People In Textile Enterprises Talk Freely About Enterprise Management Rules: Cooperation, Not Confrontation

Joint construction and sharing of enterprise material achievements

Moderator: Could you talk about your understanding of the establishment of harmonious labor relations within the current enterprise?

Huafang: At present, building a harmonious labor relationship within the enterprise is not only an effective way to relieve the pressure of employment and ensure efficient operation, but also the only way to enhance the cohesion of the enterprise and enhance the development potential. It is also an internal requirement for fulfilling social responsibilities and building a harmonious society.

3509: To build a harmonious society, we must first build harmonious labor relations. Harmonious labor relations must reflect the joint construction and sharing of enterprise material achievements, must guarantee the right of workers to participate in enterprise management, must operate orderly within the legal system, and must establish new ideas.

Building a harmonious labor relationship should not and does not need to avoid contradictions, but to change the mindset of enterprises, managers and workers, abandon the previous practice of "controlling and clamping down on workers", and establish the human resource concept of "humanism".

Shanghai Textile: Harmonious labor relations should be the implementation of labor contracts according to law, the handling of labor disputes according to law, and democratic negotiation of labor relations. The enterprise provides necessary guarantees for employees, and employees are willing to contribute to the enterprise.

Yalida: While achieving social and economic benefits, the company is also responsible for building a harmonious and civilized society. The recognition of all sectors of society on enterprises is not only the recognition of products, but also the recognition of corporate culture. Therefore, creating a harmonious and beautiful living environment and spiritual and cultural life for employees is the focus of our internal work.

Jin Chenzhen: Labor creates society and wealth, so not only the Party Central Committee but also governments at all levels attach great importance to it, which is related to the healthy development of economy and social stability. The construction of harmonious labor relations in enterprises involves many contradictions and interest relations in enterprises, governments, workers and other aspects.

Sijuan: If the labor relations are not harmonious, for example, the wages of the workers are low and the workers are in a bad mood, their work enthusiasm will be affected. If their work enthusiasm is not high, they will slack off in the production and operation work, or even destroy the production and operation work. The economic development of the enterprise will certainly be affected.

Pay attention to experience accumulation in "trial and error"

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

Huafang: In order to build a harmonious labor relationship and serve the economic development of the enterprise, we set up a labor dispute mediation committee of Huafang Group in 2008. Disputes arising from the conclusion, performance, change, dissolution and termination of labor contracts within the enterprise, disputes arising from working hours, social insurance, welfare, training and labor protection, etc., shall be mediated by the committee in advance.

Jin Chenzhen: I treat employees as brothers and sisters. They are equal in terms of personality rights, but there is division of labor in terms of duties; In terms of economic benefits, it is more generous than similar enterprises; In terms of working environment and life relations, employees should feel at home; Strictly implement the welfare benefits, labor insurance and other aspects stipulated by laws, regulations and the government. On holidays, the Party, the League and the Labor Union are required to organize activities to reflect human values and gain a sense of honor and achievement. Sijuan: In 2010, the company increased the average wages of front-line workers by more than 25%, and constantly improved the food standard subsidies, food flavors and staff bathing facilities in the staff restaurant, and mobilized the production and operation of employees with good wages and benefits to promote the harmonious development of the enterprise. Resolving conflicts is growth in itself

Moderator: Can you provide some cases for enterprises to gain valuable experience? Shanghai spin : Xiao Zhao joined a company in May 2009, and both parties signed a three-year labor contract. In November 2009, the department manager said that due to the needs of business development, Xiao Zhao was required to work in the company's subordinate processing plant for half a year. Xiao Zhao thought that the company had changed the content of the labor contract without consulting with himself, so he did not agree to work in the processing plant. A week later, the company unilaterally terminated Xiao Zhao's labor contract. Xiao Zhao believed that the company had never informed the provisions of the Employee Manual, and the formulation of the Employee Manual had not been discussed by the staff congress or all the employees, so he asked the company to revoke the decision to terminate the labor contract. It is verified that what Xiao Zhao said is true. After the labor arbitration, it was believed that the company could not terminate Xiao Zhao's labor contract. After negotiation, Xiao Zhao continued to work in the company. Yalida: On January 22, 2011, we held a competition meeting, which was a brave attempt to promote performance management, and effectively implemented the employment concept of "the capable are superior, the average are inferior, and the mediocre are inferior". The implementation of performance management starts from the marketing center. Evaluate and score the competitive employees according to the relevant position standards.

