The Private Sector Employment Relationship Based On The Ya Group Study

Private economy is one of the great achievements during China's economic development since the start of the reform and opening to the outside world. Guided by the policy of diversified ownership with the public ownership economy as the mainstay, private economy has evolved from"a necessary supplement to the socialist economy"into"an important component of the national economy". Moreover, it has a tendency of further development.The growth of private enterprises in China is a process of coexisting of advantages and disadvantages, in which the problem of industrial relations emerges. How to harmonize the industrial relations in private enterprises is crucial to the development of private economy. This thesis first makes an analysis on the existing conditions of industrial relations in China and the possible causes for the strained relations, then follows a general introduction to the theory on industrial relations at home and abroad. In the light of the theory and based on the case of YA Group comes a careful study of the present various systems and the relationships between employers and employees at different levels. These systems and relationships are relevant to the industrial relations in YA Group. Finally, it is a proposal of harmonizing the industrial relations through system-construction, aiming at normalizing the systems concerned with labor contract, salary, education, training, welfare, performance assessment and so on.This paper consists of six chapters. Chapter One describes the present conditions, problems and causes of industrial relations in private enterprises, as well as the background information of YA Group and the significance of this research. Chapter Two is an introduction to the theory on industrial relations. Chapter Three deals with the present systems of YA Group, exploring the causes of its immature industrial relations. Chapter Four presents the relationships between employers and employees, and analyzes the demands of the employees as well as the expectations of the employers through analyzing the interviews with its staff. Chapter Five expounds that the sustainable development of private enterprises can be achieved by harmonizing the industrial relations through system-construction with regard to standardizing labor contract, establishing competitive salary mechanism, improving the welfare system, increasing training opportunities for employees and setting up a scientific performance assessment system. Chapter Six concludes the innovation and possible deficiencies of this thesis.