Career development of industrial relations coordinator

With the successive implementation of the Labor Contract Law, the Employment Promotion Law and the Labor Dispute Mediation and Arbitration Law, the number of labor relations adjustment and labor security disputes continues to increase, and the coordination of labor relations has become the top priority. On June 5438+065438+ 10, 2007, the Ministry of Labor and Social Security listed labor relations coordinators as the tenth batch of new occupations, and emphasized that labor relations coordinators should have professional knowledge and skilled communication skills in labor relations and labor security laws, and their career prospects have also been widely praised by the industry.

A labor relations coordinator refers to a person who is engaged in the publicity and implementation management of labor standards, labor contract management, collective consultation and coordination, promotion of labor-capital communication, and prevention and handling of labor disputes. Mainly distributed in regional mediation institutions, local trade unions, industry associations, entrepreneurs associations, as well as internal human resources management, trade unions and legal departments of employers. At the same time, more and more enterprises began to establish and improve the internal labor relations coordination mechanism, and equipped with professional labor relations coordination personnel. In Shanghai and other places, "enterprises are equipped with professional labor relations coordinators" as a system, which has better realized the prior mediation of labor disputes. With the implementation of the Labor Contract Law and the strengthening of the coordination mechanism of labor relations in enterprises, the social demand for labor relations coordinators will be increasing.

With the establishment and perfection of the market economic system, labor relations, as a "double-edged sword", play an increasingly important role in the business development of enterprises: harmonious labor relations can promote or even accelerate the growth and development of enterprises; The deteriorating labor relations will hinder or even destroy the normal operation of enterprises. Numerous cases strongly prove that labor relations are one of the decisive factors for the rise and fall of enterprises. Therefore, the construction of stable and harmonious labor relations should be the eternal theme of enterprises and the persistent pursuit of entrepreneurs.

Undoubtedly, the coordination of labor relations is an extraordinary management function, but it is a systematic project that takes into account "science and artistry" and integrates "emotion, reason and law", so it needs to be undertaken by specialized professionals. Obviously, enterprises in China generally lack standardized and specialized talents in this field. Therefore, the Ministry of Labor and Social Security (now Ministry of Human Resources and Social Security) officially promulgated and implemented the National Professional Standards for Labor Relations Coordinators. The standards comprehensively and systematically stipulate the knowledge and skills that should be mastered and possessed by labor relations coordinators (national vocational qualification level III), labor relations coordinators (national vocational qualification level II) and senior labor relations coordinators (national vocational qualification level I), and clearly stipulate the three-level training and assessment methods. The promulgation and implementation of this standard marks that the construction of the professional team of labor relations coordination in China has entered the track of standardization and legalization, which will certainly play a positive role in promoting the all-round construction of harmonious enterprises in China. With the implementation of the new "Labor Contract Law" and "Employment Promotion Law" in 2008, the cases of labor relations adjustment and labor security disputes will be on the rise, and it is urgent to strengthen the coordination of labor relations, which also gave birth to the new profession of labor relations coordinator. This profession is highly sought after.

It is understood that the number of labor dispute arbitration cases is growing rapidly at present, with an average annual rate of 20%-30%, and the contradiction of "more cases than people" is prominent. With the implementation of the Labor Contract Law and the strengthening of the self-coordination mechanism of enterprise labor relations, the social demand for labor relations coordinators will be increasing. The appearance of labor relations coordinator will help to promote the establishment of stable and harmonious labor relations.

Moreover, with the development of globalization and informatization, a large number of new labor relations have emerged. Due to the lack of mature regulation mechanism, the current labor relations in China are generally more fragile than before, and the number of labor violation cases and labor dispute cases continues to increase. Therefore, it is urgent to establish a professional team with coordinated labor relations.

According to the analysis, the labor relations coordinator is the most basic undertaker of the interest coordination mechanism, appeal expression mechanism, contradiction mediation mechanism and rights protection mechanism between employers and employees, and needs to have professional knowledge in labor relations and labor security laws, as well as skilled communication skills. In 2005, the Shanghai Municipal Bureau of Labor and Social Security, the Shanghai Federation of Trade Unions and the Shanghai Federation of Enterprises jointly issued the "Opinions on the Trial Implementation of the Labor Relations Coordinator System" to promote the work of labor relations coordinators in enterprises and regions in this city, and meet the needs of the increasingly developing labor relations coordination work through professional training and system construction.

In 2005, Shanghai took the lead in piloting the labor relations coordinator system in China. The first batch of more than 50 students from municipal trade unions, labor systems, metallurgy, medicine, commerce, chemical industry, transportation, light industry and other industries received training for one and a half months. In addition to systematically studying professional theoretical knowledge such as the introduction to labor relations, the principle of labor contracts, collective contracts negotiated on an equal footing, the role of trade unions in the coordination of labor relations, and the coordination management of labor relations in enterprises, the trainees also went deep into the practice and investigation of labor relations mediation, arbitration, courts and other relevant departments. Students who pass the examination are awarded the training certificate of labor relations coordinator.