Sijuan: In the summer of 2009, the weather was very hot, and the outdoor temperature was as high as 36 degrees Celsius. In the singeing section of the Group's post spinning workshop, the filamentous chaetophytes are burned through the liquefied gas flame. Although there is air conditioning indoors, the outdoor temperature is too high, plus the indoor air conditioning duct is a bit blocked, and the indoor temperature is as high as about 35 degrees Celsius. Many workers are clamouring to strike. The team backbone shall report the problems to the company's labor union in a timely manner after finding them, and the labor union shall immediately organize the safety, production, human resources and other departments of the enterprise to go to the site to investigate and understand the situation. It was immediately decided to stop production for one day and clean the air conditioning duct and dust suction duct in the singeing section. After the next day's shift, the indoor temperature has dropped to about 32 degrees Celsius. The trade union also arranged regular cold drinks, which deeply moved the workers and put them into production. A hair trigger labor dispute has been properly resolved. Cultivate talent pool for employees Some employees participate in internal decision-making host: can most employees participate in important decisions of the enterprise?

Huafang: The Group has one value:“ hfang ——Home we have jointly built ", emphasizing that every employee of Huafang should establish a sense of ownership. Employees can express their views through workers' congress, trade union, suggestion box and other channels. At the same time, the company also pays attention to soliciting the opinions and aspirations of employees. The introduction of important internal management regulations, personnel appointment, cadre echelon construction, etc. should fully solicit employees' suggestions, The benign interaction within the enterprise has been realized.

3509: According to the requirements of the Trade Union Law, the workers' congress will be held once or twice a year. The workers' congress will participate in the democratic management of the enterprise, actively offer advice and suggestions, and put forward opinions on suggestions or problems related to the development of the company, so that employees can truly participate in the decision-making of the enterprise.

Shanghai Textile: General employees do not participate in important decisions.

Yalida: A positive and stable internal production environment is the foundation of enterprise development. In order to make employees become the mainstay of enterprise development, they must be involved. Only by working together can we achieve enterprise development.

Sijuan: The Group has established and improved the deliberation system of the workers' congress. All major decisions of the enterprise, such as technological transformation, major investment, workers' wage increase and other important matters, must be discussed by the workers' congress of the Company. If they are approved, they will be implemented. If they are not approved, they will be suspended. Increasing revenue is not the only way

Moderator: How do the educational level, income level and business type of employees constitute the factors that affect harmonious labor relations?

Shanghai Textile: The income level of employees is increasingly becoming a key factor for enterprise harmony, but the space for labor-intensive enterprises to increase income is relatively small, and it is difficult to significantly increase employee income.

Yalida: Employees' participation in important decisions of the enterprise is an important basis for their sense of belonging to the enterprise. The education level and income level of employees are also the basic conditions for employees to identify with the corporate culture and adhere to their jobs. In fact, the impact of business types on labor relations is a matter of management mode. We are implementing performance management, introducing assessment and competition mechanisms, and managing employees with "passionate management and ruthless system". These links are interlinked, each of which is a basic factor affecting the harmony of enterprise labor relations. Jinchen Needle: We enterprise All the management personnel of the company are promoted from the employees of the company level by level. The team, workshop director and branch factory director are all old employees who have followed the company for many years. We also encourage them to participate in various learning and skills training, and we also pay a lot of money to invite experts and scholars to give lectures in the factory every year.