The Research On Labor Relations Management Of Hunan New China Life Insurance

With the forging of the economic and financial system reform, China’s insurancecompanies get rapid expansion; have become an important force in boosting China’sfast economic development, prospering the financial industry, and also in solvingsocial employment issues. However, due to the insurance industry’s specialization, thescale effect, and to accordance with our legal system, insurance companies commonlyuse the headquarter-branches structure. In this structure, our goal is to achieve awin-win situation, to maximize the both interests of the company and employees.Correctly handle the relations between the company and its employees, avoid conflicts,will not only affects employees’ interests, the company’s long-term development, butalso directly affects the harmonious of the society. How to strengthen the management,to create a healthy, rational labor relation will be one of the subjects in company’sdevelopment forever.This paper takes the labor relations management New China Life InsuranceCompany Hunan Branch as a research subject, starting with thoroughly analyze thelabor contract management, collective negotiation system, labor dispute resolutionprocesses and the labor dispatch, this four aspects, found the following issues: theimperfect labor contract provision; the unclear responsibilities in the agent contactmanagement, the administrative tendency in the labor union, the employees’ lowinvolvement in the collective negotiation process and the unperfected internal labordispute settlement process. Focus on these four issues, in order to build a harmoniouslabor relation, a collective negotiation system in New China Life Insurance CompanyHunan Branch, to improve the labor contract management system, the internal labordispute settlement process, and the informal employee management. The paper offeredsome preliminary ideas. And finally, the paper gives some suggestions to improve thelabor relation management, they are changing the ideals of labor relation in both thestaffs and the management; building a sound labor relations management framework,and a "people-oriented" company culture.Theoretical analysis, empirical analysis, and comparative analysis were used inthis paper. Started at analyzing the theoretical basis of the labor relations, the paperthen based on the current situation and existing problems in the branches, the paperoffered some sustainable labor relations in human resources management.