Resignation is a word that all HR are afraid to hear. Once an employee leaves, it means a series of problems for HR and the employing Department: HR needs to go through the resignation procedures for the employee, make the resignation settlement, and deal with social security, provident fund and other issues. Then there are recruitment, interview, entry procedures, training, new purchase of social security, provident fund and so on.
The employing department is also busy: making internal handover for the departing colleagues, finding someone to share the work of the departing employees before recruiting suitable new employees, interviewing new employees, training new employees, evaluating the probation period of new employees, etc.
A colleague's resignation may be related to the performance appraisal or annual evaluation of the general manager, deputy general manager, director, manager, supervisor, HR manager and many other personnel. It can be said that "one person quits and many people pay".
In order to help HR reduce the troubles caused by "resignation", Xiaobian summarizes several methods for you, hoping to help you.
HR is generally the first test department. In the first test, try to introduce the company culture and background, as well as some rules and regulations of the company in detail. If the interviewee is a grass-roots employee, you can communicate with them about salary and welfare in the initial stage, so as to avoid the resignation caused by the big gap between the enterprise's salary and the applicant's expectation. If you are a middle or high-level employee, you can understand the expectations of the candidate in the preliminary examination, and then communicate with the general manager and the person in charge of the employing department. If the candidate's expectation is too high, you can try to find out the minimum salary requirement, or refuse directly.
The employing department usually introduces the job content, process and working environment to the candidates as much as possible in the re examination stage, so as to avoid a big gap between the understanding of the job and the actual situation.
2. Notice of entry
HR must do background investigation for some special positions before notifying employees of their entry, and then notify the interview results according to the authenticity of the background investigation. In the notice of entry, we should determine the exact entry time of the candidate, remember that the candidate must complete the cancellation procedures of the labor contract with the original unit, provide the resignation certificate, and deal with the social security issues with the original unit, so as to avoid the later labor disputes. And inform the employing department to make arrangements for new employees; emphasize the company's salary and benefits, working time, location and other details again to avoid misunderstanding of the candidates; inform the candidates of the relevant materials to be submitted when going through the entry procedures.
After new employees report, collect their information, fill in forms and labor contracts according to the company's procedures. If more new employees are employed on the same day, it is suggested to carry out induction training for new employees, so that new employees can understand the company's systems and regulations more quickly. Of course, many employees who give up after listening to the training are easier to deal with at this time. They don't leave because they are not employed.
4. Training and arrangement
The employing department needs to train new employees on job skills, processes and standards. So that employees can integrate into the company faster.
If the employee leaves within 2 weeks after entering the job, it is often because there is a big difference between the imagined and the actual situation. At this time, we need to review whether the communication with the candidate in the interview is detailed enough, and whether the employee really understands the company culture, system, position, etc.
If there are two reasons for an employee to leave within three months of his / her employment:
Passive resignation, that is, the probation period can not meet the company's standards. At this time, we need to review whether we have enough understanding of the past experience in the interview, whether we have a practical interview for the technical position, and whether we have accurate judgment of the candidate's personality and hobbies.
Voluntary turnover is generally due to the new employees' feeling that their work is too single and they can not fully play their abilities, or serious problems in communication with the management.
According to Xiao Bian's statistics, most of the people who left during this period were due to improper communication with the company's management. At this time, we need to put some pressure on the immediate superior of the new employee. HR also needs to strengthen the training of department managers, so that they can understand the cost of an employee's turnover, and link the turnover rate with the performance of the management.
Employees who leave after two years of employment usually feel that the company has no development or that their personal value can not be more reflected. This is the time to work with HR management to develop their career.