Interests Of Employees Research Articles

Differences in the procedure for termination of employment relations on different grounds

The study “Differences in the procedural order of termination of employment relations on various grounds” is devoted to the analysis and disclosure of the peculiarities of the legal regulation of procedures for the termination of employment relations depending on various grounds. The article discusses the key aspects of the procedures related to the dismissal of an employee at the initiative of the employer, cases of dismissal due to exceptional circumstances and in the event of the expiration of the employment contract. The normative legal acts regulating the procedural order of termination of the employment relationship are analyzed and the features of each of them are revealed.
 It will also not be news that modern labor legislation faces numerous challenges and problems in the field of termination of employment on various grounds. The article draws attention to the problems that may arise during the procedural procedure for termination of employment: special attention is paid to the analysis of possible conflicts and controversial situations that may arise in the process of termination of employment, and ways to resolve them are proposed. This article helps to reveal the complexity and variety of problems related to the termination of the employment relationship and provides practical recommendations for their resolution. The study of this topic is important for ensuring justice and legality in the field of labor relations and contributes to the preservation of harmony between the interests of employees and employers.
 This detailed analysis will contribute to a better understanding of the procedural requirements and challenges arising in connection with the various grounds for termination of the employment relationship, and will provide practical recommendations for ensuring fairness and respect for rights in these procedures. The study can also serve as a basis for further improvements in legislation aimed at improving the process of termination of employment relationships and maintaining a balance between the interests of employees and employers. Achieving a fair and legal termination of employment is important to both employees and employers and helps to maintain a balance with the overall efficiency of the labor market.

Health statistics indicators as a factor in accounting for occupational morbidity

Introduction When analyzing the risk of the impact of harmful factors on the health of employees, some researchers explain the low incidence of occupational diseases in Russia by errors in their detection during preventive examinations, lack of interest of employers and employees in the detection and registration of these diseases, and other reasons. At the same time, we did not find any works in the literature devoted to errors in coding of diagnoses of occupational diseases and their registration.The purpose of the work is to identify the cause of poor accounting of occupational diseases in Russia.Materials and methods The work was carried out on the basis of the Industrial Register of persons with occupational diseases. The registry was developed by the A.I. Burnazyan Federal Medical and Biological Center and has been in commercial operation since 2011. As of 31.12.2020, the register contains information about 2 300 patients with occupational diseases from among the employees of enterprises and organizations served by the health care institutions of FMBA of Russia. Directive documents on identification and registration of occupational diseases were analyzed.Results and discussion Analysis of the health of the working contingent and the subsequent creation of plans for medical and rehabilitation measures to reduce the incidence of occupational diseases among persons working at enterprises and organizations that are on dispensary registration in health care institutions of FMBA of Russia, requires knowledge of correct morbidity indicators about them. For this purpose, it is necessary to improve the registration of occupational diseases in Russia by switching to the diagnosis coding system adopted in the country’s sanitary statistics, and to make appropriate changes in policy documents.Conclusion One of the reasons for errors in recording occupational diseases is the violation of classification principles in the Order of the Ministry of Health and Social Development of Russia No 417n.

On the Effectiveness of Digital Workplace Health Promotion in Times of Home Office: A Systematic Review

In the face of an increasingly aging, multimorbid, chronically ill workforce, company health promotion (BGF) is an important instrument for promoting and maintaining the health of employees in the workplace. Due to digitization and the increasing possibilities of working from home, digital offers for workplace health promotion (dBGF) are being used increasingly in organizations. The portfolio of offers ranges from fitness trackers, online platforms, and health apps to so-called wearables, so that a broad, individual selection is possible for both organizations and employees. The aim of the study was to identify and analyze randomized controlled trials (RCT) with regard to the health-promoting effectiveness of dBGF. A systematic literature search was carried out in relevant specialist databases (PubMed, Livivo, Cochrane Library). The identified studies were selected, evaluated and then descriptively presented by several people systematically and independently. 17 relevant contributions could be identified and analyzed. Above all, measures to promote physical activity and programs to improve mental health were identified in the RCT studies that were carried out. The results of the studies carried out indicate that dBGF can promote health in a variety of ways and support organizations in providing a health-promoting working environment. The effectiveness of dBGF could be proven on the basis of the studies identified, whereby the effects are undoubtedly influenced and determined by the employees, above all by their health competence. In order to ensure the long-term effectiveness of dBGF, it will be necessary in the future to increase the interest and motivation of employees with regard to personal health promotion and illness prevention.

