| Human resources are the primary resources of enterprises. In the context of global economic integration, how to establish harmonious labor relations, give full play to the human resources in business management and enterprises development by means of effective human resources management, has became an important topic of enterprise management.From the perspective of business management, inharmonious labor relations not only reflected in labor disputes and strikes, but also reflected in the withdrawal behaviors within the organization’s staff, such as burnout, low performance, frequent job-hopping, resignation, and etc. Inharmonious labor relations will seriously affect the human resources to play its great role in the development of enterprises, prevent the rapid development of enterprises in certain degree, furthermoer, it will impact the realization of the business objectives and the long-term strategic development can not be achieved on schedule. Only to develop harmonious and efficient labor relations, respect and realize the rights and interests of workers, establish a win-win cooperation community between enterprises and workers, can give full play to advantages in human resources, fully mobilize and inspire the sense of ownership of the majority of employees, enable employees to shift from passive performance to active dedication, tap the potential of employees, steadily promote a sustained, healthy and stable development of enterprises.The article focusses on labor relations issues in PetroChina Yunnan Marketing Company, illustrates with example of labor relations management features and outstanding problems in this company, analysises the shortcomings being exsisted in employment management system, such as the existence of different identities and different treatment of employees on the same management positions, namely the distinction between "Contract of employees identity" and the "market-oriented employee status", as well as the failure of fine scientific examing standards in terms of employee performance appraisal. Although the examination system been constantly improved, the phenomenon of extensive management and "big-pot" distribution system still exist, and caused a considerable part of the staff did not wholeheartedly go to work. all those will be analysised in-depth. PetroChina belongs to Chinese large state-owned company, to a certain extent, its management model represents the employment management status in state-owned enterprises.Conclusions in this paper will provide a certain reference value to the improvement of labor relations management in Yunnan Marketing Company and Chinese state-owned enterprises. At first, the article sort out the basic theory of enterprises labor relations management and take this as a theoretical basis for subsequent analysis. Secondly, the status of labor relations management in PetroChina Yunnan Marketing Company been analyzed from the view of labor management, training management, compensation management and separation management, and the existed problems of labor relations management in this company also been analyzed from five aspects. then it comes up with the labor relationship is also a kind of productivity, is an important part of enterprise management. Efficient and harmonious labor relations will create immense wealth for the company, it is soft gold to promote the rapid development of enterprise. And labor disharmony will restrict the achievement of business development goals, it is an invisible hand to prevent the development of enterprises. Finally, the recommendations for improvement labor relations management in PetroChina Yunnan Marketing Company been put forward from six aspects: scientific management of human resources, personnel system improvement, incentive mechanism construction and efficient management of trade unions and so on. |
