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对于企业而言,要在有限的时间内发现并留住需要的人才,员工试用期管理是关键。但是,新招聘人员刚刚熟悉企业流程,企业准备大干一场时却收到了试用期员工的离职申请书,花费了人力物力招来的新人成了企业的匆匆过客,人才的高流动率让企业生产线因一线工人的缺失而开工不足,让很多企业伤不起。试用期作为对新员工入职后的考察培养起步阶段,是新员工运用有关知识与技能熟悉企业概况、了解自身工作职责、掌握工作流程、适应并接受企业环境和文化的过程。如果这个过程管理不善,员工不能适应,最容易离职。因此,对试用期加强管理就显得尤为重要。
For businesses, to find and retain the required talent within a limited time, staff probation management is the key. However, the newly recruited staff just familiar with the business process, the enterprise ready to make a big deal, but received a probationary employee’s resignation application, spent a lot of manpower and resources recruited new hurried passers-by, the high turnover rate of talent for enterprise production line Insufficient work started due to lack of front-line workers, so many businesses can not afford to hurt. The probationary period, as a starting point for the investigation and training of new employees, is a process in which new employees are familiar with the company profile, know their job responsibilities, master the workflow, and adapt to and accept the corporate environment and culture by applying relevant knowledge and skills. If this process is poorly managed, employees can not adapt and are most likely to leave. Therefore, to strengthen the management of the probationary period is particularly important.