山东建筑大学硕士学位论文
摘要
劳动关系主要研究劳动关系主体、关系结构、环境和运作的规律，在社会经
济活动中是最基本的社会生产关系。劳动关系管理是公司管理链条上的核心环
节，有助于构建和谐有序的内部关系，同时保障外部发展的稳健扎实。良好的劳
动关系管理，能够较好地调动员工的积极性和创造性，稳定团队队伍，创造更大
的经济价值、引进和储备更多的优秀人才，促进公司综合竞争力和可持续发展能
力的不断提升。
本文以劳动关系理论中的管理主义学派为理论基础，以劳动关系管理、人力
资源管理、国内外劳动关系研究为主要理论依据，结合劳动社会学、劳动经济学
相关理论知识以及当前我国劳动法律法规等为理论指导，以 JZ公司为研究对象，
从人力资源管理的角度，以管理主义学派所提倡的先进的、高认同感的理念为基
础，提出了具体可行的优化解决方案。具体包括：在劳动用工管理模块上规范劳
动合同签订、续签与终止，优化员工入离职流程管理；从规章制度管理上健全完
善公司相关规章制度；从社会保障与福利方面规范员工社会保险缴纳优化福利建
设；从薪酬绩效管理方面根据不同岗位员工的特征属性，以具有竞争优势与激励
作用为宗旨对薪酬绩效体系加以优化设计；在员工关系管理方面建立员工有效沟
通机制、提高员工诉求相应及合理化建议反馈、加强员工关怀、建立工会、提高
员工服务质量与支持力度；在劳动争议管理方面构建劳动纠纷预防与调解机制。
从而增强 JZ公司劳动关系管理的合法合规性，从根本上改善和提高 JZ公司劳动
关系的管理水平。
关键词：劳动关系管理，员工关怀，劳动争议调解，人力资源优化
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山东建筑大学硕士学位论文
ABSTRACT
Labor relations mainly study the main body of labor relations, the relationship
structure, the environment and the laws of operation, which are the most basic social
production relations in social and economic activities. Labor relationship management
is the core link in the company's management chain,which helps to build a
harmonious and orderly internal relationship, and at the same time guarantees a stable
and solid external development. Good labor relationship management can better
mobilize the enthusiasm and creativity of employees, stabilize the team, create greater
economic value, introduce and reserve more outstanding talents, and promote the
continuous improvement ofthe company's comprehensivecompetitiveness and
sustainable development capabilities.
This thesis takes the management school of labor relations theoryas the
theoretical basis, takes labor relations management, human resource management, and
domestic and foreign labor relations research as the main theoretical basis, combined
with the theoretical knowledge of labor sociology, labor economics and the current
labor laws and regulations in my country and so on for theoretical guidance, Taking
JZ company asthe research object, fromthe perspective of humanresource
management, based on the advanced and high-identity concept advocated by the
management school, a specific and feasible optimization solution is put forward.
Specifically, it includes standardizing the signing, renewal and termination of labor
contracts, and optimizing the management of employee entry and departure processes,
optimize employee entry and exit process management; improve the company's
relevant rules and regulations in terms of rules and regulations management; regulate
employees' social insurance payment and optimize welfare construction in terms of
social security and benefits; Characteristic attributes, optimize the design of the
compensation performance system with the purpose of having competitive advantages
and incentives; establish an effective communication mechanism for employees in
employee relationship management, improve employee demands and rationalize
suggestions and feedback, strengthen employee care, establish trade unions, and
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