What are the common legal risks in human resource management of enterprises?

What are the common legal risks in human resource management of enterprises? 1. Legal risks of employing workers whose labor contracts have not been terminated.

2. The legal risk that the recruited employee violates the confidentiality and non-competition agreement with the original unit.

3. Legal risks of improper probation agreement

4. Deal with legal risks caused by imperfect labor relations procedures.

5. The legal risk that the labor contract enterprise fails to pay economic compensation according to the regulations has been lifted.

6. The legal risk of dissolving the labor contract in violation of labor laws and regulations.

7. Legal risks of illegal payment of wages.

8. If the enterprise does not pay work-related injury insurance, there will be legal risks that huge compensation for work-related injury and disability will be borne by the enterprise itself.

9, in violation of the provisions of the special protection of legal risks of female employees.

10, the legal risk of enterprises not paying overtime wages as agreed.

How to prevent legal risks in human resource management: Risk management in human resource management refers to risk management in recruitment, job analysis, career planning, performance appraisal, job evaluation, salary management, welfare, employee training and employee management, so as to prevent risks in human resource management.

In human resource management, we often attach importance to the operation of specific contents such as recruitment, training, evaluation and salary, while ignoring the risk management. In fact, every enterprise

Risks may be encountered in personnel management, such as failed recruitment, dissatisfaction of employees caused by the new policy, sudden departure of technical backbone, etc. These events will affect the normal operation of the company and even affect the company.

Cause a fatal blow. How to guard against these risks is a problem that we should study. Especially high-tech enterprises, because of their greater dependence on people, need to pay more attention to risk management in human resource management.

Risk classification Generally, we can classify risks according to all aspects of human resource management, such as recruitment risk, performance appraisal risk, job evaluation risk, salary management risk, employee training risk,

Employees manage risks and so on. For high-tech enterprises, recruitment risk, performance appraisal risk, salary management risk and employee management risk are more important.

In addition, we can also classify risks from the perspectives of known risks, predictable risks and unpredictable risks. For the known risks and foreseeable risks, we should take active measures to prevent them. Risk identification

In order to prevent risks, we must first identify risks. Identifying risks means actively looking for risks. For example, in employee management, the risk of losing technical backbone may be caused by the following aspects:

1. Treatment: Is he satisfied with his treatment? 2. Sense of job accomplishment: Does he have a sense of job accomplishment? 3. Self-development: Did he improve his ability at work?

4. interpersonal relationship: is his interpersonal relationship in the company good? 5. Sense of fairness: Does he think the company is fair to him and others?

6. Status: Does he think his status in the company is directly proportional to his contribution to the company? 7. Self-confidence: Is he full of confidence in the company's development and personal development in the company?

8. Communication: Did he have a chance to communicate with you? 9. Care: Can he get the care of the company and employees? 10. Identity: Does he agree with the management mode, corporate culture and development strategy of the enterprise?

1 1, others: Is it possible for him to leave his job because of marriage, studying abroad, continuing his studies, etc?

Personnel managers should carefully understand the objective situation and effectively identify possible risks, which is the first step to prevent risks. risk assessment

Risk assessment is to analyze the possible disasters caused by risks. Mainly through the following steps: 1, targeted research according to the types of risk identification;

2. According to the research results and experience, predict the possibility of occurrence and express the degree of possibility with percentage; 3. Line up according to priority.

For example, the personnel manager can conduct research by talking with the parties and sending questionnaires, and determine the employee's turnover ability in various risk identification items according to the research results and experience. The results are as follows:

( 1) 10%(2)20%(3) 10%(4)0%(5)50%(6)20%(7)0%(8)30%(9)0%( 10)0%( 1 1)0%。

Priority queues are: (5), (8), (2), (6), (1), (3), (4), (7), (9), (10) and (1/kloc-.