A Quasi-Longitudinal Examination of the Cube One Framework

This paper begins by explaining the nature and premises undergirding the Cube One Framework, insofar as the authors assume that most readers have never heard of it. The Framework is multi- dimensional, focusing on the interests of employees, customers, and the enterprise, and it is also based on multiple fields of inquiry. i.e., Organizational Behavior, Marketing, Operations Management, etc. The present research is the first study to obtain repeated measure data pertinent to the Cube One Framework. Practices prior to the onset of COVID (before March 2020) were obtained retrospectively in addition to practices in the Fall 2022. Because data were obtained at one point in time, the present undertaking is characterized as employing a quasi-longitudinal design. Although three static hypotheses were supported, the cross-lagged panel analysis was not because (only) the relatively new 5-item behavior-based measure, indicated that there was a significant decline in Organizational Performance (t = -3.59; p < .001).

Trade unions of Russia in the system of social partnership: legal regulation, problems and prospects of development

The subject. Proclaiming the ideas of partnership and solidarity, the state designates a completely new development focused on socio-economic relations in Russia, involving new principles of interaction between society, business and the state. The revision of the status of subjects of social partnership will be aimed at further development of the system of guarantees of human and civil rights and freedoms. Purpose of the study. The purpose of this work is a comprehensive analysis of the trade union as a subject of social partnership based on the study, analysis and generalization of the scientific base, current legislation and practice of its application. Effective protection of the rights and legitimate interests of employees is possible only if there is an effective mechanism of implementation of trade union control over their compliance. Therefore, it seems that in the near future the share of public control over compliance with labor legislation and labor protection should increase. Methodology. In the process of achieving the goal and solving the tasks set, the general scientific dialectical methods of cognition, as well as logical, historical, comparative legal and formal legal methods were used. Structural and systemic methods are also the basis of the study. The conclusions of the work are based on dialectical unity and the struggle of opposites. The main results. In the process of scientific research, it can be concluded that a society should be able to exercise public control over the observance of human rights in this society. During the reforms, trade unions lost the right to legislative initiative at the federal level, the rights to state supervision of compliance with labor legislation and the state of labor protection, and consideration of individual labor disputes. At the same time, trade unions have re-ceived a number of new rights, for example, to participate in the resolution of collective labor disputes, in collective bargaining, to conclude social partnership agreements, etc.Despite the declared principle of independence of trade unions from the state, as a result, it is impossible to create and legalize the legal status of the trade union movement without a state regulator. Therefore, the independence of any legal entity is, in principle, relative. Nevertheless, associations of employees are provided with a sufficient amount of corporate independence, which actually ensures their national and individual characteristics. Conclusions. Trade unions are an important element of civil society. Without increasing their role, it is impossible to achieve harmony in social and labor relations. In this regard, the question of the new status of trade unions in Russia should be raised. This conclusion is justified by the fact that free and independent trade unions are the guarantors of social justice and security. Consequently, the use of the market mechanism by the population depends on whether it is possible to regulate the labor market within the framework of law and policy. Moreover, the labor market improves the status of employees in relation to employers only with strong trade unions.

Corporate social purpose statements and employee perceptions about the CEO and the corporation: A large sample natural experiment

On August 19, 2019, about 200 CEOs of large U.S. corporations signed the “Purpose of a Corporation” statement announcing that their corporations will assume a greater social purpose and serve the interests not only of shareholders but also of employees, customers, suppliers, and communities. We use this statement as a natural experiment which allows us to examine the effects of such social purpose statements on employee perceptions about the CEO and the corporation. Our results show that corporate social purpose statements that directly involve employee interests positively affect employee perceptions about the CEO and, to a lesser extent, the corporation. Moreover, this positive impact is stronger when these statements are coupled with corresponding corporate actions and practices, i.e., actual investments in employees and employee-perceived benefits, including the perceived benefit of working from home. Finally, we discuss this study's research and practical implications and suggest interesting future research opportunities.

