Research On Labor Employment Of Jidong Cement Yongji Co.,Ltd

Since the beginning of the construction of Jidong Cement Yongji Co., Ltd since2011, and gradually began to use the labor dispatch, as the end of the constructionperiod and into the production and operation period, the number of labor dispatch isfurther increased, and once in the post production and general management positionsoccupied a large proportion.At the end of2012, the reform of mode of production organization advocatingheadquarters company significantly optimize personnel, personnel optimization inpost production, and at the time of the Yongji company’s dispatch personnel most arelocated in the post production, therefore, the labor dispatch personnel to become thereform at the beginning of the first batch of the optimized object, and thus triggered aseries of labor disputes and the shortage of labor and management problems, but alsoexposed the Yongji company in the labor and employment management defects,hidden many labor risk.As a production enterprise, the company focused on production managementsystem, the company leaders at all levels are mostly from the production jobpromotion, promotion, pay more attention to the functions of management of thecompany is far lower than the production department, the management level isrelatively low, functional management departments are engaged in some complexaffairs, especially as a comprehensive management of the human resourcemanagement department, struggling to cope with the daily work of repetitive workarea appoint (such as all kinds of reports repeated reporting), little time forprofessional management, coupled with the entire firm and the large area of humanresource management are not graduated from a human resources professional.Therefore, human resource, professional management level is low, the drawbacks ofthe labor and employment management work in response to the increasingly changingexposed in force at all levels of management in Yongji company has invested toomuch time and energy to deal with all kinds of labor and employment issues,interferes with the daily production and management work of the organization and.In addition, according to the dispatch of new laws and regulations of the state the frequent introduction of restriction, the service outsourcing has become a new choiceof enterprise labor way, nature and the difference of management personnel at alllevels of Jidong Cement Company in Yongji for the two kinds of labor the above doesnot understand, for the two kinds of labor property there is no clear concept, so notonly on the appropriate labor mode put forward opinions and suggestions on themanagement, is not within the scope of labor to take appropriate and targetedmanagement mode, how to really realize the outsourcing has become a problem ofmanagers.From the labor dispatch into outsourcing really, really, to avoid sending falseoutsourcing ", to avoid the risk of employment, labor and employment managementof Yongji company, is also to be discussed in this article.In this paper, according to the "law of the people’s Republic of China LaborContract Law","labor dispatch","measures for the implementation of administrativelicensing dispatch Interim Provisions" and other laws and regulations on labor issuesin the relevant provisions of the research, and access to a large number of serviceoutsourcing and labor dispatch, the article, using the core competence theory,transaction cost the theory of the firm, the Jidong Cement Company in Yongji as theobject of it in20142013, the labor and employment job (or business) performance inemployment way, labor and employment management and services company,conducts the analysis research division of labor, business scope, reasonable selectionof exploration right of labor and employment, a set of suitable for Yongji’s labor andemployment improvement, management scheme, improve the professional level ofmanagement.Hope that in the process of implementation of the program, and constantlyimprove the level of labor and employment management at all levels of management,so as to guarantee the enterprise regardless of the choice of labor or labor outsourcingemployment mode, in the actual implementation, do a good job of the potential risksand preventive measures, to ensure that enterprises in violation of state laws andregulations at the same time, to enable enterprises to avoid labor risk, reduce laborcosts, to achieve cost efficiency.