How to handle the employee's entry and exit procedures?

after recruitment, every company has the procedures for new recruits. The main contents include: reporting to the company to confirm personal information, completing employee files, and finally carrying out basic work under the leadership of old employees. Other resignation procedures include: the employee submits the resignation application form one month in advance, and then completes the handover task of resignation procedures with the confirmation of the human resources department. 1. Standards: 1. All club employees shall be subject to the employment contract system. 2. The recruitment of clubs is based on posts, and the positions are corresponding. 3. The Human Resources Department is the only legal organization for the recruitment of club staff. 4. The employing department must participate in the recruitment assessment. 5. The hiring department foreman and above management personnel and professional and technical personnel, and the general manager participate in the recruitment assessment. 2. Procedures: 1. Prepare and approve the recruitment (1) The general manager determines the staffing of each position. (2) The head of each department shall put forward the recruitment plan, fill in the required number of recruiters and positions on the application form, and submit it to the Human Resources Department for review. (3) The Human Resources Department puts forward audit opinions on the recruitment plan proposed by the department. If the recruitment plan exceeds the post establishment, it must be reported to the General Manager for approval. 2. The Human Resources Department will make an announcement in a certain form according to the approved plan and the specification requirements of the recruitment type. 3. Applicants fill in the job registration form and provide personal information; The human resources department reviews the materials, visually inspects the candidates, and assesses their cultural knowledge and professional and technical knowledge level, and determines the list of re-examiners. 4. The employing department will re-examine those who have passed the initial test and determine the list of employers. 5. Go through the employment formalities in the Human Resources Department. Recruitment process chart, the department applies (if it does not meet the post establishment, it needs to be reported to the general manager), the human resources department reviews and issues a recruitment announcement, the human resources department conducts a preliminary test on the applicant, and the employing department re-examines the applicant (foreman or above, professional and technical personnel, general manager participates in the assessment), and goes to the human resources department to go through the employment procedures. Entry procedure 1. Go through the registration formalities. (1) The Human Resources Department receives the re-examination certificate and relevant personal data of new employees. (2) The new employee shall fill in the Employee File Form and relevant forms. (3) The Human Resources Department issues the Notice of Registration. 2. Inform the employing department to pick up new employees. 3. The new employee shall go to the warehouse to collect the work number plate, work clothes, locker keys and other related items with the Notice of Registration. 4. The Human Resources Department will file the salary materials of new employees and input them into the computer. 5. Conduct induction training for new employees. 6, by the employing department and the human resources department to check the new employees. Registration and regularization procedure chart, report to the Human Resources Department (check whether the information is complete: copy of ID card, 1-inch photo, education certificate, etc.), issue a registration notice, and the employing department will take over new employees, collect related objects (with the Registration Notice), receive induction training (general manager is required to participate in the examination of foreman and professional and technical personnel), and resign after regularization examination. Procedures 1. Standards: 1. Resignation of employees shall be handled in accordance with national policies and club system. 2. When an employee resigns, the Human Resources Department should communicate effectively with the employee and exchange opinions. 3. If the employee's resignation is due to management problems, the employee should be retained as much as possible. 4. The money and work of the resigned employee must be settled in full, and there are no remaining problems. 5. Employees who resign should respect and understand each other. Procedures: 1. Employees must apply in writing one month in advance to resign. 2. The written application shall be submitted to the Human Resources Department after being signed by the department. 3. The Human Resources Department will make an appointment with the resigned employees to find out the reasons and fill in the Resignation Appointment Form. 4. The Human Resources Department will sign the resignation application form, and the foreman or above and the professional and technical personnel shall report it to the General Manager for approval. 5. Receive the Handover List from the Human Resources Department, go through the formalities of leaving the store according to the form procedure, settle the work and money, and return labor supplies, certificates, clothes and other items. 6. The Human Resources Department shall transfer the employee's words and computer files and file them. Dismissal procedures 1. Standards: 1. Dismissal of employees must be handled in strict accordance with national laws and club system. 2. Dismissal of employees should be based on factual evidence and be cautious. 3. The relationship between the dismissed employees and the club must be completely terminated, and there are no remaining problems. 4. Employees who are dismissed should be polite and respectful. 2. Procedures: 1. To dismiss an employee, the department should first make a dismissal report, explain the reasons, and attach factual evidence to the Human Resources Department. 2, the human resources department to talk to the parties, to understand the situation. 3, the human resources department to investigate and verify, write the investigation and verification report. 4. Submit the report to the General Manager for discussion and decision. 5. Notify the parties of the dismissal decision. 6. Go through the check-out formalities and settle the money. The process of leaving and entering the company is not complicated. The process lies in the understanding of the company's basic information and the provision of personal files. The contents of archives include: ID card, household register, education background, certificate, etc. Some content to prove your past experience must be carefully prepared. Therefore, employees must behave properly and accurately prepare the necessary personal materials when they join the company.