Methodology for ensuring employee engagement in the context of enterprise digital transformation

The implementation of strategic priorities of domestic enterprises digital transformation actualizes the tasks of employee engagement in this process. It necessitates the development of methodological approaches to the study of employee engagement in strategic decision-making to improve the quality of processes and production activities of the enterprise. The purpose of the study is to present the results of research on methodological approaches development that reveal the content and features of employee engagement management in the activities of the enterprise. The research methodology includes logical substantiation of essence of the processes under study, data from scientific and analytical publications on the problem under consideration. In the course of the research interrelation between the problems of ensuring employee engagement and leadership of enterprise management has been revealed, and criteria for evaluating the actions of different categories of personnel in ensuring and increasing employee engagement developed. Active and passive approaches to involvement management determining interests of managers and employees and their influence on business results and organizational changes have been identified. The model of employee engagement in enterprise’s activities has been created considering the content of digital transformation processes, application of which allows motivating personnel to manifest digital initiatives and participate in the activities of project teams. The conclusions obtained by the authors are of a theoretical and applied nature. They will contribute to development of scientifically based approaches to developing a strategy for managing employee engagement in digital transformation processes. The results of the research can be useful to scientists and practitioners dealing with the problems of human resource management in innovations and digital standards of industrial enterprises implementation.

Research on Enterprise Supply Chain Management --- Taking Apple as an Example

The term supply chain management first appeared in the logistics literature in the mid-1980s. The goal of so-called supply chain management is to plan, implement and control in order to reduce production costs and improve production efficiency. This paper aims to analyze enterprise supply chain management. The supply chain involves most of the products in our lives. The paper starts by presenting an overview of supply chain and the importance of it. This paper chooses Apple as an example to analyze supply chain management. Apple is the world's leading high-tech company, which can offer me some experience. The supply chain was not pioneered by Apple, but they do a good job. In the supply chain, part of the enterprise's business is external, which reduces costs and improves production efficiency. Apple is consumer-oriented. Some businesses are external and so on, which makes it a win-win situation for him and his partners. But there are also some problems in Apple's supply chain management, such as excessive exploitation of downstream suppliers and neglect of employee rights and interests. Then this paper discusses how they make changes in order to improve supply management. Finally, we summarize how to effectively manage supply chains in businesses. Apple needs to pay attention to the low-end market, strengthen the supervision of suppliers, reduce the exploitation of suppliers, and truly protect the rights and interests of those suppliers' employees. In addition, it should shorten and optimize the supply chain to make the company's operations more stable.

Research on the Legal Review Standard of Anti-hostile Takeover by Listed Companies

With the acquisition and merger of various companies in the international economic market becoming more and more common, the phenomenon of hostile takeover in order to obtain the interests and competitiveness of the company is also more and more, the target company to prevent hostile takeover also created a lot of anti-hostile takeover measures. The legal regulations of anti-hostile takeover are different in different countries, but the types of anti-hostile takeover events are rich, so that the current legal regulations are not perfect, the legality premise of anti-hostile takeover cannot be effectively guaranteed, and the legality of anti-hostile takeover cannot be effectively reviewed. Therefore, this paper will use research method, case analysis method and summary method to solve the problem that the current legal review standard is relatively vague and insufficient. It holds that a more reasonable legal review standard of anti-hostile takeover should be established by establishing relevant legal principles, reasonably distributing the decision-making rights of shareholders and the board of directors, confirming the rights and obligations of the decision makers of anti-hostile takeover, and protecting the interests of minority shareholders and employees.

The Mandatory and Default Regulation in Hungarian Company Law – A Decade of Experience

Abstract 314The option to deviate from a legal provision has been problematic for company law. The theoretical background of legislation is rooted in the interpretative models of company law: the investor model favouring the interests of its members (shareholder theory) and a contractual model which takes into account the stakeholders in the business relationship with the company (stakeholder theory). This article reflects on the development of the regulation’s nature of Hungarian company law; the legislator implemented a fundamental change in the central element to the governance of company law in 2013. After the modification of central regulation concept of Hungarian company law, the role of the judiciary shifted to the classification of the different default-mandatory rules. This article investigates the development of the new company law regulations concept, and the related judicial practice, and also approaches the topic from the view of interests (of creditors, employees and members), striving to create a coherent dogmatic system.

