Study on Evaluation of harmonious labor relations of Chine private enterpris
Wei He
School of Business Administration
Jiangxi University of Finance and Economics
lunariaNanchanng, China
e-mail:*****************
Abstract—On the basis of related rearch, by practical survey of private enterpris this paper has designed an indicator system for harmonious labor relations in eight aspects of compensation, labor intensity and working time, social insurance and benefit, labor safety and health, training and career prospects, inner human relations, contract and democratic management, and work of labor union. Then by AHP method we construct a model to calculate harmonious labor relations. We u this model to calculate the harmonious labor relations of two private enterpris. According to the results of the empirical analysis, we propo veral suggestions for the construction of harmonious labor relations of private enterpris.
Key words-Harmonious Labor Relations； Private Enterpris； Indicator System； Analytical Hierarchy Process
I.I NTRODUCTION
Labor relation is one of the basic social relations in modern society. With the establishment and development of our socialistic market economic system, labor relations increasingly become an important economic relation of China. The sixth plenary ssion of the 16th central committee of the CPC has pasd <<decision of CPC central committee on important issues of building socialistic harmonious society>> which clearly propod to “develop harmonious labor relation”. This is the first time of our party’s document to address this issue, which has great significance for developing harmonious labor relation and is also the innovation of socialistic harmonious society theory.
At prent the activity of “creating harmonious labor relation” is carried out throughout the country. How to increa scientific basis and reduce subjective judgment needs to construct a scientific indicator system bad on survey. On the basis of related rearch, this paper constructs an indicator system from eight aspects Then we design a model to calculate the harmonious labor relation and by using the model we make an empirical study on two private enterpris trying to get the index of their harmonious labor relation.
II.CONSTRUCTION OF INDICATOR SYSTEM AND CALCULATION OF INDEX OF HARMONIOUS LABOR RELATION
A.Defining Harmonious Labor Relation and Its
Influencing Factors
Labor relation is a social economic relation formed by laborer and labor ur in process of labor implementation. Esntially it is a kind of relationship of economic interest. In broad terms, all the relations formed in labor process by laborer and any employer belong to labor relation. Narrowly labor relations in practical economic life refer to the legal relation in accordance with national labor laws and regulations. The implementation of rights and responsibilities between laborer and employer is protected by national laws.
Then what is the definition of harmonious labor relations? We think harmonious labor relations refer to the orderly state of owner, manager and employee of enterpri
in enterpri culture, business operation and benefit distribution. It is the harmonious order of lawfully recruiting people, appropriately deploying people and reasonably dismissing people.
How can we evaluate whether labor relations are harmonious or not? In the press conference held by all-China federation of trade unions on September 2006, Qiujian Zhang cretary of all-China federation of trade unions introduced eight criterions: strictly implementing labor contract and employing people according to labor laws; establishing consultation and collective contract system; protecting employees’ labor economic rights according to laws; wholeheartedly depending on employees to run enterpris and insisting on workers congress and other forms of democratic management system; respecting and protecting employees’ spiritual cultural rights; establishing legal supervision organization and labor dispute mediation organization; protecting the legitimate rights of female employees and juveniles; establishing trade union and conducting work according to the law of trade union.
The above eight criterions are only requirements in principle. We should make more specific and quantitative criterions according to the reality. This paper will be mainly from the relationship of owner of enterpri, laborers and trade union to consider the factors influencing labor relation.
2010 Second International Conference on Modeling, Simulation and Visualization Methods
TABLE 1 INDICATOR SYSYTEM OF HARMONIOUS LABOR RELATION
For the relationship between owner of enterpri and laborer the factors we should consider are the payment of wages, the degree of fairness, the signing of contract, the purcha of social insurance, inner communication, labor curity and working time. For the relationship between owner of enterpri and trade union, the factors we should consider are the establishment of trade union and the signing of collective contract. For the relationship among owner of enterpri, laborer and trade union, the factors we should consider are the degree of recognition of trade union, the activities and results of trade union to protect employees’ rights; labor dispute mediation.
