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The Research on Management of Employees’ Career Development under Modern Psychology Contract

Author: YueLingJun
Tutor: XuBin
School: Capital University of Economics
Course: Labor Economics
Keywords: Psychological contract Career Development System
CLC: F272.92
Type: Master's thesis
Year: 2006
Downloads: 1332
Quote: 5
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Abstract


As mankind entered the information age and the knowledge economy era, the increasingly competitive market and talent, the employees successful career development standard is rising and presents the characteristics of the times. The staff not only hope and enterprises to maintain long-term stability of the employment relationship, or the simple pursuit of economic interests, they pay more attention to personal empowerment and personal values. Employee career development is no longer confined within a business, they can \This shift is inevitable requirement to adjust the relevant management mechanisms, systems, and to adapt to the requirements of the employees' career development. Then, the psychological contract between the business and the employees of our country in the end is what kind of state? Management level of the career development of our employees and what is it? REVIEW psychological contract and career development management theory, combined with hi- The technology enterprise employees 25 years old -35 years old empirical analysis to explore the problems of employees, the \Countermeasures in the recommended enterprise concerned about the psychological contract change, to develop specific measures to promote the career development of employees. This paper is divided into six parts, the first part describes the motivation and research paper writing, thesis proposed psychological contract between the changes in the environment, businesses and employees adjustments that are faced with corporate employees significant impact on career management, of the questionnaire results are summarized current staff psychological contract situation and explore countermeasures. The idea of ??the whole thesis is to ask questions, analyze problems, explore countermeasures, this is a drill-down process. The second part describes the theoretical basis of the psychological contract concept, an important development process. Psychological contract theory can be found in the process of combing theory, have a profound impact on staff career development management, the two are inseparable. The third part is a brief introduction to career development theory, the main specific dig deeper into the relationship between the psychological contract and employee career development management. Systematic thinking we want to be able to look between the psychological contract and employee career development, enterprise and staff to promote the unity of opposites, fight between the two to achieve a harmony, and ultimately to individuals, businesses, social win-win-win situation. The fourth part is the empirical part of this paper, through the SPSS statistical software analysis questionnaire, and mining, summarized the psychological contract status and management level employees career development of employees; the fifth part countermeasures part, recommends that companies build between employees and psychological contract, and further strengthen corporate culture. Countermeasures also proposed specific mechanisms to improve the management of employee career development system, countermeasures embodies the \psychological contract between employees and create a learning atmosphere for business growth, at the same time to help employees grow.

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CLC: > Economic > Economic planning and management > Enterprise economy > Enterprise planning and management decision - making > Corporate Administration > Personnel Management
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