Research On Key Employees’ Resignation In S Company Based On Psychological Contract

In the development of an enterprise,core employees play an important role,and core employees usually determine the key factors of the company’s market development within the enterprise,including factors such as market,technology,and innovation.The resignation of core employees is bound to have a serious impact on the business development of the company.In the fierce market competition environment,it is very important to establish a human resource management mechanism that prevents core employees from leaving.By strengthening the incentives for core employees,it can also promote core employees to play a greater role in the company.This article takes Jiangxi S Company as a research case,uses literature research methods,case research methods and questionnaire survey methods to analyze the current situation of the company’s core employees resigning in recent years,and on this basis,uses questionnaire surveys to understand the main reasons for core employees’ resignation,And put forward optimized countermeasures and suggestions.In the research,firstly,the background and significance of the research are introduced,and the status quo of research at home and abroad is summarized.Secondly,the definition of employee turnover and core employees is defined,and the theoretical basis involved in the research is explained,including psychological contract theory,expectation theory and demand hierarchy theory.Furthermore,taking Jiangxi S Company as a research case,it introduces the basic situation of its current core employees,and expounds the status quo of the company’s core employee management.Finally,on the basis of the questionnaire survey,specific countermeasures and suggestions were put forward for the resignation of core employees of Jiangxi S Company.In the research,it is found that the main reasons affecting the resignation of core employees of Jiangxi S Company are in the enterprise.The design of working hours is unreasonable,the professional training of core employees is ignored,and the performance and income design of core employees is not emphasized.In terms of personal reasons,lack of personal career planning,lack of professional ability to improve the position.In terms of social reasons,the company’s position in the industry has declined too quickly,and the company’s brand and reputation have declined.In this regard,based on the psychological contract theory,it is proposed to rationally arrange working hours according to the job position and intensity,formulate training and improvement plans for skills and management,and attach importance to the performance design and assessment of core employees on a fair basis.Actively guide employees to formulate short-term and long-term career development plans,and strengthen the learning of the importance of their positions and their sense of professional responsibility.Actively promote innovative technologies to enhance the position in the industry,and strengthen the promotion of brand and corporate development results.