Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers.
Legal System for Human Resources Development
Adhering to the strategy based on the rule of law, China human resources strategies be important for China actively promotes democratic and scientific legislation to provide legal security for the fair and equal rights of individual development for everyone, and the scientific development of human resources and the Law on Mediation and Arbitration of Labor Disputes as the main contents, and other separate laws and administrative regulations as major components.ATAHK can supply professional China human resources strategies.
Legal system for promoting employment
To achieve the goal of expanding and stabilizing employment, China promulgated the Labor Law of the People's Republic of China laid down the principle of "independent job-seeking by workers, employment based on market forces and the promotion of employment by the government," requiring the building of a government responsibility system for promoting employment, the implementing of industry, investment, finance and taxation policies favorable for boosting employment, making an overall plan for balanced employment between urban and rural areas,improve the public employment service, vocational training and employment aid systems. The enforcement of these laws has greatly facilitated the interaction between economic development and employment promotion.
Regulations Concerning the Labor Protection of Female Staff and Workers, Provisions Concerning the Prohibition of the Use of Child Labor, Regulations on the Employment of the Disabled, and other laws and administrative regulations. The Employment Promotion Law has a special chapter on equal employment, which stipulates that no employees shall be discriminated against on the grounds of ethnicity, race, gender and religion, and specially provides that rural employees working in cities should enjoy the same labor rights as urban employees.
Proactive efforts have been made by the state to standardize the management of professional and technical staff. Since 1993 China has promulgated the Teachers Law of the People's Republic of China, Law of the People's Republic of China on Medical Practitioners, Law of the People's Republic of China on Lawyers, Law of the People's Republic of China on Certified Public Accountants, Regulations of the People's Republic of China on Certified Public Architects, and other related laws and regulations. These laws and regulations stipulate the qualifications and certificate standards of professional and technical staff, and their right to receive continuing education as well as their professional ethics, thereby standardizing the employment requirements for professional and technical staff and improving the quality of professional services.
Legal system for public human resources management
In 1993, China promulgated the Interim Regulations on Civil Servants, which launched the civil service system. The Civil Servants Law of the People's Republic of China went into effect in 2006, since when a series of related regulations have been issued concerning the employment and training, assessment and award, appointment and removal, promotion, demotion and transfer, punishment and appeal, resignation and dismissal of civil servants, penalties for violating civil service entrance examination rules, and appointment and ranking of new recruits. Over 1,000 regulations have been issued, covering the major components of public human resources management, including the wages and welfare of employees in government departments and public institutions, human resources management in public institutions, personnel mobility management and macro-control of human resources.
Legal system for human resources rights protection
In the mid-1980s China started the trial implementation of the labor contract system, which was officially established through the promulgation of the Labor Law of the People's Republic of China in the 1990s. The Labor Contract Law of the People's Republic of China, promulgated in 2007, and the later Regulations on the Implementation of the Labor Contract Law of the People's Republic of China, have further improved the labor contract system, specified the rights and obligations of employers and employees, the rules for signing, implementing, revising, canceling or terminating labor contracts and corresponding liabilities, and, taking into account the trend toward diversified forms of employment, made provisions about how to regulate labor dispatch services and part-time employment, and other aspects.
Collective consultation, together with a collective contract system, is being actively implemented in China. The Labor Law of the People's Republic of China and the Labor Contract Law of the People's Republic of China both prescribe a collective contract system, encouraging enterprises to adopt collective consultation and to sign collective contracts. The framework of the collective contract system with collective enterprise consultation as the main body, and with regional and trade collective consultation as the supplement, has been gradually formed. In recent years, the coverage of the collective contract system has been continuously enlarged with increasing effectiveness. A collective labor relations coordination system characterized by equal consultation between trade union or employee representatives and enterprise or enterprise organization representatives has been basically established.
For the fair and timely settlement of labor disputes, the Law of the People's Republic of China on Mediation and Arbitration of Labor Disputes was adopted in 2007, stipulating the scope, procedures, organizations, personnel and mechanism for labor dispute mediation and arbitration. In addition, a tripartite labor relations coordination mechanism has been established, comprising government departments, trade unions and enterprises, so as to better mediate and arbitrate labor disputes and give better legal redress for the timely and appropriate settlement of labor disputes and safeguarding the legitimate rights and interests of the relevant parties. The Regulations on Labor Security Supervision have been issued and put into effect, specifying the functions, implementation and legal liabilities of labor security supervision, thereby providing significant legal support for safeguarding the legitimate rights and interests of employees.
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