工商管理留學生dissertation范文-The impact of the Labor Contract Law on the corporate recruitment

 

Nearly 50% of enterprises who have different ownership have taken a cautious attitude to the recruitment. The foreign-owned enterprises (58.9%) generally have a cautious behavior, the private enterprises (52.3%) and the state-owned enterprises (47.8%) are followed. 32.4% of state-owned enterprises indicates a decrease in the amount of new employees; 26.9% of the state-owned enterprises increase labor dispatching, far higher than the foreign-owned enterprises and private enterprises.

 

The impact of the Labor Contract Law on the recruitment of enterprises with different ownership

 

The survey shows that the provisions of compensation, double pay greatly increase the enterprise's risk and employment costs. Labor contract law protects the workers ' autonomy and cancels the workers’ turnover compensation. The term of the labor contract can only restrict the employers. The increase of enterprise recruitment will increase the recruitment costs; however, the costs of keeping and dismissing employees are increased. Companies generally think the un-fixed-term contract increase the difficulty in enterprise’s management and the staff exit costs. As a result, the employers have a strict recruiting system, especially the state-owned enterprises.

 

The overall impact of Labor Contract Law on labor costs of the enterprise

The survey shows that majority of enterprises admit the increase in labor costs after the implementation of Labor Contract Law, 50.7% of companies believe there is a slight increase in labor costs, and only 15.3% of them think there is a substantial increase. The private enterprises admit the substantial increase in labor costs, accounting for 28.7%, much higher than the state-owned enterprises (12 .4%) and foreign-owned enterprises (15.6%). It seems that the increase in labor costs of smaller enterprises is much larger. Whether a small increase (56.1%) or a significant increase (23.0%), small enterprises have the highest degree of recognition. It shows that the overall impact of Labor Contract Law on labor costs of the small enterprise is significant.

調查顯示，賠償的規定，雙薪大大增加了企業的風險和用人成本。勞動合同法保護勞動者的自主權，并取消了工人的營業額賠償。勞動合同的期限只能限制雇主。企業招聘的增加會增加招聘成本，但是，保持和解雇員工的成本增加。企業普遍認為，非固定期限合同增加難度在企業的管理層和員工退出成本。因此，雇主有嚴格的招聘制度，尤其是國有企業。

 

勞動合同法對企業的勞動力成本的總體影響

調查顯示，多數企業承認增加的勞動力成本勞動合同法實施后，公司50.7 ％的人認為有勞動力成本略有增加，而只有15.3 ％的人認為是有大幅增加。民營企業承認在勞動力成本大幅上漲，占比28.7 ％，比國有企業（ 12 .4 ％）和外商獨資企業（ 15.6 ％ ）要高得多。如此看來，增加小企業的勞動力成本要大得多。無論是小幅增長（ 56.1 ％）或顯著增加（ 23.0 ％ ） ，小企業具有最高程度的認可。這表明，勞動合同法對小企業的勞動力成本的總體影響是顯著#p#分頁標題#e#

 

The overall impact of Labor Contract Law on labor costs of the enterprise

 

The survey shows that the overall impact of Labor Contract Law on labor costs of the enterprise is mainly reflected in three areas: recruitment and training costs, the corporate salary and welfare costs and the illegal costs. Among them, the most significant increase is the illegal costs, 62.4% of enterprises agree with the increase of illegal costs. The private enterprise suggests the impact on recruitment and training costs (59.8%) and the salary and welfare costs (60.5%) is the greatest, which the recognition is higher than the state-owned enterprises and foreign-owned enterprises. At the same time, the foreign-owned companies believe the impact on illegal costs (65.3%) is the greatest. 

 

After the implementation of the Labor Contract Law, many companies have the feeling of the increase of labor costs. The costs mainly include three aspects, Firstly, the costs which the original labor law has already regulated, such as the payment of social insurance; secondly, the obligations which the new Labor Contract Law sets, such as the economic compensation with the termination of labor contract; thirdly, the illegal costs the Labor Contract Law stipulates, in addition, there are some hidden costs, such as management costs, recruitment costs. The survey shows that more than half of the enterprises believe the labor costs will increase significantly after the implementation of the Labor Contract Law. In fact, the Labor Contract Law increases the labor costs of enterprises, but the increase isn’t as much as the imagination.

