Construction Of Harmonious Labor Relations Under Corporate Restructuring Background

Enterprise restructuring led to employer real changes in substance. The externalenvironment, various internal restructuring and different cultural ideas of leadership’sattitude to workers and labor relations will directly determine the labor relationshipconstruction in restructured enterprises.Our party and government constantly attaches great importance to safeguard andpromote the stable and harmonious labor relations and clear requirements about theseare always heard from the reports of the Seventeenth and Eighteenth NationalCongress on a rising stance. In my opinion the three that is,reform, development andstability are important at the same height. The issue for establishing new laborrelations should be paid a great attention to in the course of M&A,even its completionas well, that defines a robust cornerstone for the development and management,eventhe success or failure of the enterprise busy with merger and reorganization to someextent.While the enterprises restructured with continuous enthusiasm, labor disputes ofrestructuring repeatedly occurred. Whether or not restructuring have to bring aconfrontation of labor relations? How to ensure the common interests of enterprisesand employees in the restructuring and prevent deterioration of labor relations at thetime? How to maximize the possibility harmonious labor relations when theenterprises complete the business integration? All of these are my analysis andresearch points.When the restructured enterprise use uncertainty optimization measures andcertainty intervention measures at different stages according to the strategic intent,what’s going to happen on the labor relations? How to correct analyze and evaluatethese changes? This provides methods and ideas in case studies.For building harmonious labor relations, enterprise should analyze, prepare andpay close attention to something before restructuring. And analyze which factors affect, how to restructure the double rule system after the reorganization completed.What are the key points and combination and how to determine harmonious laborrelations, this carries out a certain amount of theoretical based on the case studies.Through the case analysis and studies, we hope to cause executives pay attentionto the importance of labor relations. They should carefully examine the evolution oflabor relations and employees’ psychological feelings, then take more effectivemeasures to safeguard workers’ legitimate rights and promote the healthydevelopment of enterprises, and create a symbiotic evolution of enterprise and staff.This is a case study research. Yunnan AA company is the case. This based ontheory of harmonious labor relations and management, through EOL analysis todetermine its harmonious theme, determine and evaluate the performance of laborrelations at different stages. And as a practical basis, this discusses that corporaterestructuring should be analyzed, taken major methods and evaluated harmoniouslabor relations at different stages.This based on labor relations theories, harmony management theories, humancapital theories，incentive theories and use mainly literature, questionnaire, caseanalysis methods to propose a number of methods and ideas. Hope this paper hassome experience and reference value for similar enterprise restructuring.