A Study On The Methods Of Handling Labor Disputes In The Grassroots Human Resources Department

Affected by rising factor costs,overcapacity,and structural upgrades,China's economy has continued to decline in recent years,and the manufacturing industry has exhibited a “new normal” – a series of labor disputes caused by layoffs,salary cuts,and closure of factories.Therefore,the Pearl River Delta,which has a large number of labor-intensive enterprises,has become the hardest-hit area for the "new normal." The improper handling of labor-capital contradictions can easily turn into a “labor-consultation contradiction.” This contradiction is often directed by the grass-roots human resources department.In the face of labor disputes,whether the grassroots human resources department can handle the initial pressure of the dispute and whether it can cope with the rapid changes will be the key to the successful resolution of labor dispute cases.This paper stands in the context of the complex and ever-changing labor disputes in the Pearl River Delta.It tries to study how labor disputes are handled by local human resources departments with unique local characteristics: that is,"one tune,two trials,and two trials" as the main means,and advance advancement as an aid.The composition of the treatment,analysis of the advantages and disadvantages,and put forward solutions to deal with,to lay a solid foundation for the proper handling of grass-roots labor disputes.This article uses literature research,empirical research and interviews and other methods.First of all,it focuses on the current situation of the human resources department in H Town,Dongguan City in applying this treatment method: the results of labor dispute cases,labor dispute processing procedures,and treatment methods Starting from the aspects,the specific conditions of the treatment are introduced through actual data and cases.Then,the sub-link points out the problems existing in the actual operation and the way of handling and the reasons for this: The mediation power at the "one tune,one trial and two trials" link is frivolous,the procedures for handling one trial and two trials are lengthy,and the system construction for the advance link is lacking.The effect of advancement is poor;the lack of staffing,the low level of professionalism,and the large mobility of personnel in dealing with labor disputes are all likely to cause situations in which the labor dispute handling methods at the grass-roots human resources department can hardly achieve the desired results.Finally,the author attempts to propose countermeasures and reflections on the practical problems existing in this approach.By strengthening the feasibility of countermeasures,it can provide some references for promoting the improvement and development of treatment methods,so as to effectively safeguard the harmonious and stable development of regional labor relations.