-owned enterprises.This paper compasses seven chapters:Chapter One introduces the purpose and the significance, research ideas and methods, innovation points of this paper and defines two important concepts-"state-owned enterprises"and"personnel withdrawal mechanism".Chapter Two reviews and analyzes previous research results from both foreign and domestic. So far, personnel withdrawal mechanism has not aroused sufficient attention in foreign or home. Related research is sporadic and fragmented, and most of them are qualitative research. It is imperative to do systematic research on personnel withdrawal mechanism.Chapter Three introduces the relevant theories about personnel withdrawal mechanism, including Katz organizational life theory, kuck curve theory, enterprises targets hypothesis theory and Reengineering theory. These theories have proved the necessary of personnel withdrawal from the perspective of organizations.Chapter Four first reveals there are too many redundant staff in China's state-owned enterprises currently, then introduces and analyzes several ways state-owned enterprises dismissed the staff. Finally analyzes the problems in current personnel withdrawal mechanism of state-owned enterprises from three aspects, including the external environment problem, enterprise management problem and corporate culture problem.Chapter Five focuses on establishing personnel withdrawal mechanism and their support system of state-owned enterprises, on the base of the theories presented in Chapter Two and Chapter Three as well as the weaknesses stated out in Chapter Four. Personnel withdrawal mechanism system is composed by four parts, including withdrawal policy, withdrawal method, and withdrawal process and withdrawal assistance. At the same time we must attach importance to the support system of personnel withdrawal mechanism.Chapter Six is case analysis. The purpose is to combine the above theoretical study with practice. Chapter Seven sums up the views of this paper, and looks into the further development of personnel withdrawal mechanism.The innovative points of this paper are: first, this paper does systematic research on personnel withdrawal mechanism in enterprises (employers) perspective, the perspective is relative new. Second, the withdrawal methods are divided into the natural way and the way the staff was forced to withdraw. This delineation is also relative new.