The Relationship Between Compensation Institution And Labor Relation In Private Enterprise

Since china has open up 20 years , our economic has made a big progress ,especially in private enterprises .The growing of the private enterprises helps the economic development and the social stability and the status grows day by day .However ,while we approve the effect of the private enterprises and encourage its growing , series of problems must be noticed such as the labor relation dispute and conflict. More and more inevitable and ruthless fact has occurred in our daily life.First ,the current compensation institution related research is based on the static perspective, such as the detail rules, the level , the structure and the constitution of the compensation etc .Lack of formally standard , completeness, execution etc. Second , the research on the labor relation focus on the basic area such as the conception , the machine-processed of labor relation ,and the internal scholar never research the labor relation on the point of compensation institution. So this article try to describe the labor relation of the enterprise in the view of developing process of the compensation institution .The thesis first reviews the relevant literature of existing enterprise salary system and the labour along with capital relation, makes a boundary of pivotal research concept and makes the theory foundation of research clear. It covers the concept of salary system, the boundary-make of system concept, the change of traditional salary system theory, the new development of modern-times corproation salary system and the division of salary management systemlized degree. It also covers the concept of labour and capital ralationship, the system of enterprise labour and capital ralationship, the research fo private deal labour and capital enterprise and the research localization in the past. Through the summary of literature, the following is understood. First, the enterprise salary management system researched in this article is the general title of rules that the enterprise establishes system rules, criterions, regulations, implement measures and distribution for the aim of specification salary distribution. Second, this article says that there are four conditions in theenterprise systems: system imperfection, system perfection but unstrict implementation, system perfection and strict implementation and system highly- identified and strict implementation. It uses two standards to divide this four states, one is maturity of system and the other is the performance of system. These two standards separately correspond to quantum and quality evaluation of corproation systemlization. It behaves the degree of standardization and perspicuity of enterprise salary system. The third, researches of private enterprise labour and capital relationship past are all based on macroscopical law, statute and system. And it isn't based on microscopical enterprise salary system developing. This is a important task of relation between labour and capital.Secondly, some research has been done in"salary system affects labor relation"subject, which includes feature and rules of Chinese private company. Chinese privately owned company has advanced from family management to modern company management. The research mainly involves three parts: 1, creating private company salary system model: salary system is divided into unvoiced pact salary system, confused salary system, form salary system and systematic salary system by the system level of completing and executing. 2, according to the theories of Zhang Yanning and Chen Lan, company salary system is divided into conflicting labor relation, frictional labor relation and harmonious labor relation. A kind of standard can be given by the feature of every labor relation. Hence, private company labor relation theory model can be established. 3, the standard of the choosing example and frame of the research can be defined by the feature of paper.Thirdly, the paper describes an example (Zhejiang JT Bronze Group). There are three standards to choose the example. The group has a long developing experience which is representational; the group needs to go through four salary systems; the group is cooperative to make the measure of the salary system and labor relation more accurate and efficient. These three standards are researched and analyzed.Finally, there are three conclusions: 1, the company salary system can be divided into four parts by"content encouragement"and"form systematic procedure"; the evolution of the company salary system takes from unvoiced pact salary system to confused salary system to salary system to systematic salary system. 2, it can be use"conflict, friction, harmony"to divide company labor relation. According to the development of salary system, company labor system creates kinds of patterns which are unvoiced pact VS harmony, confuse VS conflict, form VS friction, system VS harmony. 3, there are six problems directly influencing labor relation: violating lowest salary, violating paying salary, material object replacing money, violating paying salary monthly, deducting and owing worker's salary illegally, not paying overtime payment illegally, not or less paying insurance. To sum up , this thesis gives the private company four suggestions: 1 The salary system model can guide the company to make strategic decision on the salary system . 2 The salary system model can guide some fresh company to build and mature the salary system to the systematic salary system.3 The salary-labor relation model can guide some fresh company to solve the Labor relation conflict by developing the salary system. 4 To build a perfect Labor relation system ,the company must develop the salary system which take"win-win"as principles .