Occupational Morbidity of Women Associated with Working Conditions in Agriculture

Introduction. About a third of employees of medium and large agricultural enterprises work in hazardous and harmful conditions. It is worth clarifying that the situation in this area is constantly changing, information may become outdated. The presented scientific work is designed to solve this problem. New information should be considered and systematized to study current data. The work objective is to analyze recently published official statistics on the impact of working conditions on the health of agricultural sector workers and, in particular, women. In addition, the problems of the formation and development of occupational diseases of women employed in agriculture are considered.Materials and Methods. The data of the Federal State Statistics Service, the Ministry of Health of the Russian Federation, as well as the works of foreign and Russian scientists who studied the peculiarities of work in agriculture were used as research materials. Official statistics data were summarized in the form of tables, visualized as diagrams. The illustrative material allowed us, in particular, to compare the indicators, to identify the most significant risks associated with the work of women in the agro-industrial complex.Results. About 35% (that is, more than a third) of the personnel of medium and large enterprises of the agro-industrial complex are women. Many of them work in harmful and dangerous conditions. From 2015 to 2021, the corresponding minimum recorded figure was 26.4% of all women employed in agriculture, the maximum was 37%. Generalized statistical data suggested that from 2015 to 2021 the situation was not significantly improving, a downward trend was not formed. If to speak about hard work, the proportion of women performing such functions increased from 13.8 % to 17.7%, that is, by 2021 the situation noticeably worsened. We noted the progress with strenuous labor processes in agriculture. The proportion of women engaged in such jobs almost halved: from 3.5% to 1.8%. Physical overload, which functionally overstrain the organs and systems of the body, should be recognized as a particularly harmful factor for agricultural sector workers. The most problematic industry from the point of view of women's health was animal husbandry.Discussion and Conclusion. The results of the work allow us to conclude about the unsatisfactory working conditions of women in agriculture. The situation can be improved by state control, mutual interest of employers and employees in the organization of workplaces and the compliance with labor protection requirements. A systematic approach should reduce the number of occupational diseases among women, improve the health indicators of agricultural workers.

Assessment of job meaning based on attributes of food-delivery mobile applications

ABSTRACT Using a mixed method, this study investigated how food delivery employees’ perceived sense of purpose, autonomy, and self-efficacy from delivery applications affected job meaning using data from online surveys and online reviews of food delivery employees in the United States. The results of partial least-squares structural equation modelling revealed that mobile application attributes influenced both intrinsic and extrinsic motivation, which was reflected in job meaning. Perceived autonomy from mobile delivery applications showed the highest impact on intrinsic motivation, followed by sense of purpose and self-efficacy. The impact of intrinsic motivation on job meaning was greater than that of extrinsic motivation. Furthermore, the results of the qualitative study highlighted the role of food delivery applications in employees’ job-related outcomes. Given the increasing interest in service employees’ well-being, this study provided deeper understanding of not just the functional characteristics that have a positive significance in work, but also the psychological aspects of mobile applications.

Analysis Of The Effect Of Motivation And Knowledge About Capital Market, Return, Risk And Minimum Capital On Interest To Invest In The Indonesia Stock Exchange (Case Study In The Financial Audit Board Of The Republic Of Indonesia)

The purpose of this study was to find out how the influence of motivation, capital market knowledge, return, risk and initial capital on interest in investing in the Indonesia Stock Exchange.The research method uses a quantitative approach using primary data in the form of a survey through a questionnaire instrument, while the analytical method uses multiple regression statistical analysis. The research sample is BPK employees with random sampling technique.Based on the results of this study confirms: 1) Motivation has a positive and significant effect on interest in investing, the results of statistical tests noted that 49.4% of investment interest is influenced by motivation which shows that BPK employee motivation has a positive and significant influence on investment interest; 2) Knowledge of the capital market has a positive effect on investment interest. The results of statistical tests noted that 19.8% of BPK employees' investment interest was influenced by knowledge of the capital market; 3) Knowledge of Return has an effect on investment interest. The results of statistical tests noted that only 9.8% of BPK employees' investment interest was influenced by knowledge of returns; 4) knowledge about risk has a positive effect on investment interest. The results of statistical tests noted that 0.277 or 27.7% of knowledge about risk affects the investment interest of BPK employees; 5) Knowledge of minimum capital has an effect on investment interest. The results of statistical tests noted that 11.3% knowledge of minimum capital affects the investment interest of BPK employees; and 6) Motivation, knowledge of the capital market, stock returns, risk and minimal capital together have an effect on interest in investing in the capital market. The results of statistical tests noted that 76.9% interest in investment is jointly influenced by motivation, knowledge of the capital market, stock returns, risk and minimal capital. Meanwhile, the remaining 23.1% is influenced by external factors other than the five independent variables studied.