In fact the relations among the three parts and the influencing factors are interrelated and mutually integrated. Therefore, in building the indicator system of harmonious labor relation we u AHP method to compare and analyze the indicators.
B. Constructing the Indicator System of Harmonious
Labor Relation
According to the definition of harmonious labor relation, we u AHP method to divide indicators of harmonious labor relation into target layer A, guideline layer B and measure layer C. According to the aspects involved in labor relation, we define the indicators of guideline layer B and then further d
ecompo the indicators to get more detailed indicators of measure layer C.
Specifically, the target layer A is the system of building the harmonious labor relation and from it we can have the index of harmonious labor relation. Guideline layer B includes the basic way and main content to judge whether the labor relation is harmonious and it can be summed up as eight indicators. Measure layer C is the detailed indicators of layer B which can be quantified and it includes 19 indicators. All the indicators are listed in table 1.
We can e that the indicators include almost the aspects of labor relation, which can systematically evaluate whether the labor relation of an enterpri is harmonious or not.
It is an esntial step to determine the weight of indicators, which directly influence the scientific result of evaluation. We mainly u AHP method to evaluate and the steps are: firstly using 1-9 scaling method to divide indicators to determine the relative importance of each indicator. Listing relative important matrixes of indicators. That is to construct comparative analysis matrixes. Secondly calculating maximum eigenvalue and eigenvector of matrixes and making an one-time inspection to determine the relative importance or weight of each indicator.
Constructing comparison matrixes and calculating maximum eigenvalue and eigenvector, consistenc
considery indicators and random consistency ratio.
(1) target layer A—guideline layer B
In consistency test, we can have the consistency indicator CI=0.1261, average random consistency indicator CR=0.0894.
(2) Guideline layer B—measure layer C
B1 C1 C2 W
C1 1 5 0.8333
C2 1/5 1 0.1667
In consistency test, we can have the consistency indicator CI0, average random consistency indicator CR=0.
B2 C3 C4 W
C3 1 3 0.75
C4 1/3 1 0.25
In consistency test, we can have the consistency indicator CI0, average random consistency indicator CR=0.
B3 C5 C6 C7 W
北京韩语学校C5 1 1/7 1/4 0.0756
C6 7 1 6 0.7249
C7 4 1/6 1 0.1995
Target layer A Indicat ors system of harmoni ous labor relatio n in enterpr is Guideline
layer B
Measure layer C
compensation（
B1）
level of compensation (C1)
degree of income equality (C2)eng是什么意思
labor intensity
and working
time（B2）
working time (C3)
labor intensity and labor quota (C4)
social insurance
and benefits（B3
busy什么意思
）
living conditions such as accommodation
and catering (C5)
social curity of workers (C6)
difficulty relief and other benefits (C7)
labor safety and
health（B4）
labor safety and labor protection (C8)
working environment (C9)
training and
career prospects
（B5）
vocational education and training (C10)
career development (C11)
inner human
relations (B6)
trust on employers (C12)
relation with supervisors and colleagues
(C13)
contract and
democratic
management
(B7)
signing and implementation of collective
contract (C14)
signing of labor contract (C15)
democratic management and supervision
(C16)
w ork of labor
union (B8)
degree of construction and recognition of
trade union (C17)
activities and results of trade union to
protect employees’ rights (C18)
labor dispute mediation (C19)
A B1 B2 B3 B4B5 B6 B7 B8 W
B1 1 5 3 9 8 7 4 6 0.3514
B2 1/5 1 1/4 6 5 4 1/3 3 0.1037
B3 1/3 4 1 8 7 6 3 5 0.2275
B4 1/91/6 1/8 1 1/3 1/4 1/71/50.0190
B5 1/81/5 1/7 3 1 1/3 1/61/40.0297
B6 1/71/4 1/6 4 3 1 1/51/30.0460
B7 1/4 3 1/37 6 5 1 4 0.1530
B8 1/61/3 1/5 5 4 3 1/4 1 0.0697
In consistency test, we can have the consistency indicator CI=0.0887, average random consistency indicator CR=0.0629, RI=CI/CR=1.4100.thepussycatdolls
B4 C8 C9 W
C8 1 3 0.75
C9 1/3 1
0.25
In consistency test, we can have the consistency indicator CI0, average random consistency indicator CR=0.