Now, due to the increasing importance of this profession, it has developed from the original professional training to a new profession. Although the country has not yet issued relevant training standards, in Shanghai, the intermediary agencies entrusted by the three parties are beginning to study and gradually promote them to the whole country.

purpose

With the help of the national vocational qualification certificate system, we can help China enterprises to cultivate and bring up a standardized, professional and professional labor relations coordination talent team, thus playing a positive role in promoting China enterprises to build harmonious and stable labor relations. The lecture was given by the labor relations management experts of the National Professional Skills Appraisal Expert Committee and the relevant person in charge of the labor security department in accordance with the six professional functions stipulated in the National Professional Standards for Labor Relations Coordinators. The teaching content pays attention to case analysis and highlights operability. Details are as follows:

Professional function 1: implementation and management of labor standards;

Professional function 2: labor contract management;

Professional function 3: collective negotiation and collective contract management;

Professional function 4: construction of labor rules and regulations;

Professional function five: communication between employers and employees, democratic management;

Professional function 6: employee complaints and labor dispute handling. Full-time vocational school education is determined according to its training objectives and teaching plan.

Promotion training cycle: assistant labor relations coordinator shall not be less than 120 standard hours; The labor relations coordinator should have no less than 100 standard class hours; Senior labor relations coordinator shall not be less than 80 standard hours. -Labor Relations Coordinator (one of the following conditions)

(1) Having been engaged in this occupation for more than 6 years continuously;

(2) College degree or above in this major or related major.

(three) with other professional college degree or above, after the professional level 3 formal training to reach the required standard hours, and obtain a certificate of completion.

-Labor Relations Coordinator (one of the following conditions)

(1) Having been engaged in this occupation continuously for more than 3 years1;

(2) Having been engaged in this occupation for more than 5 years continuously after obtaining the third-class occupation qualification certificate of this occupation;

(three) after obtaining the third-level professional qualification certificate of this major, he has been engaged in this major for more than 4 years continuously, and has reached the required standard hours after the second-level formal training of this major, and has obtained the certificate of completion;

(4) Having worked in this profession for more than 5 years after obtaining the undergraduate diploma of this major or related majors;

(five) with a bachelor's degree in this major or related majors, and have been engaged in this occupation for more than 4 years after obtaining the third-class vocational qualification certificate;

(six) with a bachelor's degree in this major or related majors, and have been engaged in this occupation for more than 3 years after obtaining the third-level vocational qualification certificate of this occupation, and have reached the required standard hours after the second-level formal training of this occupation, and obtained the certificate of completion;

(seven) after obtaining a master's degree or above, engaged in this occupation for more than 2 years.

-Senior Industrial Relations Coordinator (one of the following conditions)

(1) Having been engaged in this occupation continuously for more than 19 years;

(2) Having worked in this occupation for more than 4 years after obtaining the qualification certificate of this occupation secondary occupation;

(three) after obtaining the second-class vocational qualification certificate of this occupation, he has been engaged in this occupation for more than 3 years continuously, and has reached the prescribed standard hours after the formal training of this occupation, and has obtained the certificate of completion;

(4) Having worked in this occupation or related occupations for more than 13 years after obtaining the undergraduate diploma;

(5) Having a master's or doctoral degree certificate and working in this occupation or related occupations 10 years or more;

(6) Have a master's degree certificate in this major or related major, and have been engaged in this occupation or related occupation for more than 7 years;

(7) Have a doctoral degree certificate in this major or related major, and have been engaged in this occupation or related occupation for more than 5 years. It is divided into theoretical knowledge examination and professional skill examination, both of which adopt closed-book written examination with a percentage system, and a score of 60 or above is qualified. The qualified scores of theoretical knowledge examination and professional skills examination are valid for two years.

The evaluation of the industrial relations coordinator and the senior industrial relations coordinator also needs a comprehensive review. Comprehensive evaluation can take the form of case analysis, thesis defense and performance evaluation. (1) Basic knowledge of professional ethics

(2) Professional codes

Objective and honest, fair and confidential, rigorous and realistic, law-abiding, people-oriented, strong affinity, good at communication, good with others, pay attention to cooperation and promote harmony. (1) labor security laws and policies

1) The concept and origin of labor law

2) the purpose and basic principles of labor law

3) Labor legal relationship

4) Labor security policy

(2) Labor relations

1) basic theory of labor relations

2) the main body of labor relations

Workers and trade unions;

Employers and their representative organizations;

Government.

3) the operation of labor relations

Labor contract system;

Collective negotiation and collective contract system;

Employee participation system;

Labor rules and regulations;

Tripartite mechanism for coordinating labor relations.

4) Labor conflict and its handling

Handling of employee dissatisfaction and complaints;

Labor disputes and their handling;

Group events and their handling.

(3) Human resource management

1) Basic theory of human resource management

2) Job analysis

3) Staff recruitment

4) Performance evaluation

5) Salary management

(4) labor economics

1) Basic knowledge of labor economics

2) Labor supply and demand

3) Wage determination and wage structure

4) Macroeconomy and employment

5) the institutional structure of the labor market

6) Government behavior and labor market

(5) Other basic knowledge

1) sociology

2) methods and skills of interpersonal communication