Many Textile Enterprises Managers Talk About New Interactive Mode Of Labor Relations

Editor's note:

Interviewed Enterprises:

Huafang textile Limited by Share Ltd

Inter China 3509 Limited

Shanghai Textile Holding (Group) Company

Zhengzhou Ya Li Da Fashion Co., Ltd.

Jiangsu Jinchen Textile Co., Ltd.

Jiangsu Sihuang Group Co., Ltd.

Managers play a leading role in the construction of harmonious labor relations.

The entrepreneur wants to make the cost smaller and the profit bigger, and the laborer wants to get the right share of the wealth created.

As an open "small society", enterprises should take the behavior of employees in a broader system, and meet their individual needs while achieving organizational goals, so that the interests of employers and employees can be smoothly linked.

Today's labor relations are facing a certain degree of impact and test. While some enterprises ensure overall coordination and stability, there are also individual discordant factors.

Entrepreneurs with a sense of social responsibility will take appropriate measures to deal with this relationship properly, fully concerned about the needs of all levels of employees, and do everything possible to mobilize the enthusiasm and creativity of their employees.

Many enterprises have fully consulted their staff's suggestions on the introduction of internal important management regulations, personnel appointments and cadres' echelon construction, and workers can also express their views through the channels such as staff unions and trade unions, and gradually form a positive interaction of internal affairs consultations and co construction.

At present, enterprises need more standardized introduction of consultative negotiations, employee participation, democratic management, profit sharing, sharing equity and other mechanisms, so as to make "cooperation" between labor and capital possible.

Co construction and sharing of material achievements of enterprises

Moderator: can you talk about the understanding of establishing harmonious labor relations within the enterprise?

Hua Fang: at present, building harmonious labor relations within the enterprise is not only an effective way to relieve employment pressure and ensure efficient operation, but also the only way to enhance enterprise cohesion and enhance the stamina of development. It is also the inherent requirement of fulfilling social responsibility and building a harmonious society.

3509: first, we must build harmonious labor relations in building a harmonious society.

Harmonious labor relations must reflect the co construction and sharing of the material achievements of enterprises. We must ensure the right of workers to participate in enterprise management. We must operate orderly in the legal system and set up new ideas.

The construction of harmonious labor relations should not and need not avoid contradictions. Instead, it is necessary to change the mindset set by enterprises, managers and labourers, and discard the practice of carrying out the "credit card pressure" to workers, and set up the human resource concept of "humanism".

Shanghai Textile: harmonious labor relations should be the implementation of labor contracts in accordance with the law, labor disputes in accordance with the law, democratic consultation of labor relations, enterprises to provide employees with the necessary protection, employees willing to contribute to the enterprise.

Ya Li Da: while obtaining social and economic benefits, the company is also responsible for building a harmonious and civilized society.

The recognition of enterprises from all walks of life is not only the identification of products, but also the recognition of corporate culture.

Therefore, it is the focus of our internal work to create harmonious and beautiful living environment and spiritual and cultural life for our employees.

Jinchen needle: labor creates society and creates wealth. Therefore, not only the Central Committee attaches great importance to it, but also the governments at all levels attach great importance to it, which is related to the healthy development of the economy and social stability.

The construction of harmonious labor relations involves many contradictions and interests among enterprises, governments and workers.

Si silk: if labor relations are not harmonious, for example, workers' wages are low, workers' mood is not good, their work enthusiasm will be affected, and their enthusiasm for work is not high. They will appear in the production and management work to slack off, or even destroy the phenomenon of production and operation. The economic development of enterprises must be affected.

Pay attention to experience accumulation in trial and error

Initiative to lower management attitude

Host: what are the recommended measures for enterprises to coordinate labor relations?

Huafang: in order to build harmonious labor relations and serve the economic development of enterprises, we set up a labor dispute mediation committee of Huafang group in 2008.

Disputes arising from the conclusion, performance, alteration, termination and termination of labor contracts within the enterprise shall be mediated by the committee first because of disputes arising from working hours, social insurance, welfare, training and labor protection.

Jinchen needle: I treat employees as brothers and sisters, in terms of personality rights are equal, but there is a division of labor in their duties; in terms of economic benefits than those of the same type of enterprise; in the working environment, life relations processing, to make employees feel at home; in laws and regulations and government regulations on the welfare of workers, labor insurance and other aspects of strict implementation.

During the holidays, the party organizations and trade unions are required to organize activities to reflect people's value in their activities, and gain honor and sense of accomplishment.

