Study On Human Resource Allocation Of WY Company Relocation Project

As China's economy moves into a new normal,and "Made in China 2025" puts forward new requirements for the transformation and upgrading of manufacturing.Confronting with increasingly obvious constraints such as ecological environment,natural resources and labor costs under the new normal,enterprises need to find new breakthroughs.In the face of the background,WY company decided to conduct the site of factory relocation,and put the whole relocation as a project,the research focus on the relocation project human resource problems.In effective cost control and the premise of not affect the normal production,on the basis of the actual relocation process,this article made a lot of work forward by reading papers and relating to the real condition of WY.Through the feasibility analysis,the human cost calculation and the comparison of the different relocation modes,the final model has been made after revising the budget and process of the project.According to the core employee retention,employees dissolved in Shenzhen and staff recruitment in Dongguan,this article states the human resource configuration in relocation to assure the whole project processed under the original plan within limits,no matter what the relocation of the production line,or the financial compensation of employees.The main conclusions are:(1)Labor costs is an important factor of management and enterprise location for labor-intensive manufacture enterprises.(2)The compensation of the employees involved in the relocation of the enterprise is an important part of the cost of relocation;Through rational moving pattern design,we can effectively reduce the employees' compensation cost,ensure normal production and operation of enterprises,reduce the quality risk.(3)The matters that relocation might face to:(a)in the relocation process,the human resources work should intervention early,and calculation accurately,to offer accurate decision-making basis for the decision of relocation.(b)The core staff retention,should according to the different class,different scope,design on target and retention policies,to meet the needs to stay on in order to achieve the lowest possible cost.(c)In the process of relocation,the employee relations must be prepared in advance,the details must be carried out,and the positive factors such as voice and loyalty must be taken in order to avoid imbalance of psychological contract,employee disputes and collective events effectively.