What are the preparations for Sany's entry? 1. The human resource center sends employment notice to qualified personnel; 2. Confirm the registration date of the new employee, notify the new employee to come to the company, and clarify the precautions before registration: the required information, physical examination and other instructions; 3. Inform the personnel assistant of the registration date of the new employee, and the personnel assistant will prepare the forms required for the new employee's entry procedures according to the contents of the new employee's entry notice and be responsible for implementing all the work:-The employing department is responsible for arranging office space and applying for computers and telephones; -The administrative office is responsible for distributing office supplies; -The Information Group is responsible for opening mailboxes, accounts and debugging computer equipment. -Register the employee's work number and entry and exit, punch in, 1 report. The Human Resources Center issues the New Employee Registration Worksheet to new employees, and goes through the entry formalities as required:-Employees fill in the application registration form and submit various certificates: 3 one-inch bareheaded photos; Original ID card or photocopy of household registration book; Original academic qualifications and degree certificates (students provide the original student ID card); Original qualification or qualification certificate; Proof of dissolution or termination of the labor contract with the original unit; Physical examination certificate; -Sign labor contracts, confidentiality agreements and job descriptions with employees; -Establish employee files and time cards; -Introduce the company, guide new employees to visit the company and introduce colleagues; -hand over new employees to the employing department; -OA publishes joining information online and updates employee address book. 2, the work of the employing department-responsible for seating, introduction, help familiar with the working environment; -Designate a special person as a counselor for new employees to introduce job responsibilities and workflow [1]. Entry formalities 1. Fill in the employee resume. 2. Distribute the system compilation introducing the company and management system to new employees, so that they have basic working knowledge of the company and ask them to know the situation in detail through the company's internal network. 3. Go through the entry formalities item by item according to the new employee entry procedure table. 4. Confirm the time when employees are transferred to personnel files. 5. Introduce management to new employees. 6. Bring new employees to the department and introduce them to the general manager of the department. 7. Announce the situation of new employees to the whole company through e-mail and internal publications. 8. Update employee address book. 9. Sign a labor contract. Induction training 1, organize new employee training. 2. Professional and technical training of corresponding functions. The management of the company holds training on the development history, corporate culture, functions and relationships of various departments from time to time. Positive evaluation 1, positive evaluation is an opportunity to evaluate employees' work and an important part of the company's personnel optimization. 2. Being a regular employee is a kind of affirmation and recognition. The good implementation of the regular evaluation process can provide employees with an opportunity to re-understand themselves and their work and help them improve themselves. 3. The employment of general employees must be approved by the employing department and the personnel department, and the relevant formalities shall be handled. 4. After the internship of new employees, the personnel department will arrange a confirmation evaluation. During the probation period, employees will conduct self-evaluation on their work, which will be evaluated by the direct manager. The evaluation results of the direct manager will play a decisive role in the confirmation of employees. After the new employee joins the company, he/she shall sign this form and file it in the human resources center after implementing all the work according to the requirements of the New Employee Registration Work Sheet. Article 8 of the Labor Contract Law stipulates: "When employing workers, the employer shall truthfully inform the workers of their work contents, working conditions, workplace, occupational hazards, safe production conditions, labor remuneration and other information required by the workers; The employer has the right to know the basic information directly related to the labor contract, and the employee shall truthfully explain it. " The responsibility of entry examination and the skills of proof (1) The employer's obligation to inform workers and the right of entry examination can be seen from the above provisions of the Labor Contract Law. As a household unit, when signing a labor contract with the employee, it has obligations and rights from the following two aspects: 1. Have the obligation to inform the basic information directly related to the labor contract. When signing a labor contract with an employee, the employer shall inform the employee of relevant contents according to law, such as the employee's work content, working conditions, workplace, occupational hazards, safe production conditions, labor remuneration and other information that the employee requires to know. Even if the laborer does not ask, he should take the initiative to inform. At the same time, we should actively preserve the evidence of written notification. 