Study On Psychological Contract Management Of Labor Dispatch Staff Of WH Company

How to give full play to the potential of human resources,such as the core resources of enterprises,is a major difficulty in enterprise management.Especially in enterprises that use labor to dispatch employees,labor dispatching employees are not personnel of the enterprise,and enterprises only have the right to work,which increases the difficulty of management.Therefore,enterprises need to differentiate and treat according to the difference between the dispatched employees themselves and the formal employees,stimulate the creativity of the labor force,reduce the labor cost per unit of enterprise output value,and improve the profit and competitiveness of the enterprise.Established in January 1989,WH Company adheres to the spirit of “win-win cooperation,compatible innovation,technology,future,and leading”,and the quality policy of “providing quality level,pragmatic management,value-added services,and quality products” and “ The business philosophy of honesty,quality,mutual benefit and harmony.It is a high-tech enterprise engaged in the design,research,manufacture and sale of a complete series of aluminum electrolytic capacitors.However,due to the rapid growth of business,the level of intelligence of the production line is insufficient,and a large amount of labor is required.It is a labor-intensive enterprise.Labor costs account for a large proportion of the cost of the enterprise.A large number of laborers are used to dispatch employees,due to the ability of labor to dispatch employees.There is a gap in the ability of formal employees,which leads to a gap in the treatment between them,which leads to a large turnover rate,and increases recruitment costs from this aspect.The current personnel management still uses the traditional management methods of the past.There is no incentive to dispatch labor to dispatch employees,and they do not enhance their sense of identity and belonging to the company.This paper uses the theory of psychological contract,through the management of recruitment stage,through the initial management of employment,and then through the management analysis in the late stage of employment,using literature research,field chat,questionnaires and other methods to analyze its management status,analyze its problems,and propose Improve the thinking,think that the effective psychological contract management for labor dispatching employees needs to pay attention to it from the recruitment stage.In the whole process of enterprise management,we must pay attention to the management of psychological contracts,prevent the breakdown of psychological contracts,and establish mutual relations.The psychological contract recognized by both parties enables employees to aim at the goals of the company,to view work problems from the perspective of the company,and to improve the performance of employees,to combine corporate behavior with individual behavior,and to benefit corporate interests and Personal interests are combined to promote the development of the company.