Actual Situation of Salary as the Basis for Paying Social Insurance Premiums of Employees in Enterprises in Vietnam

In Vietnam today, the business sector is growing stronger and making an important contribution to the economy. However, in the process of implementing the law on social insurance payment, the compliance level of enterprises with the salary as the basis for payment of social insurance is still low, affecting the legitimate interests of employees and limiting revenue to the social insurance fund. In this article, the author has used a combination of documentary research methods, methods of collecting data from secondary sources, and at the same time used descriptive statistics, synthetic analysis methods and normative research methods to clarify the legal provisions on wages as the basis for payment of social insurance and the actual situation of wages as the basis for payment of social insurance premiums of employees working in various types of enterprises in Vietnam.

Centralized and local legal regulation of labor relations: problems of correlation and development

The current state of centralized and local legal regulation of labor relations in Ukraine has been studied and its shortcomings have been identified. The points of view of scientists regarding the essence of centralized and local legal regulation of labor relations have been analyzed.
 It has been indicated that Ukraine, positioning itself as a social, legal state and a future member of the European Union, should centrally establish social standards in the field of labor that correspond to those adopted in the European Union, while not reducing the existing level of existing social guarantees, as well as ensure them proper implementation and protection. Centralized legal regulation of labor relations in Ukraine should be based on a modern codified normative legal act, which will ensure a full-fledged comprehensive regulation of labor relations, implementation and protection of the rights of employees, compliance with the interests of employers, and also contribute to the development of local rulemaking.
 It has been justified that the focus on the protection of the employee's rights should continue to be the conceptual line of the centralized legal regulation of labor relations. The idea of balancing the interests of the employee and the employer is acceptable under certain conditions at the local level when concluding collective agreements, where it takes the form of a compromise. Here, balancing the interests of employees and employers can exist to the extent permitted by labor law.
 Attention has been drawn to the fact that modernity requires ensuring the development of collective contractual regulation of labor relations. The collective agreement, as the main local regulatory act in the field of labor, should comprehensively regulate labor relations within a specific enterprise, institution, organization or individual who uses hired labor. The conclusion of a collective agreement involves the search for a compromise between the employees and the employer in the process of establishing working and rest conditions. The collective agreement must provide for the mechanisms for fulfilling the established obligations and take into account the financial capabilities of the employer, which will make it a real and effective means of legal regulation of labor relations.
 It has been proposed to supplement Art. 11 of the Law of Ukraine “On the Organization of Labor Relations in Martial Law” part 2 with the following content: “During the period of martial law, it is not allowed to suspend the provisions of the collective agreement regarding wages, labor protection, medical care, ensuring equal rights and opportunities for women and men , measures aimed at preventing, countering and stopping mobbing (harassment), prohibition of discrimination”.

СТРАТЕГІЧНЕ УПРАВЛІННЯ ЛЮДСЬКИМИ РЕСУРСАМИ ПІДПРИЄМСТВ НА ОСНОВІ ЦИФРОВИХ КОМПЕТЕНЦІЙ

The article focuses on the need to take into account digital competences in the strategic management of the company's human resources. The purpose of the article is to systematize the main elements of the human resources management strategy of enterprises based on digital competencies. The methodological basis of the research was the use of general scientific methods: comparison (when studying research terminology), analysis and synthesis (to study the main directions of research in previous publications), modeling (to present a model of strategic management of human resources of an enterprise based on digital competencies), as well as special methods : grouping methods (to create a digital competence assessment pyramid) and a graphic method. The article examines a number of scientific works devoted to the concepts of "human resources", "strategic management", "strategic management of human resources" and "digital competences of personnel". This made it possible to propose the author's concept of "strategic management of human resources based on digital competences", under which we propose to understand the model of perspective management of the enterprise by harmonizing the strategic goals of development with its capabilities and interests of employees in the conditions of digitalization of the economy. The article proposes a model of strategic management of human resources based on digital competencies, the main elements of which include: purpose, tasks, prerequisites, principles, functions, objects, subjects, methodology for evaluating the human resources of an enterprise based on digital competencies, motivation of human resources to the acquisition of digital competences, the main consequences of the implementation of the company's human resources management strategy based on digital competences. A "pyramid for evaluating digital competencies" is proposed, the use of which will contribute to the step-by-step identification of digital competencies in all business processes of the enterprise, which will contribute to the development of an effective human resources management strategy. It is emphasized the need to use in-house training, which is based on the use of the strategy of anticipatory training of specialists during their entire professional activity.

