The Problem Of Core-Employees In Small And Medium Enterpirse

Since the1980s, with the further reform and opening, the small and medium-sizedenterprises in China have presented a rapid development situation and played more andmore important role in the Chinese economy market. However, there have been someproblems which block the development of the enterprises and the salient one of which isthe loss of the core staffs in the enterprises.Compared with the general staff, the core staffs usually have high personal qualityand rich experience, their working process is hard to monitor and work product is noteasy to measure directly and they have high liquidity features. Therefore, they oftenplay an important role in the enterprises, and may also bring business risks to theenterprises. The loss of the core staff not only takes huge economic loss to small andmedium-sized enterprise, but also affects the enterprise development strategy. Unlikethe large enterprise, China’s small and medium-sized enterprises have specialbackground and operational difficulties, which means the core staff plays moreimportant role in them. Once the core staff leaves, there will be more serious problemwith the enterprises. In recent years, the intensifying phenomena of employeescollectively leaving have caused fatal blow to the development of small andmedium-sized enterprises.The psychological contract is a hot topic which rises rapidly in westernorganizational behavior and human resources management science. The research showsthat, one reason of the core staffs loss is the psychological contract is failed to be wellperformed or it is violated. Based on the theory, this thesis analyzed the intention andposition of core staff in the enterprise and the features and impact of their loss firstly.Secondly, the author probed into the content of the psychological contract between thefirm and the core staff and analyzed the breach of the psychological contract by theenterprise from three aspects of substance incentive, environmental support anddevelopment opportunities, and pointed out that the breach of the psychological by thefirm is the main reason of the loss of core staff. Thirdly, this thesis built a core staff lossmanagement model for the small and medium enterprise with three dimensions ofattractiveness of corporation culture, employee motivation mechanism and breachcompensation mechanism. Finally, through the analysis of referential management casesand combined with the management practice of small and medium enterprises, theauthor put forward a series of concrete psychological contract managementcountermeasures for the small and medium enterprises from three aspects of how toconstruct the contract, sustain the contract and compensate the staff with the intention toprovide an effective management pattern to control the loss of the core staff.