| Since the reform and opening up,with the rapid development of China's market economy,China's SMEs have become an indispensable force in the national economy.SMEs can promote R&D and innovation,expand employment,increase employment rate,and drive the economy to be good and fast.Growth and maintaining a stable and harmonious social environment can be seen as a huge role for SMEs.If SMEs achieve sustainable and stable development in the market economy,then the core competitiveness of human resource management cannot be ignored.With the constant changes in the market economy environment and the continuous development of human resources,the legal risks in human resource management are also constantly emerging.Through questionnaires and news reports,as well as cases of contact in daily life,we can see that SMEs are in the process of human resource management.The legal risks caused by negligence are widespread,and the number of labor dispute cases caused by this has been increasing.How to make the human resources management of SMEs reasonable,reasonable and legal,to build a harmonious development of labor relations,and to promote the sustainable development of enterprises is a major issue facing SMEs in China.First of all,this paper adopts the questionnaire survey method.In this questionnaire survey,a total of 80 questionnaires were sent to 80 enterprises,and a total of 75 questionnaires were collected,of which 60 were valid questionnaires.According to the survey of 60 representative SMEs in China,according to According to the statistics and analysis of the results of the questionnaire,it is found that these 60 SMEs have more or less problems in human resource management.For example,when recruiting employees,the company does not truthfully inform the staff of the work content,office location,office environment.,office salary,labor hazard,labor safety,etc.,some enterprises did not pay social insurance premiums to employees,some companies did not even sign labor contracts with employees,labor contract changes also lacked written formal information,the recruitment of enterprises Relevant systems such as system,attendance system,salary management system,performance appraisal system,reward and punishment system,safety and health system,separation system,and file management system are not perfect.Subsequently,this article interviewed LX senior management and ordinary employees.Through the answers of senior management and related personnel,it is known that LX companies also have the above-mentioned related problems.In order to highlight the key points and analyze the problems and solve the problems in a targeted manner,this article uses LX as the company case to conduct specific research in specific details.According to China's labor law,labor contract law,social insurance law,civil law general rules and other relevant laws and regulations,and combined with my own years of engagement Legal work experience and knowledge of human resource management theory,using literature research method,theoretical research method,case study method and on-site interview assistant method to identify and expound LX company human resource management legal risk,analyze LX company human resource management The current situation of legal risk,as well as the legal risk prevention in the recruitment of enterprise,the signing of labor contract,the duration of labor relationship,the termination or termination of labor contract in LX company's human resource management,and the countermeasures and protection against legal risks Measures.Through the legal risk analysis and countermeasure research of LX company's human resource management,it not only helps SMEs to reduce the human resources legal risk and thus improve the management level of human resources,but also has the sustainable,healthy and stable development of SMEs in the economic market.The meaning of reference. |
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