INNOVATIVE FORMS OF EMPLOYMENT IN THE PROCESS OF GLOBALIZATION AND THEIR IMPACT ON THE LABOR MARKET

This article discusses the latest trends in transformation of employment in the context of transition to innovative technologies in the modern world. Unlike traditional employment, innovative employment involves flexible working conditions to satisfy a variety of customers, part time employment, a shift in the employees interests towards self-expression and stimulation of creative thinking. The innovative development of the economy involves the emergence of new non-standard forms of employment, each of which has its own characteristics and rationality of application. An influence of the innovative economy on the labor market is considered. The tendencies and challenges of the employment transformation are assessed. KEYWORDS: informal employment, automation, innovative forms of labor, artificial intelligence, labor transformation, precarization, human capital, innovative economy

Organisational voice and employee‐focused voice: Two distinct voice forms and their effects on burnout and innovative behavior

AbstractScholars and practitioners have long emphasised the importance of employees speaking up about workplace issues. Yet, voice research remains divided on fundamental questions such as underlying purpose. Drawing on the Job Demands‐Resources Model, this study offers an integrative perspective, building on the idea that the interests of employees and managers are distinct concerning the purpose of voice. This article draws on responses from a cross‐sectional national online survey distributed by YouGov, with a survey design that ensured that only those employed within an organisational setting with a reporting structure would be included in the data. The sample size used for the analysis (N = 1858) was representative of the UK workforce regarding gender, full‐ or part‐time work status, organisation size and industry. The exploratory and confirmatory factor analysis provides empirical evidence of two alternative and distinct voice forms: organisational and employee‐focused. Results show that while organisational voice is associated with significantly higher innovative behaviour and higher levels of burnout, employee‐focused voice is significantly and negatively associated with employee burnout. Lastly, our analysis reveals that while the total effect of organisational voice on burnout is positive, employee‐focused voice, partially mediating the organisational voice‐burnout relationship, exerts a countervailing effect, lowering burnout. Accordingly, organisations are advised to promote both voice forms, given their unique, positive effects, first on the employee (ameliorating burnout) and second on strategically important outcomes (innovative behaviours). Implications for theory and practice are discussed.

Features of the legal status of Trade Unions as subjetcs of supervision and control over compliance with labor legislation

The right to ensure an adequate level of work is guaranteed to every person and is controlled both by the state and other entities, in particular trade unions, which have a special legal status, which significantly distinguishes them from other entities authorized to supervise and control labor law compliance. Trade unions actually carry out continuous supervision of compliance with the norms of current legislation at each individual enterprise, institution of the organization, as they are independent from employers, which gives them more opportunities to carry out effective and efficient control over compliance with the norms of current legislation by the later. Trade unions are organizations that are formed on a voluntary basis and are non-profitable, because the purpose of their activity is to protect the rights, freedoms and interests of employees. Based on the analysis of scientific views of scholars, the author's definition of the concept of "trade union" is proposed in the article. The role and purpose of trade unions as subjects of supervision and control are revealed. The analysis of the current legislation is carried out, the norms of which fix the legal status of trade unions as subjects of supervision and control over compliance with labor legislation. The key features of the legal status of trade unions are highlighted, which distinguish them from other subjects of supervision and control over compliance with labor legislation.

Analysis and research on the economic benefits of employee labor in enterprises in the context of the Internet

Abstract Analyzing the economic benefits of enterprise employees is better for protecting the rights and interests of enterprise employees. In this paper, based on the K-means clustering algorithm in the context of the Internet, the K-means clustering algorithm is optimized by the entropy weight method, and a K-means clustering model for exploring the analysis of the economic benefits of enterprise employees’ labor is proposed. For the model of this paper, the classification accuracy of the model is verified by employing controlled experiments, and two types of evaluation indexes for the labor economic efficiency of enterprise employees are analyzed and mined, namely labor employment and work environment and wage compensation and training and learning, using enterprise T as an example. Regarding labor and work environment indicators, 74.52% of the evaluations were above C grade. From the data of the indicators of salary and compensation and training and learning, the percentage of C grades or above is 89.41%. In the background of the Internet, the K-means algorithm model to analyze the relationship between the economic benefits of enterprise employee labor can help enterprises understand the current problems of employee labor and improve the happiness of employee labor, thus promoting the increase of enterprise economic benefits.