Study Of Labor Relations Of Power Supply Enterprises Under The Background Of Electric Power System Reform

Reform of China’s power system has undergone the first two rounds, will soon open a new round of reform, reform is gradually moving towards the general direction of the market, forming a virtuous competition. In the power generation side, the formation of five power generation groups, including China Resources Power, Shenhua Group, and Guangdong Electric, Zhejiang and other local power companies, began implementing the "bidding", "coal-electricity integration" mechanisms. In the power supply side, the formation of the State Grid Corporation and China Southern Power Grid Company, which remained the nature of monopolies, buying low and selling high to earn the price profit. With the National Development and Reform Commission in Shenzhen conduct electricity pricing reform, tariff reform marked the beginning of speed, power companies can only collect wheeling charges approved by the Government of electricity transmission and distribution. Power companies must change the existing management model, further establishing costs and employee incentive and restraint mechanisms.With the implementation of the new power system, especially in terms of the supply side of the business will face greater price reform, market, interest-based supply enterprise labor relations so that conflicts and disputes increasing labor relations. Construction of power supply enterprise harmonious labor relations become a research hotspot. Only full play to the role of government, business and trade union organizations in the coordination of this tripartite labor relations, in order to better build a harmonious labor relations of power supply enterprises.Identified herein by brainstorming 12 factors that affect the supply of labor relations in enterprises, the use of structural models to explain these 12 factors specific analysis, the results indicate that this model runs 12 factors can be divided into three levels:the first level is a business and employment not standardized, the limited level of economic development, inadequate laws and regulations, government supervision and management responsibilities missing these four factors; second level includes workers’rights awareness, corporate profit and the laws and regulations are not in place to implement these three factors; the third level including lack of communication channels, labor disputes, labor system is imperfect, job management is not in place and the lack of career planning these five factors. In this paper,12 factors were made to explain, and accordingly made recommendations to build a harmonious labor relations.