B5 C10 C11 W
C10 1 1/5 0.1667
C11 5 1 0.8333
In consistency test, we can have the consistency indicator CI0, average random consistency indicator CR=0.
B6 C12 C13 W
C12 1 1/3 0.25
C13 3 1 0.75
In consistency test, we can have the consistency indicator CI0, average random consistency indicator CR=0.
B7 C14 C15 C16 W
C14 1 1/4 1/3 0.1167
C15 4 1 5 0.6597
C16 3 1/5 1 0.2236
In consistency test, we can have the consistency indicator CI=0.1017, average random consistency indicator CR=0.0721.
B8 C17 C18 C19 W
C17 1 1/5 1/7 0.0755
C18 5 1 1/2 0.3338
C19 7 2 1 0.5907
In consistency test, we can have the consistency indicator CI=0.0071, average random consistency indicator CR=0.005, RI=CI/CR= 1.420.
Therefore, we can get the weights of indicators of harmonious labor relation in table 2.
CI=0.3514*0+0.1037*0+0.2275*0.0887+0.0190*0+0. 0297*0+0.0460*0+
0.1530*0.1017+0.0697*0.0071≈0.0362
RI=0.3514*0+0.1037*0+0.2275*1.4100+0.0190*0+0. 0297*0+0.0460*0+
0.1530*1.4105+0.0697* 1.420≈0.6356
CR=CI/RI≈0.0570＜0.1，
In the one-time inspection of overall ranking, the above comparison matrixes have acceptable consistency.
C.Calculating the Index of Harmonious Labor Relation
Firstly we divide labor relation into 5 levels and they are very disharmonious, disharmonious, harmonious, very harmonious and extremely harmonious. We u percentile to describe each level and define very disharmony is (50,60), disharmony is (60,70), harmony is (70,80), very harmony is (80,90), extreme harmony is (90,100). We u median of each group (55,65,75,85,95) to quantify.
Secondly we u formula 1 to calculate value of
indicators of measure layer and then by weighing we can
have
Bi
D, the value of indicators of guideline layer.
Formula 1: ()n
n
n
takeashower
n
n
n
D
i
C
/
95
85
75
65
55
5
4
3
化妆初学者
2
1
+
+
+
+
=
TABLE 2 INDICATOR SYSTEM OF HARMONIOUS RELATION
Target
layer
A
Indicato
rs
system
of
harmonio
us labor
relation
in
enterpri
s
Guideline layer B Measure layer C
compensation
（B1）
0.3514 level of compensation (C1)0.2928
degree of income equality
(C2)
0.0586
heads uplabor intensity
and working
time（B2）
0.1037 working time (C3) 0.0778
labor intensity and labor
quota (C4)
0.0259
social
insurance and
benefits（B3
）
0.2275 living conditions such as
accommodation and catering
(C5)
0.0172
social curity of workers
(C6)
0.1649
difficulty relief and other
benefits (C7)
0.0454
labor safety
and health（
B4）
0.019 labor safety and labor
protection (C8)
0.0143
working environment (C9) 0.0047
training and
career
prospects（B5
）
0.0297 vocational education and
training (C10)
0.005
career development (C11) 0.0247
inner human
relations (B6)
0.046 trust on employers (C12) 0.0115
relation with supervisors and
colleagues (C13)
0.0345
contract and
democratic
management
(B7)
0.153 signing and implementation
of collective contract (C14)
0.0179
signing of labor contract
(C15)
0.1009
democratic management and
supervision (C16)
0.0342
work of labor
union (B8)
0.0697 degree of construction and
recognition of trade union
(C17)
0.0053
activities and results of trade
union to protect employees’
rights (C18)
0.0233
labor dispute mediation
(C19)
0.0411
Ci
D is the value of indicators of measure
layer, n1 is the number of people who choo very
disharmony, n2 is the number of people who choo
disharmony, n3 is the number of people who choo
新概念作文大赛作品harmony, n4 is the number of people who choo very
harmony, n5 is the nmber of people who choo extreme
harmony, n is the total number of the people.