Si silk: in 2010, the company increased wages by an average of more than 25% for the production of front-line workers, and constantly improved the standard of food subsidies, dishes flavor and staff bathing facilities in the staff restaurants, and mobilized the workers' production and business performance with good wages and benefits, and promoted the harmonious development of enterprises.

Solving contradictions is growth itself.

Host: can you provide some cases that enable the company to gain valuable experience?

Shanghai Textile: Xiao Zhao entered a company in May 2009, and the two sides signed a labor contract with a term of 3 years.

In November 2009, the department manager said the company needed half a year's work in the processing plant of the company because of its business development needs.

Xiao Zhao believed that the company did not negotiate with him and changed the content of the labor contract, so he did not agree to work in the processing plant.

A week later, the company unilaterally lifted Xiao Zhao's labor contract.

Xiao Zhao believes that the company has never informed the provisions of the employee handbook, and the formulation of the employee handbook has not been discussed by the staff congress or all the staff members, so the company is required to rescind the decision to terminate the labor contract.

It is true that Xiao Zhao has mentioned it.

After labor arbitration, the company was unable to lift Xiao Zhao's labor contract. After consultation, Xiao Zhao remained in the company.

Alice: in January 22, 2011, we held a competition meeting. This is a brave attempt to carry out performance management, and put the concept of "able person, flat person, mediocre person" into practice.

The implementation of performance management starts with marketing center.

According to the relevant position standards, the employees are evaluated and scored.

Si silk: in the summer of 2009, the weather was very hot, and the outdoor temperature was as high as 36 degrees Celsius.

The group's post spinning workshop's singeing section is due to the use of LPG flame to burn silk hairs. Although there are air conditioners in the room, the outdoor temperature is too high, and the indoor air conditioning duct is somewhat blocked, and the indoor temperature is as high as 35 degrees Celsius. Many workers are shouting to strike.

After finding out the backbone of the team, the trade union will be promptly reflected to the union. The trade union immediately organizes the departments of safety, production and human resources of the enterprise to investigate and understand the situation in the field.

Immediately decided to stop production for a day, cleaning the air conditioning duct and suction duct of the singeing section.

After the next day's shift, the indoor temperature has dropped to around 32 degrees Celsius.

The labor union also arranged to send cold drinks regularly, so that the workers were deeply moved and fully put into production.

A labor dispute that is imminent is solved properly.

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Training staff to accumulate talent pool

Some employees participate in internal decision making.

Host: can most employees participate in important decisions of enterprises?

Hua Fang: the group has a value concept: "Huafang -- our common home". It stresses that every employee in Huafang should have a sense of ownership. Employees can express their views through the channels such as staff meetings, trade unions and opinion boxes. At the same time, the company also pays attention to the opinions and voices of the staff of Guangzhou University. The important management regulations, personnel appointments and cadre echelon construction must be fully sought for staff suggestions, and the internal interaction between enterprises will be achieved.

3509: in accordance with the requirements of the trade union law, 1~2 annual staff meetings will be held. The staff congress will participate in the democratic management of enterprises, actively offer suggestions and suggestions, and put forward opinions on the suggestions or problems related to the development of the company, so that employees can truly participate in the decision-making of enterprises.

Shanghai Textile: important decisions, general employees are not involved.

Ya Li Da: internal and stable production environment is the foundation of enterprise development. In order to let employees become the mainstay of enterprise development, we must let them participate in it, so that we can work together to achieve enterprise development.

Si silk: the group has established and improved the system of deliberation of the workers' Congress. Major decisions such as technological pformation, major investment and workers' wage increase must be discussed by the workers' Congress of the company.

Raising revenue is not the only way.

Moderator: how does the staff's academic level, income level and business type affect the harmonious labor relations?

Shanghai Textile: the income level of employees has increasingly become the key factor of enterprise harmony, but labor-intensive enterprises have little room to raise their income, so it is difficult to raise employee income substantially.

Ya Li Da: the important decision of the employees to participate in the enterprise is the important foundation of their sense of belonging to the enterprise.

Employees' academic level and income level are also the basic conditions for employees to identify with corporate culture and stick to their jobs.

The impact of business type on labor relations is actually a matter of management mode.

We are implementing performance management, introducing assessment and competition mechanism, and managing staff's management to be emotional and systematic.

These links are interlinked, each of which is the basic factor that affects the harmony of labor relations in enterprises.

Jinchen needle: all the managers of our enterprises are promoted gradually from the employees of the enterprise. The team, workshop director and branch director are all old employees who follow the enterprise for many years.

We also encourage them to take part in all kinds of learning and skills training, and every year they also invite experts and scholars to teach in factories.