Psychological Contract And The Chinese Enterprise Human Resource Management Change

As a mental connection of organization and staff, mental bargain is useful to human resources management. The goal of writing this thesis is promoting the level of human resources management and realizing the goal of organization, according to the change of mental bargain.The thesis has four parts.The first part is summary of mental bargain. First, it introduces the development of mental bargain. Mental bargain is a subjective mental agreement, it includes what the two side of employment can give to and get from each other. Second, it introduces the characters of mental bargain. That are subjectivity, indefinite , double-side and variation. Last, it introduces the connection of mental bargain and human resources management. There have a variant balance between mental bargain and human resources management.The second part introduces the traditional mental bargain of Chinese staff. It includes four aspects: Collectivism is very important, the interest of collection is most important, staff tend to obedience; Longing for stable profession, staff will not to worry about being dismissed, they need safeness and belongingness; Staff long for fairness that is judged by result; Record of formal schooling is the most important condition to finding job.The third part introduces change of mental bargain of Chinese staff. First, it introduces the reason of mental bargain ' s change. There are two reasons that the change of society and economy and the change of valuation. Second, it introduces the change of mental bargain. The change includes four aspects: Utilitarianism is more important in market economy, staff pay more attention to interest; Staff long for realizing the value of themselves; Staff long for the fairness that is judged by result and course; Staff long for promotion of their capacity.The forth part introduces the change of human resources management. Wemust change some part of human resources management according to the change of mental bargain, these part are relating to the mental bargain and they can't work well now. These change includes: Founding the measuring system of mental bargain so that we can know the mental bargain of staff in time; Selecting the model of salary so that we can meet staff s thirst of interest; Planning the work career of staff so that we can meet their thirst of realizing the value; Founding the double fair system so that we can meet staff s thirst of fairness; Managing the study of themselves so that staff can promote their capacity; Exploiting staff s characters so that they have correct mental bargain Only manager realize the importance and effect of mental bargain and pay more attention to building and safeguarding the mental bargain, we can use the mental bargain correctly in human resources management and organization management.