2. Have the right to know and consult the basic information directly related to the labor contract. Employers also have the right to know workers, that is, they have the right to know basic information directly related to labor contracts, such as age, gender, education, professional skills, work experience, health status, etc. The above situation requires workers to provide relevant written proof materials, and the employer should also keep, master and manage them. From the above example, we should notice that the employer's notification content is relatively extensive, basically covering all the contents of labor relations, while the employee's notification obligation is relatively small, limited to the basic information directly related to the labor contract. In practice, it is nothing more than age, home address, education background, work experience, whether to terminate the contract with the original unit, etc. And the laborer cannot answer the situation that is not directly related to the labor contract. (two) the legal risks of the employer in the obligation to inform and the entry examination. It will bring great risks to the unit itself if the employer fails to fulfill the obligation of informing and ignores the entry examination. 1, the legal risk of the employer's failure to fulfill its obligation to inform. It is the legal obligation of the employer to inform the applicant voluntarily. Failure to perform this legal obligation will affect the effectiveness of the labor contract. According to Article 26 of the Labor Contract Law, a person who conceals the real situation and induces the other party to make a wrong judgment can be considered as fraud, and a labor contract concluded by fraudulent means to make the other party go against its true meaning can be considered as invalid. Ignoring workers' right to know may also bring great legal risks to employers and even bear serious legal responsibilities. For example, if workers are not informed of occupational hazards, the Law on the Prevention and Control of Occupational Diseases stipulates that the employer shall be fined 20,000 to 50,000 yuan. 2. The legal risk that the employer does not strictly carry out the entry examination. The recruitment process of the employer is simplified and formalized, and it will bring great risks to the employment of the employer if it does not attach importance to the entrance examination and ignores the entrance examination. If the employer fails to strictly examine the identity, education background, professional qualifications and work experience of the candidates during recruitment, the candidates will cheat, which will lead to serious consequences such as incompetence, consumption of wages and benefits, waste of recruitment management costs, and invalid labor contracts. The most direct legal risks are the following two aspects: First, if employees are hired by fraudulent means without entry examination, the labor contract may be invalid. Article 26 of the Labor Contract Law stipulates that the labor contract concluded by the other party against the true meaning is invalid or the part concluded by fraudulent means is invalid. Second, if employees who have not dissolved or terminated their labor contracts with other employers are recruited, and losses are caused to other employers, they shall be jointly and severally liable for compensation. Article 91 of the Labor Contract Law stipulates that if an employer recruits workers who have not dissolved or terminated their labor contracts with other employers, and thus causes losses to other employers, it shall be jointly and severally liable for compensation. From the above explanation, it can be seen that if a worker complains that the employer has not fulfilled its obligation to inform him of employment, or because the employer has not strictly examined his employment, it has the burden of proof to terminate the labor contract on the grounds of fraud. (3) The proving skills and methods of the employer's notification obligation and the entrance examination: 1. Skills and methods of proof for the employer to fulfill the obligation of informing: In practice, from the perspective of proof, the employer should inform the employee in writing and keep relevant evidence, and can take informing measures from the following three aspects: (1) Statement in the employee's employment registration form. Relevant columns are designed in the employee registration form, requiring employees to declare that the company has informed them of their work contents, working conditions, workplace, occupational hazards, safety production conditions, labor remuneration and other information, and sign for confirmation. (2) Design the notice clause in the labor contract. This is a more convenient method. For example, in the basic information about Party A and Party B in the labor contract, it can be written as follows: "Party A shall provide Party B with the recruitment brochure or orally inform Party B about Party B's work content, working conditions, work place, occupational hazards, work safety, labor remuneration and other information required by Party B.. Party B's signature or seal on this contract shall be deemed as acceptance of the above information informed by Party A. The terms of the contract indicate that the employer has informed it, which can prevent the legal risks brought by the right to know. (3) Require workers to provide written statements. That is, after written or oral notice, please ask the employees to sign for approval and keep it as evidence. 