Human resource managers can find that employees are dissatisfied with fairness and communication, and the possibility of leaving their jobs because of fairness is the greatest, followed by communication problems. risk management

Risk management is to solve the problems found in risk assessment, so as to eliminate risks in advance. Generally, it consists of the following steps: 1, further investigation of predicted risks;

2. According to the investigation results, draft a risk elimination plan; 3. Discuss the scheme with relevant personnel and report it to the superior for approval; 4. Implementation plan.

The personnel manager can conduct a special talk or investigation on fairness and communication, find out the root of the problem, and draft the corresponding plan. For example, the solution to the fairness problem is as follows:

1, solicit opinions from employees when formulating company rules and regulations; Through investigation, it is found that the system itself is unfair because it does not participate in the formulation of the system. )

2. Distribute bound copies of the company system to all departments to facilitate employees to understand the company system; Through investigation, it is found that they mistakenly think that the implementation of the system is unfair because they are not clear about the details of some systems. )

3. Publicize salary promotion standards to make salary promotion transparent; Through investigation, it is found that because the salary promotion standard of the company is not clear, it is easy to feel unfair treatment. Increase inter-departmental exchanges;

Through investigation, it is easy to feel that other departments work easily, but they are the hardest, and it is easy to feel unfair. )

The HR manager can discuss the above suggestions with you, and finally it will be approved by the office meeting or the general manager.

Through the implementation of the above scheme, it may increase everyone's sense of fairness, and the specific effect remains to be investigated and summarized. Risk monitoring

Old risks have been eliminated, and new risks may appear again. Therefore, risk identification, risk assessment and risk control should be carried out continuously to form an effective monitoring system.

After a period of time, the risk needs to be re-analyzed to ensure that the control plan for the risk can be effectively implemented. And re-evaluate the problems in implementation.

In addition, we should pay attention to summing up experience and provide data for future risk management.

How to avoid common legal risks in contract management of electric power enterprises? 1. Close the contract and prevent legal risks from the root.

In the management of electric power enterprises, contracts are the main legal basis for both parties to handle disputes and fulfill their obligations. Signing a contract is the first step of contract management. In order to effectively reduce the legal risk of the contract, strict and standardized management should be carried out from this step. This requires electric power enterprises to formulate scientific and reasonable management schemes according to the characteristics and needs of various power supply contracts. Under normal circumstances, a standardized power supply contract should be clearly expressed, and its terms should be specific, detailed, consistent and conflict-free. If the contract wording is inaccurate and imprecise, it will easily lead to ambiguity, which will often lead to contract disputes and even bring huge economic losses to power enterprises. Therefore, electric power enterprises should have a cautious and serious attitude in the process of signing various contracts, do not buy legal risks because of carelessness, and try their best to improve the accuracy, comprehensiveness, scientificity and legitimacy of contract contents. Electric power enterprises should set up a special contract review department to strictly review all kinds of contracts, including whether the procedures for signing contracts are scientific, whether the contents of contracts are perfect, whether the relevant definitions in contracts are accurate, and whether the relevant standards of contracts are legal, so as to nip in the bud, supervise in advance, and nip in the bud as much as possible. In actual operation, the following points should be done well: ① The electric power enterprise and Qi Xin, the electricity consuming unit or individual, work together to draw up the contract content on the basis of the relevant contract model, and then submit it to the relevant departments of the electric power enterprise for inspection and audit. (2) After being examined and approved by the relevant agencies of the electric power enterprise, it shall be submitted to the special contract management agency for special approval and numbering. (3) The numbered contract shall be finally approved by the competent leader of the electric power enterprise. In the process of examination and approval, the problematic contract should be sent back for retrial; Those that fully meet the requirements shall come into effect after being stamped and signed by the power enterprise and the power user respectively. The contract signing process is very important, so we should not be careless. We must complete it step by step in strict accordance with the standardized contract signing process. Only in this way can we prevent and reduce the legal risk in the contract of electric power enterprises from the source.

Two, standardize the performance of the contract, eliminate the legal risks in the implementation.

