Based On Psychological Contract YRCB Staff Career Planning Management Research

With the rapid development of society and economy, working staff pursue not only a more generous salary and benefits, but also a self-fulfilling life with the expectation that their job can satisfy personal hobbies and challenge their potential. Given that fact, the organization and the staff should, on the one hand, sign legitimate labor contracts according to the provisions of Labor Law, defining explicitly the rights and obligations in the form of law. On the other, the psychological contract, one that can not be clearly written in the form of law, will gradually build up between the organization and the staff. As a bond to keep interaction between the organization and staff, psychological contract can be utilized by the organization to improve staff enthusiasm and loyalty, which directly affects the realization of organizational goals. It can be said that the relationship between the organization and employees is a partnership explicitly represented in labor contract and implicitly associated by the psychological contract. Career management plays an important role in the development and management of human resources, by which the organization discovers and stimulates employees’potential, thus enhancing organizational competitiveness, achieving the optimal allocation of matching personnel and post as well as matching competence and post. In this win-win way, individual employees will eventually bring about career development and enterprises achieve strategic growth.Based on the relevant theories of psychological contract and career management, this paper studies the relationship between the two, and meanwhile integrate career development stages and EAR cycle of psychological contract into the concrete practice of career management, taking psychological contract as a cut-in point to establish the career management model. Finally, this paper advances safeguard measures on how to carry on career management from the perspective of psychological contract, further emphasizes the importance of the psychological contract in career management, and implement management in accordance with the periodical changes of psychological contract, so as to effectively improve the efficiency of career management.