现代高科技企业实力的竞争，是科技实力的竞争，归根结底是掌握核心技 术的专业技术人才的竞争，所以，人才成为高科技行业科技进步和企业发展的 第一资源，尤其是目前国内系统集成企业面对系统集成行业残酷的竞争环境， 企业出现了大量专业技术人才流失，给科技企业的核心竞争力带来巨大影响， 其中，持证专业技术人才的流失，致使企业面临资质保级难、升级难的严峻形 势，如何培养、吸引和使用好专业技术人才，留着人才，构建起科学的系统集 成专业人才管理体系，激发他们的研发创造力，已成为系统集成企业面临的一 个重大而紧迫的课题。 本文将基于心理契约理论的四个维度，结合现代相关激励措施，以系统集 成一级资质的高科技企业XX集团为例，探讨系统集成专业技术人才管理方面存 在的问题并提出对策，为企业发展提供有力的“才力”支持和技术支撑，通过 科学合理的管理优化，进而提高技术人才满意度，减少员工流失率。 具有一级系统集成资质的XX集团，专业技术人才势力和整体研发能力是集 团的最宝贵财富，也是集团得以生存的生命线，虽然XX集团一直在全面加强技 术人才方面的管理，但是通过心理契约设计的网络问卷调查发现集团专业技术 人才管理仍存在诸多问题，这些问题已经让集团慢慢拖入了“遍地人才，却无 人可用”的迷局，维护资质的持证人才也出现了“在职考证，拿证离职”的窘 境，持证人才的大量流失给集团一级系统集成资质的保级带来前所未有的压力。 本文将从交易、关系、发展、制度四个维度为切入点，分别从薪酬体系、 绩效考核体系、沟通管理、冲突管理、职业规划、虚拟团队构建、研发部门的 组织优化等方面入手，设计有针对性的解决方案，提出具有可操作性的解决措 施，对于一些有争议或者有难度的问题，尝试着提出自己的设想和建议，以供 人力资源管理部门提供参考，以帮助XX集团提高专业技术人才工作满意度，提 升技术人才对于企业组织的强烈归属感与积极性，减少人才流失率。 关键词：心理契约；专业技术人才；资质证书；激励理论 VII Abstract Thecompetitionofthestrengthofmodernhigh-techenterprisesisthecompetitionofthe strengthofscienceandtechnology.Inthefinalanalysis,itisthecompetitionofprofessionaland technicaltalentswhomasterthecoretechnology.Therefore,talentshavebecomethefirst resourcefortheprogressofscienceandtechnologyandthedevelopmentofenterprisesin high-techindustries.Especiallyinthefaceofthecruelcompetitiveenvironmentofthesystem integrationindustry,alargenumberofprofessionalandtechnicaltalentshavebeenlostin domesticsystemsintegrationenterprises.Thecorecompetitivenessofscienceandtechnology enterpriseshasbeengreatlyaffected.Amongthem,thelossofcertifiedprofessionalandtechnical personnelhascausedenterprisestofacetheseveresituationofdifficultyinqualityassuranceand upgrading.Howtocultivate,attractanduseprofessionalandtechnicalpersonnelwell,retain talents,buildascientificsystemintegrationprofessionaltalentmanagementsystemandstimulate theirR&Dcreativityhasbecomeasystemintegrationenterprise.Amajorandurgentissuefacing us. Basedonthefourdimensionsofpsychologicalcontracttheory,combinedwithmodern incentivemeasures,takingXXGroup,ahigh-techenterprisewithfirst-levelqualificationof systemintegrationasanexample,thispaperexplorestheproblemsexistinginthemanagementof professionalandtechnicalpersonnelofsystemintegrationandputsforwardcountermeasures, whichcanprovidestrong"talent"supportandtechnicalsupportforenterprisedevelopment,and improvetechnologythroughscientificandrationalmanagementoptimization.Talentsatisfaction, reducestaffturnoverrate. XXGroupwithfirst-levelsystemintegrationqualification,professionalandtechnical personnelforceandoverallR&Dabilityarethemostpreciouswealthofthegroup,andalsothe lifelineofthegrouptosurvive.AlthoughXXGrouphasbeenstrengtheningthemanagementof technicalpersonnelinanall-roundway,throughthepsychologicalcontractdesignofthenetwork questionnairesurveyfoundthattherearestillmanyproblemsinthemanagementofprofessional andtechnicalpersonnelinthegroup,theseproblemshavealreadybeensolved.Afterthegroup slowlysteppedintothe"talenteverywhere,butnoonecanuse"mystery,themaintenanceof qualificationsoftheholderappeared"on-the-jobcertification,certificationleave"dilemma,a largenumberoflossoftheholderoftalenttothegrouplevelsystemintegrationofqualifications tobringunprecedentedpressure... Startingfromthefourdimensionsoftransaction,relationship,developmentandsystem,this paperdesignstargetedsolutionsfromtheaspectsofsalarysystem,performanceappraisalsystem, communicationmanagement,conflictmanagement,careerplanning,virtualteamconstruction, andorganizationoptimizationofR&Ddepartment,andputsforwardoperablesolutions.Forsome controversialordifficultquestions.Thispapertriestoputforwardsomeideasandsuggestionsfor VIII thereferenceofhumanresourcesmanagementdepartmenttohelpXXGroupimprovethejob satisfactionofprofessionalandtechnicalpersonnel,enhancethestrongsenseofbelongingand enthusiasmoftechnicalpersonnelforenterpriseorganizations,andreducethebraindrainrate. Keywords:psychologicalcontract;professionalandtechnicalpersonnel;qualificationcertificate; incentivetheory IX 目录 第一章绪论.............................................................................................................................1 第一节研究背景..................................................................................................................1 第二节选题目的与意义..................................................................................................2 一、选题目的...........................................................................................................................2 二、研究意义...........................................................................................................................2 第三节研究内容和技术路线........................................................................................3 一、研究内容...........................................................................................................................3 二、技术路线...........................................................................................................................4 第四节本文的创新点.......................................................................................................6 一、本文创新点.......................................................................................................................4 二、研究方法...........................................................................................................................5 第二章理论基础和相关文献综述............................................................................5 第一节心理契约理论综述.............................................................................................5 一、心理契约概念...................................................................................................................7 二、心理契约理论的国外研究综述.......................................................................................7 三、心理契约理论在国内的研究综述.................................................................................10 四、心理契约的测量及其研究的发展趋势综述.................................................................12 第二节专业技术人才管理等相关文献理论综述............................................13 一、一般科技行业专业技术人才管理等相关文献理论综述.............................................13 二、系统集成行业专业技术人才管理等相关文献理论综述.............................................14 第三节采用契约理论的网络调查问卷方式的原因及优缺点..................16 一、采用契约理论的网络调查问卷的原因及优点.............................................................16 二、采用调查问卷的缺点及其避免的措施.........................................................................17 第三章XX集团技术人才特点和管理现状....................................................18 X 第一节XX集团概况.......................................................................................................18 第二节XX集团专业技术人才现状........................................................................18 一、学历结构情况.................................................................................................................19 二、专业技术职务结构情况.......................................................................