Research On The Internal Labor Market In Our State-owned Enterprises In The Times Of "after-crisis"

The internal labor market formed in the company is a kind of human resource allocation methods, which has a contactable and relative relationship with external market. Also it can be a business within a range of employment system. Whether the operation, contract, or pay for the position to decide, the labor market has its own characteristics. It is precisely because of these characteristics for enterprises to reduce the cost and achieve great economic interests and more sustainable development. The labor market theory is not static, as the world economic environment change, the economist has a variety of innovative about the labor market research, especially when the System Economics was introduced, the labor market can be studied inside of the company, and it is a new idea to solve the problems.In 2009, with the world economic recovery, economy is entering the "after-crisis" age. In this period, the economic crisis has a further influence on macroeconomic environment and microeconomic entities. The Industrial structure and product quality have changed a lot, compared with former situation. The china's state-owned enterprises with transition should change something about their internal labor market to face the external environment such as the demand for products market shrinkage and the raw material price rise.The state-owned enterprises are important components of our economy, which are in the monopoly Industry and master the country's economic lifeline. However, owing to the historical problems, the internal labor market of our state-owned enterprises is not very perfect, mainly including two parts. First, Internal inspire does not get an ideal effect, the wage system and internal promotion motivation of the interior do not achieve the ideal effect. Secondly, although the employees'flows in the state-owned enterprises have improved much than before, however, these flows have adverse selection of the situation. Therefore, the internal labor markets of the state-owned enterprises have some characteristics such as long-term employment, promotion and later remuneration but they have some deviations compared with the theory. The basic reason is that the internal governance structures of the state-owned enterprises are irregular, and the related systems are behind the time. At last they reduce the inspire effect. To illustrate this question, the main content include sever sections.First of all, some related economic theories have been described, such as the labor market theory, the system theory and the governance structure. The research and development progress of the internal labor market by domestic and foreign scholars are studied and it's economic rationality is analyzed, at the same time, corporate governance and business related system have been analyzed briefly. The logical thought that the governance affects the system arrangements; the enterprise system arrangements affect the development of the internal labor market has been formed.Secondly, based on the impact of state-owned enterprises in the "after-crisis" age, the changes of the company are:Enterprises should do something to accelerate industrial restructuring and promote industrial upgrading, also, to encourage innovation. The enterprises'changes have some influence on internal labor market. According to the front of the research thought, internal governance structure and institutional arrangements for the labor market have been analyzed; also the relevant models are used to analysis the existing internal labor market inspire mechanism, at the same time, the other inspire mechanisms have been described briefly.Thirdly, a instance, which is a state-owned enterprises in henna province-An Yang Steel Company, has been selected. Analysis the former operation of internal labor market, many unreasonable factors have been proposed, at the same time, the results of the reform have been summed up. It includes:different levels of staff use different training systems to accumulate the human capital; set the wage and salary system, different levels of staff have different alary systems; the standards of internal promotion system have been standard strictly and make the internal promotion more practicable. At last, the employees and the company set up a long-term confidence and active partnership.Finally, the improvement measures for internal labor market have been studied. After the internal labor market improving factors analyzed, this paper tells us how to improve the internal labor market mode.Due to the limit of author's knowledge, this paper unavoidably has some disadvantages:data support and the deep association between the corporate governance and the internal labor market theory. It needs a further study.