 

The overall impact of the Labor Contract Law on the enterprise dismissal and economic compensation

 

The overall impact of the Labor Contract Law on the enterprise dismissal and economic compensation is significant, 52.6% of companies believe there is a relatively great impact, and 12.1% of the companies believe that there is a great impact, while only 13.4% of companies believe the impact is relatively small or very small. Among them, the impact on dismissal and economic compensation of the state-owned enterprises is the most significant, 66.5% of them believe that the impact is relatively great and very great, higher than that of foreign-owned enterprises and the private enterprises. In addition, the larger the scale is, the greater the impact on dismissal and economic compensation is. 54.7% of large enterprises and 51.4% of medium-sized ones suggest the impact on dismissal and economic compensation is relatively great.

 

Figure 4.8 The overall impact of the Labor Contract Law on the enterprise dismissal and economic compensation

 

The survey shows that the greatest impact of the Labor Contract Law on the more cautious dismissal decision: 53.8% of the companies believe that the Labor Contract Law prompts the dismissal decision becoming more cautious; 18.4% of the companies reduce the dismissal; 13.0% delay the dismissal; 9.8% believe that the impact of labor Contract Law on the dismissal is very small; 4.2% of the enterprises reduce working hours to meet the demand. Among them, the state-owned enterprises have the most cautious dismissal decision, accounting for 56.8%. In addition, companies believe that the specific impact of the Labor Contract Law on the dismissal is also reflected in making enterprises pay more attention to the daily management and recording.#p#分頁標題#e#

 

The impact of the Labor Contract Law on the corporate dismissal and economic compensation

 

The survey shows that the greatest impact of economic compensation is reflected in dismissal costs: 54.4% of the companies believe that the economic compensation increases the dismissal costs; 30.7% of the companies believe that it reduces the labor flexibility; 21.6% of enterprises indicate that it increases the labor dispatching; 9.8% of companies suggest that it increases the part-time employment; only 7.3% think the impact is small.

 

The impact of Labor Contract Law on the labor flexibility of the enterprise

 

12.1% of enterprises believe that the impact of Labor Contract Law on labor flexibility is very great, 35.1% of the companies believe the impact is relatively great, 44.1% of companies think the impact is general, 6.0% of the companies think the impact is very small. It shows that 43.9% of enterprises believe that the Labor Contract Law encourages enterprises to adjust the business and employment rules; each 33.7% of enterprises believe it increases the labor costs and employment risks; 29.6% of enterprises believe it limits the illegal employment of enterprises. In the aspect of the adjustment of business and employment rules, the larger the scale is, the more it tends to adjust the business and employment rules; in the aspect of employment risk, Labor Contract Law has a significant impact on large and medium-sized enterprises instead of the small business; In the aspect of illegal employment, the larger the scale is, the greater the restrictions is imposed. In order to cope with the impact on labor flexibility, companies tend to use the ways of labor dispatching and outsourcing (see Figure 4.10). Among them, 41.9% of enterprises tend to choose the labor dispatching; 21% of companies tend to choose outsourcing; 14.7% of companies choose the short-term labor contracts; 14.0% of companies choose the part-time employment. The state-owned enterprises tend to use labor dispatching (46.8%), while private enterprises and foreign-owned enterprises tend to use outsourcing. Answering about the question that “If it is a labor-intensive enterprise, can you use innovative ways to replace the labor force, for example, increasing capital or technical equipment? ", most companies tend to slightly use the innovative ways to replace the labor force (49.4%) , 33.5% of the companies are willing to substantially adopt the innovative ways. It can be seen that majority of enterprises will choose the labor dispatching, the part-time employment and outsourcing to cope with labor flexibility.

 

Figure 4.10 The specific impact of Labor Contract Law on the labor flexibility of the enterprise

 

The response of the enterprises

 

Chapter summary

Labor Contract Law has an important impact on corporate human resource management especially the provisions of the recruitment and compensation. It significantly increases the signing rate of labor contract, the term of labor contract and the number of un-fixed-term labor contracts, making companies to be more cautious in recruitment and dismissal decisions. At the same time, Labor Contract Law increases the labor costs, limits the labor flexibility based on the compensation. These effects are very complex, having both positive and negative impact. The study of these effects has important significance for analyzing the effects of the policy of Labor Contract Law.#p#分頁標題#e#