When new employees enter the enterprise for the first time, they often face some pressures and challenges in the face of new jobs, new environments and new interpersonal relationships. If it is not managed, new employees will easily leave during the probation period, which will lead to the abandonment of the recruitment work, which is very undesirable.
According to the enterprises I teach, employees are basically ignored after they are recruited. "The sky is high and the sea is wide and the fish jumps", which leads to a high turnover rate of employees during the probation period, and even many employees choose to leave voluntarily. According to the investigation of relevant institutions, the turnover rate of employees during the probation period is as high as 50%. Therefore, enterprises must attach great importance to the management of new employees' probation period, so that new employees can successfully pass the probation period. So, how to manage the probation period of new employees? The author suggests the following:
First, do a good job in pre-job training. After new employees enter the company, they should receive pre-job training, which should include enterprise introduction, enterprise culture, employee handbook, product knowledge and job skills. For key positions and management positions, there should also be personalized training plans. Only after passing the training can they take up their posts. Some new employees come in, some take up their posts without training, and some take the form after training, which is very undesirable.
Second, help new employees get familiar with the environment. When new employees first arrive at the enterprise, they must first be familiar with the environment and interpersonal relationships in order to better integrate into the enterprise. Therefore, before or after the pre-job training for new employees, the Human Resources Department and its directly responsible person should lead new employees to visit the factory to understand the overall layout of the enterprise and increase their trust in the enterprise; Leading new employees to visit those who have to deal with the work one by one is beneficial for new employees to carry out their work; When new employees report to the department, the department head should organize a welcome meeting for new employees, create a harmonious working environment, and let new employees enter the integration team as soon as possible.
Third, define the assessment criteria for new employees. When signing a labor contract, it is necessary to make clear what assessment criteria are reached during the probation period, so that new employees can become full members and know where their phased goals are, rather than being confused. The assessment standard is an important basis for new employees to become regular employees. The direct person in charge of the department and the induction guidance should help new employees meet the assessment standards and become full members smoothly. The evaluation should be carried out in stages, not until the probation period is over. The evaluation should pay attention to both the process and the result, and inform the new employees of the evaluation results in time. New employees who think they have reached the assessment criteria can also apply for full employment.
Fourth, specify the orientation guide for new employees. Induction guidance is the coach of new employees and the master of new employees. Although some enterprises have introduced the entry system, most of them are just a formality, which is very regrettable. If enterprises want to do a good job in the entry system, they must pay attention to two points: First, they must choose the right person. It is an old tradition of China people to "teach the apprentice and starve the master". Therefore, the induction should have the requirements of enthusiasm, dedication and skilled job skills, rather than looking for anyone casually. The second is to establish an evaluation mechanism. If the new employee meets the standards during the probation period, the orientation can get salary increase, promotion and training opportunities. If the assessment is not up to standard, the qualification of entry guide will be cancelled, but this needs the support of a complete human resources system.
Fifth, do a good job of caring for new employees. During the probation period, the human resources department and the person directly in charge should keep in touch with the new employees regularly or irregularly to understand the matching degree between the new employees and the positions and what difficulties they face; Where are the outstanding and insufficient work performance; What are the advantages of being backward in thinking? The purpose of communication is to know the ideological trends of new employees in time, so as to provide targeted counseling or help and make new employees become regular employees smoothly.