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心理契约是员工对组织双方责任和义务的信念和期望。新进员工,由于对组织信息没有全面了解,容易对组织带有不切实际的期望,如果处理不当,容易造成新员工的流失。新员工流失不仅会增加招聘成本,而且会影响企业的日常工作秩序。本文从心理契约的内涵出发,探讨降低新员工人才流失的策略,提出了在招聘过程中传递真实信息、关注新员工的职业生涯规划、保持与新员工的有效沟通和提高新员工转换工作的成本等措施。
Psychological contract is the employee’s belief and expectation of both parties’ responsibilities and obligations. Newly recruited employees, because they do not have a complete understanding of the organization’s information, are likely to have unrealistic expectations of the organization. If they are not handled properly, they may easily lead to the loss of new employees. The loss of new employees not only increases recruitment costs, but also affects the daily work order of the company. This article starts from the connotation of psychological contract, discusses strategies to reduce the brain drain of new employees, and proposes to transmit real information during the recruitment process, pay attention to the career planning of new employees, maintain effective communication with new employees, and increase the cost of new employee conversion work. And other measures.