"If you don't change, you will be eliminated."

The philosophy revealed by "who moved my cheese" is of great practical significance to today's enterprises.

Because the labor contract law, which is about to be implemented, has improved the protection of employees and raised the demand for human resources management in enterprises. This will bring about a great change to the way of labor and employment and the way of management.

First, the attitude towards employees should be changed.

For a long time, a lot of enterprises have their own strong psychology. They do not regard laborers in their eyes. Instead, they regard them as machines that do not need maintenance. They are "recruited" and "rushed away" to their employees. They treat them in a free manner. They often pay fines, deduct wages and increase work hours. Some even beat, intimidate, buckle their ID cards, and restrict personal freedom.

Now, with the backing of this labor contract law, trade unions or employees will have the right to say "no" to the system of enterprises, and employees can claim their rights in accordance with the law.

The "Butterfly Effect" caused by anyone who wins the lawsuit in the group of the new rising body is enough to make a batch of lawless enterprises pay a heavy price.

Therefore, if enterprises want to circumvent the risk of illegal activities, they must take the initiative to change their attitude towards employees and focus on protecting the rights and interests of employees in accordance with the law.

Second, the concept of low labor cost should be changed.

Some enterprises are extensive in management and have no business in operation. They should put their lives on the cheap labor force. Why can those enterprises that are unable to survive in their own countries or regions move back to China?

The low cost of labor has become their lifesaving straw.

"If we implement such a law, we will divest ourselves of capital."

Xu Moumou, a representative of Shanghai's multinational enterprise human resources association, said.

The "labor contract law" is a red light for them.

Moreover, according to the survey, in the next two or three years, China will enter the era of labor shortage. Even without legal requirements, workers will choose enterprises with their feet.

The era of enterprises gaining profits from cheap labor is gone forever.

Therefore, in order to develop in the long run, enterprises must change the concept of low cost employment, improve workers' skills in a timely manner, increase the treatment of workers, and strive to build high-quality staff teams, which is the core competitiveness in seeking long-term development.

Third, the concept of talent must be changed.

The labor contract law clearly stipulates the dismissal of employees, the probation period, and the duration of labor contracts.

This forced the enterprises to abandon the short-sighted speculative behavior of "lacking talents for high wages and not suitable to replace them again". They had to attach importance to the members of the organization and adopt more scientific and effective means to select, cultivate and develop talents. They should not only provide suitable opportunities, but also provide a stage for development, and actively implement EAP.

Fourth, the attitude of the Ministry of human resources must be changed.

The correct treatment of the labor contract law is related to the success or failure of the enterprise.

Enterprises should re understand the work of human resources and liberate the human resources department from the complicated administrative affairs, give them higher status, greater authority and more people, money and goods, and ensure that they can invest in core competence development, knowledge staff development, talent acquisition, allocation, assessment and evaluation, team culture building, harmonious labor relations and other human resources services.

At this point, enterprises may have to pform passively, but the vast majority of HR must go courageously to the front desk, take the initiative to undertake the glorious mission of advancing these major changes, help enterprises to reduce unexpected risks, legal risks and management technical risks of employment, help enterprises establish good corporate culture and employment concepts, and help employees and enterprises to grow better.

Wolliam Clay Ford Jr, former chairman of Ford automobile, said: "there are differences between good companies and great ones.

A good company can provide excellent products and services. A great enterprise can also provide excellent products and services, but it also needs to make efforts to make the world more beautiful.

Let us try our best to dance this dance of change in the course of moving towards a great enterprise.