An Innovation Study On HRM Of Enterprises Based On Psychodynamics

Human resource are the core elements of today's knowledge-based economy, the enterprise's core competitiveness of human resources is the competition for talent. Human resources management technology in China for nearly 10 years has made considerable development, economic construction has played an important role in promoting, but in practice there is also the issue over the highlight, the traditional human resource management has not well adapted to the changes and development of enterprises need. To deal with this situation, the psychodynamics theory of human development on the establishment of a new human resources management. Psychodynamics for enterprise management of human resources practice provides a new perspective and powerful tool for human resources management in all aspects, such as: job analysis, recruitment, staff training, performance management, career planning, such as a theoretical basis. Therefore, the psychodynamics of ideas and progress in human resources management have important guiding significance in China.This article attempts to set up the human resource management system based on the Psychodynamics, furthermore, we analysis the new development of Psychodynamics. The study framework as follows: the first part is the foreword, it will introduce the background,meaning and proposition that we will study; The second part is theoretical model innovation part, including chapter three and four, focusing on the theoretical basic of psychodynamics, which discuss in detail the latest theoretical result of psychodynamics, and based on it form a new human resource management system. And introduce based on the psychodynamics of the Dynamic-action career style test system's design and development of Dynamic-action career style test on the analysis of the indicators. The third part is to chapter five of the application of theoretical model, introduce and analysis the psychodynamics of human resources management in various parts: job analysis, selection, performance management, salary management, staff training, and career development of the situation. The forth part is the end part of this paper, including chapter six and conclusion, which made in the psychodynamics of human resources management in the application of the existing problems and improve the direction; the paper pointed out that the innovation and future research directions.This article's main expected innovation: to form a new psychodynamics theory, based on the personality of Psychodynamics theory to implore Dynamic-action career style test, designed application software; assumed by a new human hypothesis viewpoint to form a new Human Resource Management System, and in practical activities carried out within the enterprise.