How to do well the management of new employees' entry
New employee induction management is the starting point and important link of employee management. Doing a good job in the initial management of new employees will help new employees to integrate into new enterprises and teams more quickly, and also help employees to interact positively with enterprises and team members. At the same time, it can also reduce the turnover rate of new employees and improve the overall performance of the team, which is of great significance to organizations and individuals. Based on the summary and refinement of my many years' work experience, the author makes a simple sharing with HR friends.
First, the preliminary preparation
1. Before employees report to the company, recruiters in the human resources department should communicate with them simply and enthusiastically in advance. If the entry time is confirmed, relevant materials (such as ID card, academic certificate, degree certificate, professional title certificate, photos, etc. ) and related supplies and articles, you should also ask whether you need other assistance (such as whether you need to arrange a car to pick you up at the station), so that employees can feel the warmth and care of home and have a good mood before entering the company. In addition, the recruiter should contact the department leaders in advance, such as confirming the entry date, office location and office facilities, and whether the accommodation is implemented. If a new employee can't join the job as scheduled for some reason, the recruiter should inform the employee's department and other functional departments (such as personnel, administration and IT) as soon as he gets the information.
2. Prepare a detailed job description, including the job name, department, reporting target, job responsibilities, job counselor, process on the day of job entry, post-job arrangement, induction training, training assessment and requirements, commuting time, required documents (such as photos and resignation certificates) (and explain the purpose and interest), and dress code (if any).
Second, the induction process
1. Let new employees read the orientation notes, distribute employee manuals and do a good job of registration. At the same time, confirm the relevant matters of the "entry notice" to the new employees to see if they really understand the relevant contents. If there are any questions, the recruiter will answer them;
2. Go through the registration formalities according to the induction process. When you go through the entry formalities, you should answer the employees' difficult questions and help them understand the company and related systems.
3. Arrange orientation guide and department guide for new employees. Generally speaking, the recruitment supervisor is the recruiter, and the department supervisor is the direct leader or post counselor of the department. The orientation guide and department guide mainly provide guidance and help for new employees, assist them to go through the orientation procedures, obtain necessary office supplies and get familiar with the company system. Let the new employees get familiar with the colleagues, leaders and working environment of the department, and let the new employees gradually understand the department's workflow, job responsibilities, working environment, personnel situation, on-the-job professional training, software citation, customers and suppliers, until the surrounding environmental information, such as eating place, eating time, accommodation place, spare time and so on.
4. Assist new employees to settle down and buy related daily necessities.
5. On the first day of official work, the department head organized all the staff of the department to hold a brief welcoming ceremony, and the department head gave a welcoming speech to welcome new employees to join.
6, the first meal, to arrange the old staff to accompany.
Third, on-the-job tracking and feedback
1. The recruiter should go to the department where the new employee is located within three days to find out about the work and life of the new employee, have a heart-to-heart talk with the new employee, and timely and accurately feed back the relevant information to the relevant leaders and the new employee himself;
2. Visit at least twice a month and at least three times a month. Let employees truly feel the company's attention and care.
3. If there are more than 7 new employees, a forum should be held within one month to invite the department heads to listen to the feedback and suggestions of the new employees.
4. The recruiter should submit the information of the new employee to the head of the human resources department in the form of a written report within one month, and if necessary, to the head of the department and other relevant leaders.