Research On The Optimization Of Employee Relationship Management Of Hao Sheng Automobile Co., LTD

With the continuous improvement of China’s industrialisation system,energy demand is also growing.The environmental and resource pressures on traditional fossil energy sources have become so intense that the utilization of new energy sources is now an unavoidable part of future growth.China’s new energy sector has seen a rapid growth,particularly in the automotive industry,where both new and existing automotive companies have been expanding.In order to improve efficiency,companies have started to reform their employment systems,and more and more companies tend to choose a diversity of employment methods.The diversity of employment methods gives companies more flexibility in choosing to employ different types of employees such as regular contract workers,labour dispatch employees and third party outsourcing.This not only reduces the cost of employing staff,but also reduces the risk to the company.However,diversified employment also poses problems for companies in terms of employee relations management.Different types of employees have differences in terms of remuneration and benefits,treatment and promotion,which may lead to tension and poor communication between different types of employees in the company,and may even affect employee relations to the detriment of the company’s management of employees.Therefore,employee relationship management is a particularly important task for the company.In this paper,we study the management and optimisation of employee relations in the context of Haosheng Automotive Ltd.We conducted an in-depth study on Haosheng Automotive Ltd.Employee relationship management was conducted through literature research,questionnaires and interviews,based on theories such as Maslow’s Hierarchy of Needs Theory and Fairness Theory,throughout the study.and put forward some optimisation solutions.The results of the study show that the employee relations management of Haosheng Automotive Co.,Ltd.has problems such as unreasonable salary distribution,ineffective performance and incentive system,imperfect training system,inadequate company culture construction and poor communication and consultation channels for employees.To address this set of issues,the corporation should prioritize refining the employee relations management system,which will boost employee enthusiasm and inventiveness,augment employee contentment and allegiance,draw in more talented personnel to join the firm,and aid the company in attaining long-term stable growth and lasting operation.Secondly,unreasonable salary distribution is one of the most common problems in employee relations management.Companies should establish a fair and reasonable remuneration standard and benefits policy to ensure fairness and transparency in remuneration in order to attract good talents and increase employees’ motivation.The major issue of performance and incentive systems failing is a pressing one;thus,the company should devise an effective performance appraisal system to measure the performance and contributions of its employees,as well as incentive policies to motivate them to strive and innovate.Establishing a comprehensive training system and providing diverse training and development opportunities to help employees hone their skills and quality to meet the company’s needs is essential.Additionally,constructing a company culture is an integral part of employee relations management.This culture can have a substantial effect on the attitudes and behaviours of employees,and can either be beneficial or detrimental to the company’s performance and brand image.Consequently,companies should focus on fostering culture and creating a positive and creative corporate atmosphere,so that staff members sense a mission and accountability for the organization,which they can then incorporate into their work ethos and values.This will foster a sense of unity and inclusion among employees,as well as foster a cooperative relationship between them and the company.Haosheng Automotive’s human resources department will be granted a more profound understanding of employee relationship management through this study,which will also bolster the managers’ knowledge of employee needs and the current state of the company’s employee relationship management.Furthermore,it will help the company to increase employee contentment and carry out a proficient job of employee relationship management.Simultaneously,the results of this study can be used as a reference for each company’s HR department to improve its HR management system.