Who do you want to learn from?

Generally, there will be someone to help new people familiarize themselves with the work, and they mainly rely on themselves. If they don’t know how to do it, you can ask colleagues or leaders 1. The Human Resources Center will send an "Employment Notice" to qualified candidates;

2. Confirm the registration date of new employees, and inform new employees to clearly note the things they need to pay attention to when they come to the company before reporting: required information, physical examination and other instructions;

3. Inform the HR assistant of the registration date of new employees, HR The assistant prepares the forms required for new employee onboarding procedures and is responsible for implementing various tasks according to the content of the "New Employee Onboarding Notice":

--The employing department is responsible for arranging office space, applying for computers and telephones;

--The Administrative Office is responsible for issuing office supplies;

--The Information Group is responsible for opening mailboxes, accounts, debugging computer equipment, etc.

--Handle employee ID number and check in and out

Onboarding and reporting

1. The Human Resources Center issues the "New Employee Registration Worksheet" to new employees, and Go through the entry procedures as required:

--Employees fill in the "Application Registration Form" and submit various documents for verification:

3 one-inch bareheaded photos;

Original ID card or copy of household registration;

Original academic qualifications and degree certificates (students must provide original student ID cards);

Original qualifications or qualification certificates;

With the original Proof that the unit has terminated or terminated the labor contract;

Physical examination certificate;

--Sign labor contracts, confidentiality agreements, and job descriptions with employees;

-- Establish employee files and time cards;

--Introduce the company, lead new employees to visit the company, and introduce colleagues;

--Transfer new employees to the hiring department;

--OA publishes franchise information online to update employee address books.

2. Responsible work of the employing department

--Responsible for arranging seats, introducing and helping to familiarize themselves with the work environment;

--Designating a designated person to serve as a counselor for new employees , introduce job responsibilities and work processes [1]?.

Entry procedures

1. Fill in the "Employee Resume".

2. Distribute a "System Compilation" that introduces the company's situation and management system to new employees, so that they have basic company work knowledge, and requires them to learn more about the company's internal network.

3. Complete the onboarding procedures item by item in accordance with the "New Employee Onboarding Procedure Checklist".

4. Confirm the time when the employee was transferred to the personnel file.

5. Introduce management to new employees.

6. Bring new employees to the department and introduce them to the department general manager.

7. Announce the status of new employees to the entire company through e-mail and internal company publications.

8. Update employee address book.

9. Sign the "Labor Contract".

Induction training

1. Organize training for new employees.

2. Professional and technical training for corresponding functions

3. Training on corporate development history, corporate culture, functions and relationships of various departments, etc. conducted by the company's management from time to time.

Performance evaluation

1. Transition is an opportunity for employees to evaluate their work, and it is also an important part of the company's optimization of personnel.

2. Regularization is a kind of affirmation and recognition for employees. Good implementation of the regularization assessment process can provide employees with an opportunity to re-recognize themselves and their work, and help employees improve themselves.

3. The employment department and the personnel department shall review and approve the regularization of general employees and handle relevant procedures.

4. When new employees complete their internship period, the Human Resources Department will arrange for a regularization evaluation. Employees self-evaluate their work during the probation period and are evaluated by their immediate manager. The evaluation results of the direct manager will play a decisive role in the employee's regularization.

End of employment

New employees shall sign this form and file it in the Human Resources Center at the end of the probation period after all tasks have been completed according to the requirements of the "New Employee Registration Work Form" .

Article 8 of the "Labor Contract Law" stipulates: "When recruiting workers, the employer shall truthfully inform the workers of the work content, working conditions, working location, occupational hazards, production safety conditions, and labor remuneration. and other information that the employee requires to know; the employer has the right to know the basic information of the employee that is directly related to the labor contract, and the employee should explain it truthfully."

Responsibility for entry review and techniques for providing evidence

(1) The employer’s obligation to notify employees and the right to undergo an entry review

From the above provisions of the Labor Contract Law, it can be seen that as an employer, when signing a contract with employees, When entering into a labor contract, the employer has obligations and rights from the following two aspects:

1. The employer has the obligation to inform the basic situation of the unit that is directly related to the labor contract.

When signing a labor contract with an employee, the employer shall inform the employee of relevant contents in accordance with the law, such as the employee’s work content, working conditions, working location, occupational hazards, production safety conditions, labor remuneration, and Other situations that workers require to know, etc. Even if workers do not request it, they must take the initiative to inform them. At the same time, evidence of notification behavior should also be actively preserved in writing.

2. Have the right to know and review the basic information directly related to the employee and the labor contract.

The employer also has the right to know about the employee, that is, it has the right to know the employee’s basic information directly related to the labor contract, such as the employee’s age, gender, education, professional skills, work experience, health status, etc. . In the above situations, the employee needs to provide relevant written certification materials, and the employer should also keep, master and manage them.

From the above examples, we should notice that the employer’s notification content is relatively extensive, basically covering all aspects of the labor relationship, while the employee’s notification obligation is relatively limited and is limited to In practice, the basic information directly related to the labor contract is nothing more than age, home address, educational background, academic qualifications, work experience, whether to terminate the contract with the previous unit, etc. For situations that are not directly related to the labor contract, the employee can No answer.

(2) The employer’s legal risks in reporting obligations and entry review issues

The employer’s failure to fulfill its obligation to inform and pay attention to the entry review will bring great consequences to the employer itself. Big risk.

1. Legal risks arising from the employer’s failure to fulfill its notification obligations.

It is a legal obligation for employers to proactively inform applicants. Failure to fulfill this legal obligation will affect the validity of the labor contract. According to the provisions of Article 26 of the "Labor Contract Law", concealing the true situation and inducing the other party to make a wrong judgment and sign a labor contract can be deemed as fraud. Because of fraudulent means, the other party enters into a contract against its true intention. The labor contract may be deemed invalid. Disregarding workers' right to know may also bring great legal risks to the employer, and may even require it to bear serious legal liability. For example, if workers are not informed of occupational hazards, the "Occupational Disease Prevention and Control Law" stipulates that the employer shall be fined 20,000 to 50,000 yuan.

2. Legal risks arising from the employer’s failure to strictly conduct entry review.

The simplification and formalization of the recruitment process of the employer, the failure to pay attention to the entry review, and the contempt for the entry review will bring great risks to the employer's employment. If the employer does not strictly verify the identity, academic qualifications, professional qualifications, work experience, etc. of the applicants during recruitment, and the applicants commit fraud, it will result in them being incompetent for the job, wasting wages and benefits, and wasting recruitment efforts. Management costs, invalid labor contracts and other serious consequences. The most direct legal risks include the following two aspects: First, if the employment review is not carried out and the employee joins the company through fraudulent means, the labor contract may be invalid. Article 26 of the "Labor Contract Law" stipulates that fraudulent means are used to invalidate or partially invalidate a labor contract concluded by the other party against the true intention. Second, if the employer recruits workers whose labor contracts have not yet been terminated or terminated and causes losses to other employers, they shall bear joint and several liability for compensation.

Article 91 of the Labor Contract Law stipulates that if an employer recruits workers whose labor contracts have not been terminated or terminated with other employers and causes losses to other employers, it shall bear joint and several liability for compensation.