The New "labor Contract Law" Human Resource Management On Logistic And Countermeasures

January 1,2008, the new "Labor Contract Law" was promulgated. It strictly set the labor contract entered into, modification, dissolution, termination, supervision and inspection and the liability of the responsible person. It is important to specify labor relations in China. The provisions of this series will give the human resource management universities enormous impact and challenges, labor costs, employment increased risk. In University of personnel management from the traditional to the modern human resources management of the transition process, and the new "Labor Contract Law" being bring impact and challenge, that more specifically of logistics Human Resource Management should adhere to minimum costs, harmony, equitable, rule of law basic principle, continue to explore the basis of the way out of Human Resource Management. Under the guidance of the modern Human resource management theory and practice and combine with the concrete practice of logistics Human Resource and the new "Labor Contract Law" the relevant requirements, rebuild and improve their logistics human resource management processes, from the University Human Resources Strategic Planning, job design, recruitment, faculty training, compensation management, social welfare, labor relations, the leave management of all aspects of thinking about how to tap the value of University Human Resources to achieve human resources, material resources, optimal allocation of financial resources to achieve harmony labor relations. First, universities must change the concept of logistics human resources management, establish a modern concept of human resource management, human resources management will be college and university back the overall development are closely linked. Second, the adjustment of recruitment and employment of human resources college logistic system, using scientific methods and processes for the logistics staff recruitment, reduce labor costs. Again, comprehensive planning and training of human resources Rear, give full play to the enthusiasm and creativity of the work, reducing the mobility of employees and labor risks. And second, improved human resource performance evaluation Rear evaluation system for employees to make a scientific evaluation of the results, standardized way of employment. Finally, the establishment of harmonious labor relations and increase support staff for the organization's sense of belonging.