Human Resources Practices Research:based On The Construction Of Harmonious Industrial Relations

Chinese current industrial relation show a characteristic as "strong capital, and the weaklabor", the workers‘interest is serious damaged, the management had interest alone thenengaging labor conflicts. Industrial relations research in China is still immature, which morefocused on non-public enterprises‘conflicts of employees-employer and the countermeasuresare discussed, such as advocate to improve working conditions and the correspondingtreatment and so on. In a word, which are not from the systematic and dynamic perspective toanalyze the formation of the conflict, transformation and solutions between the employers andemployees, the common interests of both sides of labor and capital also pay little attention.At present labor conflicts occur frequently in our country which is relevant to the periodof the economic transformation. Different from the existing studies involving trade unions andlegislation which based on macroscopical industrial relations, this study focuses on theenterprises‘internal industrial relationship problems, from the perspective of human resourcemanagement to coordinate industrial relations. Industrial relations climate as a measure oflabor relations of the important quality standard which is selected as enterprises‘harmoniousindustrial relations measurement validity standard, introducing the industrial relations climateinto enterprise can promote the organization to build a good atmosphere, improve the level oftrust of each other, decrease conflict and contradiction in the industrial relations, which helpto improve the industrial relations, and promote enterprise harmonious sound and sustainabledevelopment.This paper holds that the key to solve the problem lies in the enterprise must change itsbusiness management mode, fully realize the meaning of maintenance stable and harmoniousindustrial relations, searching from the enterprise interior for the regulation of the industrialrelationship, then put forward the core that building Chinese enterprises‘harmoniousindustrial relations is based on the two-way perspective, to create a good atmosphere ofindustrial relations. Then have a reconstruction of the enterprises‘human resourcemanagement system, designing a reasonable set of human resources of the practice whichsupported harmonious industrial relations, and strengthening the attention of employees‘demand, so as encouraging the employees‘initiative and enthusiasm to realize cooperationand mutual-gains.This are the main research results of (1) It found that the content about human resourcespractices based on harmonious industrial relations including recruitment, training,performance appraisal, compensation management, information communication and so on five dimensions in empirical survey;(2) Excluding performance appraisal, the othersdimension were significantly positive correlated with industrial relations climate;(3) Therewere mediating effect between harmonious human resource practice and industrial relationsclimate;(4) There were differences in harmonious human resources practices betweendifferent types of enterprise.