Employee Relationship In Knowledge Economy Era

Every time in history

The development process of naked compulsory labor, wage labor and wage labor in three stages (experience management, scientific management, behavior management) is a process of moving towards humanized management step by step, and it is also a process of gradual increase of productivity level.

At present, we are at a leap in productivity and a turning point in human being's more perfect physical and Mental Emancipation.

This also marks a qualitative leap in the staff relations determined jointly by economic level and human cognition.

This relationship is located in the perfect combination point between human rationality and animal attributes. The "humanization of the rule of law" is its basic spirit, while the covenant relationship is its accurate description.

Under the covenant relationship

The understanding of the core role of the contractual relationship in human capital investment will make great changes in the operation and management of enterprises.

In particular, the level of human resources management of enterprises will be greatly improved and qualitative leap.

Because the enterprise is a shared interest body composed of all members, it is necessary to realize the sharing of resources among all employees.

Once this relationship is established, enterprises will be in the process of network communication.

Unlike the past Pyramid, straight line and flat structure, the organizational structure of knowledge economy is "spider web" type network structure.

The "spider web" structure will break the hierarchy of previous organizational structures and the passivity and initiative between managers and executors, and adapt to the pformation of managers' roles.

To make managers a member of an enterprise organization, though he is still the center of the enterprise, the short defect and collapse of the center will not lead to the collapse of the organizational structure, which will only lead to defects in the organization and operation of the enterprise, and this defect is the loss of any employee in the enterprise.

Employee role change

Employees to collaborators

Under the traditional employment relationship, the general staff of an enterprise are the objects of management and regulation. They restrict and suppress their unrealistic or improper demands with the system. At the same time, we always think that the employees of an enterprise can be allowed to exert their creativity through management and control.

Moreover, psychological individuals have highly adaptive views, which further supports our practice of exaggerating propaganda, blindly recruiting and cheating.

The alliances fundamentally negate this practice. First, the recruitment based on lies makes employees distrust enterprises, and does not help the "alliance". It destroys the psychological contract between enterprises and employees from the very beginning.

It has obliterated the effective compensation based on emotional identification for the lack of incentive and restraint measures in enterprises, and for harmonious and harmonious employee relations (this is often the difference between excellent enterprises and other enterprises).

In turn, the power of real contracts is greatly reduced.

Secondly, providing false financial statements with the listed companies to get investors' investment is illegal, as well as deliberately exaggerating corporate performance and working environment to attract investment in human capital, which is also a violation and trampling of market rules.

It is also illegal.

The complement of enterprises is not the employment of material capital to the labor force, but because of the lack of a certain (human) capital, the process of giving the cooperation offer to the owner of the human capital and the acceptance of the cooperation offer by the capital owner.

The identity of an employee is no longer a hired person or a manager, but a dual identity of a capital contributor and an employee.

Managers to helpers or spiritual leaders

For a long time, business managers have always tried to dress up entrepreneurs in order to decide whether they are going to die or not.

So regardless of design, always can not ensure that the youth of enterprises grow.

The average life expectancy of Chinese enterprises is 6~7 years, 2 years in short.

Sometimes there are one or two excellent enterprises, and most of them share the same fate with the entrepreneurs themselves.

Under the covenant relationship, entrepreneurs will become the spiritual leaders of enterprises. Under certain circumstances, entrepreneurs can be replaced by excellent teams and virtualized.

Work together for an ideal and spirit, not for a single person.

Management mode of humanized legal system

Under the employment or labor contract relationship, because entrepreneurs control status in the aspects of resources, information and behavior choice of enterprises, the personality characteristics of entrepreneurs will gradually be pplanted to corporate culture, and to a large extent, shape the culture of enterprises.

It will make subordinates or frontline employees consciously and unconsciously act according to the way of thinking of their superiors.

Under such circumstances, it is easy for enterprises to move towards the rule of man. Pure rule of man either breed corruption, or form a rule of law based on the rule of family members, so that enterprises and individual entrepreneurs can form a destiny community.

There are many enterprises in China, such as the Hongta group's call for Zhu Shijian. The two degree appointment of Changhong Ni Runfeng is a typical example.

And the simple rule of law will make the enterprise become a stagnant water, become a big machine, lack of innovation and vitality.

The enterprise management corresponding to the covenant relationship is a humanized mode of rule of law.

"Covenant" is a strict regulation of management and scientific management.

It is to avoid the development of "League" to free and loose doctrine and overcome the spread of the traditional Chinese concept of "home world" which is closely related to the "alliance".

"Alliance" is based on mutual trust and fostering loyalty between employees and enterprises.

Avoid violent administration, rigid management and the simple purchase relationship between enterprises and employees.

To realize the effective combination of humanization and legalization.

Harmonious and harmonious working order

The establishment of "alliance" as a fraternal friendship and mutual assistance has promoted the emergence of a harmonious working order. On the one hand, as employees enter the enterprise, due to the lack of specific human capital in the enterprise, the workers themselves are clear and competent, and the demand for management has been greatly reduced. On the other hand, due to the casual relationship between individual employees and the fate of enterprises, there is greater enthusiasm for the work beyond their responsibilities, and truly realize the boundless operation on the basis of division of labor.

As a result, the business mode and process of enterprises will evolve into a self generated order.

The relationship between employees and enterprise organizations will be pformed from management and management, dependence and dependence to individual and organizational strategy.

There are not only the problems of superiors' redress, persuasion and coordination, but also the existence and restriction of professional managers.

Under the covenant relationship, the meaning of "alliance" determines that training is no longer to meet the needs of work, nor is it the handouts that entrepreneurs give to employees.

It is one of the essential elements for employees to obtain human capital gains.

Because the depreciation of human capital is quite fast.

James Martin, a British technology forecasting expert, estimated that the total amount of human knowledge doubled every 3 years in the 10 years of 1990s.

In the next 5 years or so, knowledge will be largely updated.

If we regard monetary capital as the only investment income and ignore the training of human capital, it is like killing the goose that lays the golden eggs, which will fundamentally destroy the ability of increasing the value of human capital.

Providing timely and effective learning and training is one of the prerequisites for human capital owners to invest in enterprises in the new era.

Just as investment and stock often want dividends or profits through stock appreciation today, training is an indispensable part of employees' investment in human capital investment from their enterprises.

"Covenant" has made it difficult for our employers who have long been puzzled by our employers to ensure that investment in staff training can really yield benefits.

The enterprises that have established the relationship of the covenant have created a profound cultural foundation for the good cooperation between the enterprises and the employees.

The "alliance" has promoted mutual trust between the two sides. Its strong cohesion and centripetal force have greatly reduced the risk of training.

The contract stipulates the rights and obligations of both sides.

Enterprises can guarantee their interests not to be infringed by means of agreed service period and economic compensation.