ABSTRACT
Under the background of "Labor Contract Law", the employment relationship management has become increasingly important.
Employment relationship management model with differences includes two special dimensions of strategic value and firm-specificity of human capital, it has divided all employees into four types, each type is viewed as playing a different strategic role in organization and should be developed and supported by different employment modes, so reach the purpose of management with differences to employees. The concept of psychological contract is of the opinion that to safeguard the stability and coordination of employment relationship, it is also important of spiritual attachment and integration between employees and enterprises.
The paper has carried actual investigation on an enterprise in Zhejiang, the results of case study have discovered that:
①Different management models are important means for enterprise to carry on effective human resource management, which are mainly showed at the economic contract with the core of labor contract.
②The training of mental attribution are fundamental measures for enterprises to strengthen the harmonious employment relationship, which are mainly showed at the psychological contract with the core of enterprise culture and people-oriented ideology.
③Through the double bonds of economic contract with differences and psychological contract with equality, enterprise and employees are linked together to form strategic partnership. And then carry on effective employment relationship management, so reach the purpose of “the harmony with differences” in enterprise.