The Study Of Incentive System Based On Psychological Contract For BA Company’s Technical Staff

Incentive is an eternal topic of corporate management. With the development of the times and social, incentive inevitably issues new content and meaning. BA Company, as the domestic wood coating industry leader, is in the critical period of technical innovation from traditional to modern, and products innovation from oil to waterborne. As the core value creator of the company, technical staff who is responsible for product development and its technical information maintain has become the industry’s hottest human resource. Their fate, directly impact on the performance of the enterprise that if it could achieve rapid technological innovation, and in an invincible position in the fierce market competition environment. Therefore, how to keep enthusiasm of BA technical staff and reduce turnover intention by effective incentive system, has great significance to BA’s development, and is also the biggest problem currently that the HR department s facing.Psychological contract is "the implicit, informal, unpublished description mutual responsibilities and expectations between company and employees." As knowledge workers, the technical staff is difficult to be substantial affected on its incentives by traditional contract. But from the perspective of psychological contract to research incentive system, there would be more thorough to understand the expectations of the staff, and then take appropriate incentives to motivate, mobilize their work, and to maximize their creativity, to help enterprises enhance their core competitiveness which will be a constructive meaning. In this article, BA’s technical staff is the study object, to research the enterprise incentive system from the perspective of psychological contract, to construct BA technical staff incentive system based on psychological contract. The research has high significance for solving the current serious problems of high turnover and low job performance.In this article, I would study the incentive system to technical staff of BA Company from the psychological contract perspective. I start my paper from the talents problem which is the most realistic and serious question of BA, with taking psychological contract as the starting point, grasp the important dimensions and mutual relations of technical staff motivation requirements, then clarify the incentives and specific measures to improve the incentive effect. Firstly, read and study literature. Based on the result of another outstanding, design the incentive system based on psychological contract for the technical staff of BA Company from three dimensions, which including relationship, trading and development responsibility. Then analyze the results of the investigation, find out the problems on current incentive system for technical staff. Through constructing the psychological contract formation and sustain model, clarify the idea of how to construct incentive system based on psychological contract theory, fulfill the improving scheme on BA company psychological contract incentive system to solve the concrete problems.This article is a study of challenges of current incentive system of BA, a chemical company, and the creative way to build an improved incentive system based on psychological contract. This article has provided the views of psychological contract based on incentive system with detailed analysis of knowledge-based employees. In addition, this article has made detailed analysis of influence based on multi-views study and three dimensions of psychological contract. Therefore the deep analysis on incentive approaches and effects make the improved incentive system more operational.For the HR department of BA Company, it is a brand new project for psychological contract based incentive system. The survey and interviews have reflected a true situation about incentive system to technical employees and will help BA company management team to understand the needs of their technical employees, to find out the root cause of low performers and talent loss. Besides, the management team will have a new view to psychological contract through the entire introduction to its theory and would like to accept for a practice of improvement on current incentive system. This is the important applicable value of the study.