基于心理契约视角,针对大学生群体,探讨冶金矿产企业新员工的激励问题.通过对心理契约理论、新员工的特点和冶金矿产企业的激励现状分析,把冶金矿产企业新员工分为刚入职和熟悉业务流程后2个阶段人群,并结合每个阶段新员工的心理契约状况,采取分阶段有针对性地进行激励,对刚入职新员工要加强职业教育、文化关怀,在新员工熟悉业务流程后要更加注重其职业规划,并加强情感激励和目标激励等,为冶金矿产企业新员工激励机制的制定提供参考.
Based on the psychological contract theory,the paper explores the incentive issues of new employees,specifically college students,in metallurgical mining companies.According to the analysis of the psychological contract theory,the characteristics of new employees and the incentive status quo of metallurgical mineral enterprises,the new employees are divided into 2 groups that are the newly recruited and the proficient.Incentives must be conducted taking into consideration of the specific status of the employees,for example,the newly recruited employee should receive more about occupational education and humanitarian care,the proficient employees,on the other hand,since are familiar with the business flow sheet,need more about career planning and emotional and purpose incentives.The paper can be used as references for making incentive policies intended for new employees in metallurgical mining companies.
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