After a power supply contract is signed between a power enterprise and a power user according to legal procedures, the contract has the legal effect of binding the rights and obligations of both parties. A reasonable, scientific, reliable and safe contract provides the necessary conditions for power enterprises to improve their power supply service capacity and obtain the expected economic benefits. However, only the power supply enterprises can obtain good benefits on the basis of the management and control of the contract execution process by both parties. The performance process of the contract means that the power enterprise and the power user fully and properly perform their obligations and assume their respective responsibilities in strict accordance with the requirements of time, place, price, quality, standard and quantity stipulated in the contract. In order to improve the management and control level of power supply contract, contract management and control personnel need to have a high sense of responsibility, risk awareness, contract awareness and legal awareness, so as to consciously fulfill the obligations stipulated in the contract; Constantly improve mechanisms such as repairing defects, handling disputes, terminating and changing contracts. However, the changes in the relevant obligations and rights of both parties, the execution of the contract and the determination of the relationship must be kept in the form of written certificates such as handover notes, memos, work contact sheets and agreements, and these certification materials must also be sealed and signed by the responsible persons of both parties. As all the above written materials can be used as valid evidence for both parties to sign the contract, they must be sorted, summarized and properly kept by special personnel; Do a good job in contract settlement and compensation preparation in time. When signing a contract, it should be clearly stated that both parties should consciously perform their respective obligations in strict accordance with the way, quantity, quality, theme, place and time agreed in the contract.

Third, improve the level of legalization and provide guarantee for legal risk early warning.

Every year, electric power enterprises should assign professionals to conduct comprehensive analysis and serious research on social and economic development, pay attention to various new policies related to the business of electric power enterprises, predict legal risks on the basis of comprehensive analysis of contract management problems of electric power enterprises, and comprehensively carry out early warning activities on legal risks of electric power enterprises' contracts through scientific sorting. According to the core work of electric power enterprises, the production, sales and construction management of enterprises are analyzed, the potential legal problems and risks in various businesses are deeply excavated, all kinds of risks are eliminated in the cradle, the important contents of contract management are counted and sorted out in time, the situations that are contrary to the contract contents in work are found in time, and these irregular behaviors are dealt with from the legal height, thus the contract management work is raised to the legal height. In order to realize management according to law, we must establish a perfect legal consultant system and improve the legal level of enterprise contract management. In practice, we should do the following: ① Improve and sort out relevant laws and regulations, formulate a clear catalogue of contract management systems, enhance the effectiveness, timeliness, legitimacy and rationality of the system as much as possible, and ensure the implementation of power supply contracts. (2) Build a perfect internal management system, improve the budget management and comprehensive planning level of electric power enterprises, and ensure that they can solve it reasonably without generating contract legal risks. ③ Attach importance to contract management and improve the contract evaluation system. Strengthen the contract management consciousness of leaders of electric power enterprises, implement the responsibility system of division of labor, improve the work quality of inspection and supervision departments of electric power enterprises, rationally allocate the specific work and responsibilities of each department in contract risk prevention, give full play to the role of contract review and legal consultation, and finally effectively reduce and avoid contract legal risks. In a word, contract management and legal risk prevention are the key contents of power enterprise management, and their management effects directly affect the economic and social benefits of power enterprises, which are related to their survival and development. Therefore, in practical management, enterprise leaders and contract managers should fully understand some problems existing in current contract risk management and take active measures to deal with them. Only in this way can we continuously improve the effectiveness of contract management, effectively reduce the legal risks in contracts, and finally lay a solid foundation for power enterprises to obtain greater economic benefits.

Close the signing of the contract, prevent legal risks from the root, standardize the performance of the contract, and eliminate legal risks in the implementation.

Improve the level of legalization and provide guarantee for legal risk early warning.

What are the common legal risks of online financing platforms? How to avoid it? The legal risk is mainly whether it is suspected of illegally absorbing public deposits.

I think you should pay more attention to the risk of capital itself.