Lastly we u formula 2 to calculate the index of harmonious labor relation.
Formula 2: n n B B B W D W D W D Q +++= (2211)
Q is the index of harmonious labor relation, Bi D is the value of indicators of guideline layer calculated by formula 1, n W is the corresponding weights of indicators of guideline layer. We think although the indicator system is formed through the questionnaires of private enterpris, it is also applicable to evaluate the harmonious labor relation of certain region or certain industry.
The indicator system and the weights are both variable, relative and dynamic. We determine each indicator and its weight according to AHP. In practical operation, we can adjust them according to the nature of enterpris or the reality of different regions and industries.
III. S URVEY AND ANALYSIS OF THE INDEX OF
HARMONIOUS LABOR RELATION
On June 2009 we choo two private enterpris in Ganzhou Jiangxi province and Dongguan Guangdong province to investigate the labor relation. Both enterpris belong to manufacturing industry. One has 1350 employees and the other has 567 employees. In the survey, we mainly adopt the methods of questionnaire and interview and get the data which is needed to evaluate the labor relation. Altogether we have nt out 600 questionnaires and have 593 questionnaires back, in which there are 582 effective questionnaires. The recycling rate of questionnaire is 98.3% and the eff
ective rate is 97%. Using SPSS software we make analysis of the data we collected.
According to the way we calculate the index of harmonious labor relation, we make analysis of the items in questionnaire one by one and the results show: the index of labor relation of Ganzhou enterpri is 76.21 while that of Dongguan enterpri is 71.53. And the values of indicators of guideline layer are in figure1.
Figure 1 value of indicators of guideline layer
From the result, we can e that the values of indicators of compensation and social insurance and benefits are the lowest and are 72.41 and 64.79; 76.17 and 75.33. However, the value of indicator of
labor safety and health is high which is 79.31 and 81.38. It shows that the two enterpris are active in protecting employees and conform to the labor
safety norms of the industry. Besides, the values of indicator of work of trade union are also high and are 79.17 and 79.52, which shows that trade unions have been built in the two enterpris but whether they play the role in protecting employees is still unknown.
Considering the above analysis, there are veral suggestions for improving labor relations in private enterpris. Changing the concepts of owner of enterpris and strengthening the propagandizing and education of related people. Enhancing the establishment of related social insurance especially unemployment insurance and maternity insurance, which are missing in most private enterpris. Improving the functions of trade union to play its role in protecting employees. Implementing people-oriented management and making efforts to create the atmosphere of caring each other.
IV. C ONCLUSION
With the development of market economy and entry of WTO, enterpris must encounter all kinds of problems in labor relations. By making evaluation of harmonious labor relations, enterpris can find out the disharmonious factors and potential crisis in dealing with labor relations and pre-warn them t
o improve therefore make stable development of enterpris in harmonious environment; By investigating labor relations of enterpris, trade union can play its role to promote the development of labor relations; By joining in the evaluation of harmonious labor relation, laborers can greatly improve their understanding of legal knowledge of labor relations and labor laws, which can better protect their labor rights.
For past ways to evaluate labor relations, they are basically qualitative description of the quo status of labor relations. On the construction of indicator system of harmonious labor relations and on the basis of survey, by establishing mathematical model we can quantify labor relations and calculate the index of harmonious labor relations, which can help to make scientific asssment of prent labor relations to better construct harmonious and stable labor relations and realize healthily development of economy.
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