Strengthen human resources management to establish a corporate psychological contract[Abstract] psychological contract is in addition to the employment contract between the employees and the organization exists another form of contract. Contact staff and organization psychological ties, but also important factors to influence employee behavior and attitudes, it will affect the employee's job performance, job satisfaction, invested emotion to the organization, as well as staff turnover. Strengthening corporate human resource management functions, to build the psychological contract has an invaluable role to improve enterprise management level. [words] enterprises psychological contract human resource management incentive Employment staff are required by law to sign a labor contract, but there are few enterprises and employees to sign a psychological contract between individuals and organizations social exchange relationship can not define the mutual responsibility entirely embodied in a written employment contract, but in the heart of every employee on their own for the organization to pay what, how much, what organizations should return to their own, return the number of others have a clear understanding. When a staff join the enterprise, he signed with the enterprise actually two contracts, a write on paper - an employment contract, a write in the heart - the psychological contract. The research shows that the psychological contract does not meet the direct result of reducing employee satisfaction, reduced trust in the employer, identity and ownership of the weakened turnover rate increases. The psychological contract and its contents, role psychological contract is a term proposed by the famous American psychologist mercy Professor (EH Schein). He believes that the psychological contract "in any organization, each of the members of the various managers of the organization and others, the total set of unwritten expectations at work." Organizational behavior scientist Ago Reese ( Argris) psychological contract is broadly defined as: employees and organizational expectations of mutual responsibility, which includes the expectations of the expectations of the level of the individual and organizational level. This expectation is invisible, exists in the hearts of employees, and the role of their behavior. The subjective psychological contract, a dynamic and reciprocal characteristics. In general, the psychological contract contains the following seven aspects expectations: a good working environment, tasks consistent with professional orientation, security and a sense of belonging, remuneration, recognized the value of training and development opportunities and promotion. The psychological contract is an important factor affecting the organizational behavior, it is the role of the organization is mainly manifested in the following three aspects: one can reduce both the employer the insecurity; can regulate the conduct of the employee; Third employee to produce emotional reaction in the organization of the event. Plays an important role in the regulation of the psychological contract (such as the role of social, economic, etc.) and its performance in the employee's wishes, employee psychological contract breach will affect employee satisfaction, breaking expectations will be disappointed feeling, and break the obligation generate anger and cause people to re-evaluate the relationship between the individual and the organization. establish employee psychological contract Human Resource Management as an important enterprise management system, subsystem, corporate human resources management employee psychological contract can not be ignored, in management practice, by strengthening corporate human resource management functions, to build and maintain the psychological contract employees and enterprises. 1. strengthen recruitment functions, establish reasonable psychological contract the psychological contract formation in the recruitment link real and effective information passed in the recruitment process is to establish the basis of the psychological contract. The staff is holding a certain motivation to join the enterprise,karen millen ireland, to the help of the enterprises to meet their own material and spiritual needs of the multi-level. Publicity before the recruitment and recruitment related to the introduction of the work, let applicants for their future work there are a lot of expectations, have an important impact in their future work. Management of the psychological contract should also be recruitment starts, companies should help employees establish reasonable expectations, to understand the expectations of employees, and employees clear enterprise sector status quo and development within the next few years, in order to establish a reasonable expected, prompting its work hard to achieve the expected. to build the psychological contract requirements in the recruitment process in the following two aspects: first, to provide their employees with a real job previews (realistic job p review), recruitment, not exaggerated, not to provide false information abandoned and casual verbal commitment, and the expectations of employees, job requirements, organizational responsibilities and obligations clear publicity avoid employees to work unrealistic expectations, to form the correct psychological contract; second is in the recruitment process in careful check,ralph lauren singapore, in the choice of persons to take into account the capabilities and values, whether the candidate's values ââand corporate culture blending as one of the basis for hiring decisions. Through careful observation and effective evaluation of the quality of human resources, to shut out the those liquidity intention employees, so that really want to contribute to the development of enterprises,Cut costs five errors - cut costs , misunderstanding , competitive advantage _3240, ideals and aspirations ability of people with lofty ideals into the enterprise, in order to achieve personal - match between the positions of individuals - Organization and to avoid cause losses to the enterprise because of breach of contract. 2. intensive training functions, consolidate the psychological contract training is to consolidate employees and businesses is an important part of the psychological contract, an important opportunity for organizations to help employees establish reasonable psychological contract for enterprise requirements can induction training and staff knowledge and skills training to strengthen the psychological contract. New employees can further understand the business into vocational training, a comprehensive understanding of business development,chaussure isabel marant, corporate culture, business processes, management systems, show clear positions and organization of personal expectations, new employees into the corporate culture,diesel pas cher; same time, into the vocational training can also verify the various claims of the recruiters in the recruitment process, and allows employees to further strengthen their own choice; addition, the characteristics of different employees, give the appropriate knowledge and skills training, in order to mobilize the staff to play knowledge and enthusiasm and initiative skills.
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