A Case Study On The Improvement Of Grassroots Staff Loyalty In Shenyang Branch Of PG Company

In the era of knowledge economy,humanism has gradually become a feature of The Times.Human capital stands out among various capital elements and plays a pivotal role in the innovation and development of science and technology enterprises.The grassroots staff working at technology enterprises have malleable and learning ability,and are the important source of the future backbone of enterprises.Therefore,domestic and foreign enterprises have tried a variety of strategies to improve the loyalty of grassroots staff.Although focusing solely on salary and bonus can produce results immediately,it cannot achieve the goal of long-term promotion of grassroots staff loyalty,and will have a negative effect on the overall compensation and bonus system of the company,resulting in financial burden.Analyzing the specific management case of PG company in Shenyang branch,and discusses how to improve the loyalty of grassroots staff from the perspective of psychological contract.First of all,based on the analysis of the cases and combined with the questionnaire survey,the issues should be focused on performance appraisal,employees motivation,organizational training,personnel development.Secondly,by combining psychological contract and incentive theory with human resource related issues,it aims to enhance the interactive influence of psychological contract between the leadership and grassroots staff by improving routine human resource management strategy.Finally,this thesis analyzes the relationship between psychological contract and behavioral causality in human resource management between organization and grassroots staff.Based on the incentive theory,it reveals the connotation of expectation elements from grassroots staff inside,and explores a set of performance,training,development and incentive strategies that meet the needs of grassroots staff,and strengthens the psychological contract between grassroots staff and the organization,and thereby improves the loyalty of grassroots staff of PG company.In terms of the strategic direction proposed,firstly,it is necessary to confirm that in addition to the economic contract,the implicit psychological contract plays a hugely important role between grassroots staff and the enterprise.The existing human resource management measures of the enterprise are trying to motivate employees to form a positive psychological contract,such as providing more training and competitive compensation.Secondly,according to the different needs of the grassroots staff in PG company,more flexible incentive measures and human resource management strategies should be adopted,such as providing a wider promotion platform and more targeted welfare.From the two perspectives,this thesis analyzes the performance,training,development and motivation modules that are most closely related to grassroots staff,which can directly affect the promotion of grassroots staff loyalty.How to change the routine human resource management mode to mobilize and meet the potential expectations of grassroots staff from different backgrounds is the key factor to improve employees loyalty.