Interpretation and Practical Operation of Labor Contract Law

The expanding scope of labor disputes is the direct reason for the promulgation of the Labor Contract Law. In 1994, when the Labor Law was promulgated, all 50 million state-owned enterprise employees across the country had fixed identities, and the term "unit" was still prevalent. In 1998, state-owned enterprises began to lay off employees on a large scale, and the vast majority of the 50 million state-owned enterprise employees were pushed to the market. The connotation of labor relations has undergone earth-shaking changes. Nowadays, not only the labor relations of state-owned enterprise employees have moved to the market, but also at least 120 million migrant workers have joined them. Individual economic organizations, private enterprises, and foreign-funded enterprises have grown unprecedentedly. This series of new labor relations needs to be regulated by the new Labor Contract Law. According to estimates, more than 90% of labor relations currently operate in accordance with market rules. These relationships require new legal adjustments and regulations. In the past human resources management work, the free space of the enterprise was too large and the management authority was too strong. The human resources managers only need to focus on the internal performance requirements of the enterprise, and what they need to master are the management techniques centered on this purpose. The promulgation and implementation of the "Labor Contract Law" will definitely make this era a thing of the past; we cannot just learn and master the management techniques to promote performance, and we cannot just focus on the inside of the enterprise. We must pay attention to the balanced trend of labor relations, the power of labor unions, and government supervision.