The Examination Of Company A's Management Of Change In Labour Relations Under The Background Of China's New Labour Contract Law

"The only thing certain in the future is uncertainty ". Change is a constant theme for those enterprises which are in pursuit of excellence. Facing intense market competition, enterprises can only survive and develop by seeking changes to meet new challenges, otherwise they will be crashed out by the market.Recently, with the contagion of the financial crisis, many enterprises are facing tremendous challenges. For instance, some enterprises have to cut down staff's salaries or even lay of staff in order to survive. The Labour Contract Law of the People's Republic of China ("Labour Contract Law"), which came into force on 1 January 2008, has various and profound effects on enterprises' human recourses management. The non-standard management of human resources (labour relations in particular) by many enterprises prior to the implementation of the Labour Contract Law, has caused huge legal risks when the Labour Contract Law came into force. In addition, enterprises also face other problems such as increase of labour costs, expanding of labour risks and laobur disputes.This thesis, using Company A as an example, systemically analyses the labour relation situation it faces and the causes for the change of its labour relations, and designs implementation plans for its change management in labour relations; the author further uses current change management theory to manage changes in labour relations such as adjustment of jobs, establishment of internal labour rules, in order to let Company A to meet changes in external and internal environment and finally survive and develop in intense market competition. Such analysis and examination for Company A can be used as a resource of reference for those enterprises which are facing similar situations.