What are the difficulties and risks of human resource management in start-up enterprises? The difficulties and risks that start-up enterprises may encounter in human resource management mainly focus on the following aspects:

1, it is not easy to recruit and retain excellent talents. There are two main reasons: first, unless more venture capital is obtained, in general, start-ups will not invest enough money in human resources and provide limited salary levels; Second, even if start-ups are willing to invest more money in talents, some outstanding talents who pursue stability are unwilling to take greater risks because of the uncertainty of their own development prospects.

2. Start-ups cannot form a relatively standardized personnel management system. There are two main reasons: first, start-ups are highly dependent on talents, especially core talents, while talents, especially outstanding talents, are highly uncertain and free, and cannot be standardized in management; Second, a large number of affairs faced by start-ups may be innovative and have no experience to refer to, so there are a large number of special affairs, which have weakened the institutional rigidity of management.

What risks should be paid attention to at least in enterprise human resource management? (1) The lack or surplus of human resources, unreasonable structure and imperfect development mechanism may make it difficult to realize the enterprise development strategy. (2) Unreasonable incentive and restraint system of human resources and imperfect management of personnel in key positions may lead to brain drain, low operating efficiency or disclosure of key technologies, business secrets and state secrets. (3) Improper exit mechanism of human resources may lead to legal proceedings or damage to corporate reputation.

What are the effective ways for enterprises to strengthen human resource management? The human resources of enterprises are the power source of all business activities of enterprises. Only by renewing the traditional management concept, strengthening human resource management and improving its effectiveness can enterprises survive in the fierce market competition and ensure the sustainable development of enterprises. Strengthening human resource management means that an enterprise plans its internal human resources according to its business activities and strategic objectives. Specifically, it is to organize, train and coordinate the human resources corresponding to the strategic objectives by using scientific and reasonable modern means, and guide, standardize, control and supervise the psychology, thoughts and behaviors of human resources, so as to keep the ratio of human resources to material resources in the best state and improve the subjective initiative of employees, thus ensuring. It is a good method to use human resource management system to assist enterprise management decision.

Method:

Have the concept of cherishing talents.

Talents are the precious wealth of enterprises, and managers at all levels must cherish talents and never be jealous of them. Even if the manager himself is an extraordinary talent, it is difficult for him to achieve great things without a few talented cadres and a large number of backbones.

Cultivation and management of key talents

Key talents are our core and representative, our soul and backbone. In strengthening human resource management, companies must have such a group of core employees, regardless of their size or ownership structure. Under the condition of market economy, the competition among enterprises will eventually be the competition of key talents. The quantity and quality of core talents determine the company's core competitiveness and survival and development.

Have the virtue of recommending talents.

Managers should have the virtue of recommending talents. A person who is not suitable for a certain position is an unstable factor. Even though he was obedient and didn't feel incompetent, "things are unfair, some people say." People will consciously or unconsciously compare talents with managers, which will reduce the prestige of enterprise managers.

Establish a talent training mechanism

To have talents, there must be a mechanism for cultivating talents. Haier, Lenovo, Huawei and Mengniu are all top talent enterprises. Why them? In human resource management, is it because of their system? Every company has a system. Why are other companies not successful? Is it because of their excellent leadership? A leader has a lot of work to do. How much time can he spend cultivating talents and how many talents can he cultivate? In fact, these outstanding leaders have created an excellent corporate environment and a benign corporate atmosphere, and nurtured corporate talents.

What are the risks of human resource management in enterprise internal control? 1, unreasonable allocation of human resources and imperfect development mechanism may make it difficult to realize enterprise development strategy.

2. Imperfect incentive and restraint mechanism of human resources may lead to brain drain, low operating efficiency or leakage of key technologies. This kind of risk is concentrated in the technical personnel of the enterprise, especially the professionals who master the core technology of enterprise development.

3. Improper exit mechanism of human resources may lead to legal proceedings or damage to corporate reputation. This kind of risk focuses on the labor disputes caused by dismissing employees and dissolving their labor contracts.