| Jilin Province Water Conservancy and Hydroelectric Engineering Bureau( hereinafter referred to as JWHEB) trade union was established in 1983. In the evolution of nearly 30 years, it has provided basic life-support system for the purpose of safeguarding the legitimate rights and interests of all workers, meanwhile it made a positive contribution for human resources management.JWHEB has a long history and the organizational system changes too frequently. Its labor structure shows the tendency of diversification. Along JWHEB's history development, this paper discussed how the trade union do in the role of human resource management, and propose to build a compatible system of trade union and human resources.The trade union was born in the period of the reform and opening-up. During this period, it made a bold reform in practice model, open a new prospect under the leadership of Changchun City Basic Construction Trade Union. So, its rich, valuable experience is worth learning for the later.First and foremost, it did a lot of work to improve the management of diverse labor force.The trade union founded the first moving and relocation company of Changchun City in 1987, and founded the kindergarten of JWHEB. It explored a new system of developing a diversified economy led by enterprise's trade union . The meaning was profoundly manifested in the following ways: a large number of workers and staff belonging to collective enterprise were resettled well, and the scope of employment was expanded. The non-professionals found a wide developing space. The administrative cadres promote their management level.In addition to established entities, the trade union actively cultivate technical force, especially the key employees in many ways. The trade union held various activities, such as post trainings, technology contests, job trainings, working competitions and others. This helped the enhancement of the overall quality of labors through learning technology and skills. It has done lots of basic work in theses years for the personnel department, such as training, gathering information, feedback information, staff training needs and so on. Since 1985, the trade union has organized working competition each year by each department. This activity expands the abilities of the trade union cardres and stimulates the initiative of all the workers and staff.The trade union also enhances the function of guide during the fomation of the enterprise cole value.The trade union guides workers and staff to form the cole value through creating an enterprise spirit, forming common vision, taking the workers and staff into its confidence.JWHEB's spirit can be concluded by"four being capable of", which was evolved into the cole value. They are be capable of suffering, be capable of fighting, be capable of devoting and be capable of enduring. The trade union has been continuing to strengthen the spirit of enterprise, and it gives the spirit of enterprise with new ideological content, such as loving your job and dedicating, devoting to duty, and willing to sacrifice.State-owned enterprise workers generally take these things as their personal vision, such as showing their abilities, raising their income levels, and improving quality of life. So the trade union extract a common vision for based on the above: striving to be the market leader of its profession in Jilin Province. The trade union not only public this vision but also take it as a mean to stimulate employee enthusiasm for work, create a harmonious working environment and achieve business objectives. And the trade union also gradually runs this vision through its work and the management.How do worker's close friends? The trade union first concerns about their growth. For instance, it helps the staff plan their career. In addition, it has an importment job, which is to help workers and staff solve the difficulties encountered in daily life. The activities include "Heart-warming Project" ,"Autumm Assisted Education Activities"and so on.Although the trade union has played an important role in human resources management in the past few years, it is still lack of power in settling some labor relations conflict. In view of the new situation, I consider that the trade union should focus on two things: solving the contradictions of human resources should be taken as a working breakthrough and strengthen the role of a link bwtween the company and works.It is true that if the trade union work independently is an indicator of its status. I also believe that the"independence"is a kind of awareness and advocation, a position and a target, rather than objectively "action by itself". In this sense, this paper proposes to build a compatible system between the trade union and the human reourse management.Nowadays, some new problems emerged as the enterprise development, such as the protection of rights and interests of special groups, the impact of the new labor relations and so on. These challenge the"soft power"of the trade union.. The "soft power" means the ability to performance its functions depending on laws, policies and systems. It is helpful for the trade union to promote the"soft power"that establishing a more systematial and closly connection with human resource management department.In addition, I found, based on some statistics, that some workers and staff can not wriggled out of difficulties completely even if they have get many help and care. So human resources department should develop appropriate policies, such as subsidies for heating costs, transportation, medical care and housing and other fringe benefits. Some workers also want to apply for small loans to entrepreneurs and education. The human resources department should provide the legal aid and other convenient conditions for them, and these institutions and policies should be put into effect in coordernation with the dynamic supervision of the poverty-stricken families files. Then the jobs that followed can be done in a reasonable and orderly way.Settling wages through collective negociations system will fully carry out in Jilin Province in 2010. According to this system, the trade union should represent the workers and the chairman should be the chief representative. Wages (or say salary ) is the core issue of human resource management, the trade union will therefore fully participate in human resources management.In this case, it is highly necessary for the trade union to explore new ways of effective cooperation with human reourse management.The compatible system between the trade union and human reource management consists of cadres exchange system, information-sharing systems, and long-term monitoring mechanism .Cadres exchange system embodied in three section: specific job rotation, participating in each other's business training, involving in drawing up important measures. Information-sharing systems including databases, shared reports, shared network platform, as well as the communication, liaison information sharing in general sense. Long-term monitoring mechanism is a system that the process of coordination should keep on report and announce to the workers'congress.It will be difficult to establish this compatible system. The matching funds must be put in the right place timely. The quality of personnel must be satisfied the requirement of the system. The monitoring system must be operated in a long term. Now, the leaders, workers and staff of JWHEB are still at an early stage of awareness. Simultaniously the trade union should explain the issue to them properly in order to minimize the above difficulties.Although it is very difficult for us to establishment the compatible system, it should be clearly understood that the system is conducive to fully protect workers'interests, to ensure the enterprise orderly operating, and to upgrade human resources management.The trade union should play a leading role in building this system. Theirfor all the job should be forward-looking. The trade union should particularly get the support of both the above organization and all parts of JWHEB to achieve the strategic upgrades. |
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