Harmonious Labor Relations In State-owned Enterprises Under "Mixed Reform" Research On Mechanism Construction

The report of the 19th National Congress of the Communist Party of China clearly pointed out that building a harmonious society is the only way to achieve common prosperity,and the harmony of labor relations is the cornerstone of this social harmony.In recent years,with the continuous deepening of the “mixed reform” of state-owned enterprises,major changes have taken place in corporate management and organizational forms,and the labor and employment environment.The issue of employee resettlement and employee relationship management after “mixed reform” have all proposed new changes to “mixed reform”state-owned enterprises.The challenge.Only when the labor relations are harmonious can the workforce be stable,and the “mixed and reformed” state-owned enterprises can create more and greater economic and social benefits,and ultimately achieve common prosperity.This paper starts with the reform process of state-owned enterprises,analyzes the changes in labor relations brought about by the reform of state-owned enterprises,and summarizes the problems of labor relations in different restructuring periods.Combining the status of "mixed reform" state-owned enterprise labor relations,the problem of "mixed reform" state-owned enterprise labor relations is divided into two stages: "mixed reform" and "mixed reform" : "mixed reform" mainly focuses on employee resettlement,which is embodied as Employees' democratic rights,economic rights,and labor rights and interests are damaged;after the "mixed reform",they mainly study employee relationship management,and analyze the labor relations of employees from the perspective of human resources.Employee compensation,social welfare,subjective consciousness,democratic management system,performance management and training And development and other aspects.According to the problem,the key factors affecting the harmonious labor relationship between the state and the enterprise are extracted,and the problem of “mixed reform” is extracted into the incentive factor and health care factor by the two-factor theory,which is summarized as the reward factor,which is the key variable of the evolutionary game model of managers and employees.According to the key variables,the manager-employee evolutionary game model is constructed to analyze the influence of different variables on the cooperation probability.The game results show that the manager incentive income is greater than the incentive cost,and the employee's efforts bring more benefits than the effort cost;In addition,the manager can effectively increase the probability of achieving the incentive goal by increasing the employee reward;there is a reasonable ratio of excess income distribution between the manager and the employee.At this ratio,the whole system will reach the goal of becoming ideal.At the same time,the increase in excess returns and the reduction in the respective costs of both parties will increase the probability of achieving the incentive targets to a certain extent.In order to verify the correctness of the problem analysis and the results of the game,it provides a powerful reference for the construction of harmonious mixed labor relations between the state-owned enterprises.This paper analyzes the reasons and processes of the mixed ownership reform by taking the case of the “mixed change” labor relationship treatment.The current situation of labor relations in the reform process,summing up lessons learned.Finally,according to the problem analysis case summary and the evolutionary game results,the management and mobilization mechanism including the trade union and the government are included in the construction,including the “mixed reform” and the “mixed reform”.Incentive mechanism,standardization and control mechanism,etc,a more systematic "mixed change" state-enterprise harmonious labor relations mechanism.Through research and analysis,this paper aims to realize the role of “mixed and reformed”state-owned enterprises in improving labor relations management,coordinating contradictions of labor relations,optimizing the construction of harmonious labor relations,and providing harmonious labor relations construction for other similar “mixed and reformed” enterprises.