2. Skills and methods of proof in the employer's entrance examination: The fraudulent means of workers are basically to provide false information, such as fake diplomas, fake documents, fake experiences, etc. Therefore, the employer should establish an effective entry examination system and correctly use the legal provisions of the right to know. (1) Set the employee registration form as evidence. The form lists all the matters related to the signing of the labor contract, and the candidates are required to fill it out truthfully, and no cheating is allowed. The employing unit shall take the Employee Registration Form as an annex to the labor contract, and properly manage and keep it. Once any employee is found to be cheating, it can be treated as evidence, and the employee's non-conformity is the most direct and effective evidence. (2) Require workers to provide relevant personal data as evidence. Such as identity, education, qualifications, work experience and other information is true; Whether there are potential diseases, disabilities, occupational diseases, etc. ; Whether the applicant is at least 16 years old or whether he is retired and enjoys pension insurance benefits; Whether there is an unexpired labor contract with other units; Whether there is a non-competition agreement with other units; If you recruit foreigners, do you go through the employment procedures for foreigners? Especially when hiring workers with work experience, they should be required to provide proof of dissolution or termination of the labor contract with the original unit, and keep the original. If the labor contract is not terminated, the original unit shall issue a written certificate agreeing to the employee's entry. At the same time, workers with work experience are required to promise not to undertake the obligation of non-competition and check with the original unit to avoid unpredictable litigation risks. (3) Evidence of design clauses in the labor contract. In order to avoid the legal risks caused by lax entry examination, it can be stipulated in the labor contract: "Party B shall provide verifiable copies of resident ID cards or other valid ID cards, academic certificates and professional qualification certificates as required by Party A, as well as relevant information such as the resignation certificate of the previous service unit, marriage and childbirth certificate, medical examination certificate of the hospital designated by Party A, and fill in the basic information directly related to this labor contract according to the Employee Recruitment Registration Form provided by Party A, which is an annex to the labor contract." In this way, the responsibility of providing legal identity documents and other documents is placed on candidates. Once there are problems afterwards, measures can be taken to remedy them, which can not only reduce losses, but also punish fraudsters with legal weapons. (4) Establish a roster of employees for evidence. Article 7 of the Labor Contract Law stipulates: "The employer shall establish labor relations with the laborer from the date of employment. The employer shall establish a roster of employees for future reference. " It can be seen that the establishment of employee roster is the legal obligation of the employer. The purpose of requiring employers to establish a roster of employees for future reference is to solve the problem that it is difficult for workers to prove the existence of labor relations between the two parties in the event of a labor dispute. With this provision, since the employee roster is controlled and managed by the employer, the employer has the obligation to provide evidence. Article 8 of the Regulations for the Implementation of the Labor Contract Law specifies the contents of the "roster of employees": "The roster of employees specified in Article 7 of the Labor Contract Law shall include the name, gender, citizenship number, household registration address and current address, contact information, employment form, employment start time, labor contract term, etc." It seems that it is by no means a trivial matter to establish a roster of employees in accordance with Article 8 of the Implementation Regulations. If there is no employee roster, the matters and contents not specified in the employee roster will bear adverse legal consequences and even be subject to administrative punishment. Article 33 of the Regulations on the Implementation of the Labor Contract Law stipulates: "If an employer violates the provisions of the Labor Contract Law on establishing a roster of employees, the labor administrative department shall order it to make corrections within a time limit; If it is not corrected within the time limit, the labor administrative department shall impose a fine of 2,000 yuan to 20,000 yuan. " In fact, the evidential power of employee roster plays an important role for both employers and workers. For those employees who leave without saying goodbye, the employee roster is an important evidence for the employer to claim compensation from them; For employees, the employee roster is the best proof of the existence of labor relations between the employer and him. Of course, for the law enforcement inspectors of the labor administrative department, the employee roster is the first material that must be checked. To sum up, joining any company should follow the company's system to complete the whole process, and for new entrants, all materials should be prepared in advance, so as to get familiar with the company's environment more quickly. So everything should be prepared first, because the first impression is particularly important.