"labor Contract Law" Jinke Human Resource Management And Countermeasures Research

Law of the People's Republic of China on Employment Contracts (Hereafter simplified as Labor Contract Law), which has taken into effect since January 1, 2008, has aroused great attention and heated discussion all around the country from both theoretical and practical perspectives. It has brought about such great challenges for human resources management (HRM) to the enterprise as how to adjust HRM strategies to avoid the risks in law, to improve the standard of HRM and to construct harmonious relationship between the management and the employment. To cope with those problems, it is necessary for HRM supervisors to improve their understanding of the related laws and the capacity to act on the laws, and to adjust HRM strategies and to take effective measures to deal with the disputes in employment contracts and to control labor risks.This paper, based on the relevant theories in labor laws and HRM, from the perspective of the background of adopting Labor Contract Law and its main differences with the other relevant laws and acts, aims to analyze how Labor Contract Law influences HRM of Jinke (the subject of the paper), and argues that the ideas of long-term labor contracts, win-win policy between the management and the employment, flexible management to maintain the employees and regulated employment to avoid disputes in the management and the employment should be adopted. The paper also puts forward the countermeasures to cope with the Labor Contract Law in the procedures of recruitment, training, performance appraisal and salary management for Jinke.