Will HR attach great importance to the employee's resignation evaluation in the last company when recruiting?

HR will attach great importance to the employee's resignation evaluation in the last company when recruiting. Generally speaking, there are few comments, and most of them will ask why they left their last company.

Will the recruiting company attach great importance to the company that once worked? (online, etc. ) I don't think so. He is recruiting talents, which has nothing to do with the position of talents. As long as you are the talent he wants, you won't watch that.

How do resigned employees evaluate the original company? Most people must be dissatisfied with the things or people in the original company before leaving their jobs, so basically those who leave their jobs will not say how good the original company is, of course, people with higher quality are different.

Does HR of Internet companies attach great importance to schools and majors when recruiting? Whether the HR of an Internet company attaches great importance to schools and majors in recruitment depends on what position you are interviewing for, and sometimes experience is also very important. Although education is very important, you should also have confidence in yourself.

There are many reasons why the interview is unsuccessful. It is not necessarily because "you are a master of science" or "you are a non-master of science" that the interview will be successful. Job interviews are like falling in love.

If you think your school and major are not so good, I suggest you don't stick to famous enterprises and big enterprises. You can try small and medium-sized companies, where you generally pay more attention to your ability and help you accumulate your initial ability quickly.

Can I get the housing accumulation fund of the last company with the resignation certificate of the current company? According to the provisions of Article 24 of the Regulations on the Management of Housing Provident Fund, employees can withdraw the storage balance in their housing provident fund accounts in any of the following circumstances:

1, purchase, build, renovate and overhaul owner-occupied housing;

2. Repay the principal and interest of the loan for the purchase and construction of owner-occupied housing;

3. Renting self-occupied housing, and the rent exceeds a certain proportion of family wage income;

4. Retired;

5. Go abroad to settle down;

6. The employee dies or is declared dead;

7. Enjoy the urban minimum living guarantee;

8, completely or partially lose the ability to work, and terminate the labor relationship with the unit;

9. Other circumstances stipulated by the CMC in accordance with relevant laws and regulations.

Summary: Article 25 of the Regulations stipulates that if an employee withdraws the storage balance in the housing provident fund account, it shall be verified by his unit and a certificate of withdrawal shall be issued. Workers apply to the housing provident fund management center for withdrawal of housing provident fund with the withdrawal certificate. The housing provident fund management center shall, within 3 days from the date of accepting the application, make a decision on whether to approve or disapprove the withdrawal, and notify the applicant; If the withdrawal is approved, the entrusted bank shall go through the payment procedures.

When the company needed people most, the employees left. What should we do? What the company needs is the real reason for leaving. It is really helpful for the handover of the company. When you leave your job, you should do the following:

Train successors for their promotion (or resignation) at any time, and their post competence meets the requirements of the company;

Clearly store all your experience and knowledge in the company's * * * enjoyment area, so as to facilitate others to inquire about the previous work contents, work achievements and work ideas of the parties;

Actively cultivate job holders at ordinary times;

Write down all work handover items, the more detailed the better;

The handover period should be as long as possible.

Try to reduce personal influence when resigning.

When I was in the company, the company gave me an employee handbook, which I lost during my work. When I left my job, the company asked me to pay back the cost of 20 yuan. It is reasonable to repay the work cost. A company's employee handbook is a kind of information and, strictly speaking, a company's asset. If it is lost, of course it will be compensated. As for the fine, it depends on whether you have an agreement with the company in this respect, such as whether there is anything similar to expropriation when receiving the employee handbook. Only if this written thing clearly States that 200 yuan will punish losses, it is legal for the company to do so. If there is nothing in writing, just verbally admonish 200 yuan to lose the fine and ignore it completely. If the company deducts money, report it to the local labor bureau!

How to evaluate whether Ali hr will be nervous and harmonious?

This article is from Zhihu.

Huang Jiangzhou, a bookmark/Discover the beauty of the Internet: …

My feeling, as far as I know, is Ali's hrg. The real tm is a eunuch in power, endless.

I stayed in Ali for a while. I have a bad impression of Ali hrg.

At the time of induction training, the host said that hrg is something that fully cares about your life and work, and you can find hrg to solve everything. . Wait, bb bought a lot. I felt that hrg was as good as your parents.

Later, when I joined the company, I hardly saw hrg. Ask hrg for help, but I can't find it. Anyway, I feel busier than Ma Yun.

I finally met at an employee party, when a colleague buttered up hrg. Let me open my eyes.

Later, I talked to hrg on the phone, full of lies. When dealing with all kinds of things, the first consideration is whether it will affect your future.

Flatter, bully Thinking about how to calculate employees behind the supervisor all day. A set on the surface, a set behind.

Finally, this is just my own hrg and my own subjective opinion. It does not represent all the evaluations of Ali HR.

I remembered another thing, a friend of mine, because he commented on Ali in Zhihu. Therefore, the human resources department takes turns to educate them. . . Finally, my friend couldn't bear to leave. As a result, hr's resignation report said that he resigned because of the high cost of education.

Teach your uncle!

-More-

Favorite comments:

A colleague once wrote a doggerel about the department in his Weibo, which was strongly requested by HR to be deleted. At that time, HR was the client today, hahaha.

Anonymous user

It is not helpful to find * * * objections.

Publish company intranet information here? What's the motive?

guess

===========================================

I didn't expect this problem. I just asked a new question. How to evaluate Ali's recent false HRG interview record? –Programmer

Post some details when you die.

This is the earliest post.

Today, on the last day of the company, when I left the company in the human resources service center, I accidentally saw the records of the HRG interview process and was shocked instantly.

It would have been nice to get together and leave, and there is nothing to say!

I haven't seen HRG talk to me since we came to the team until I left! This is the problem. Where did you get this amazing interview record?

I think there are two reasons:

1, listen to the story.

2. You made it up yourself

It's like making a phone call when the other person is leaving anyway, and the other person can't see it anyway, which can also show how wise he is. SHEN WOO, please have some professional ethics!

That's right. I am very unhappy to tell you that it is because of the poor content. Originally, the last day of Ari Day was perfect! Today is destined to be an imperfect day! Fuck!

Goodbye, Ali!

This interview record describes the former employee as "the first person to be eliminated in the future". In fact, the supervisor didn't say so during face-to-face communication, and then HR didn't interview the employees, so the resigned employees were very angry and sent them out. . .

Attach a record

======================================

Things seem to be normal HR dereliction of duty here, but the final result is that the development of HR system has been punished. . . . .

Although I am not HRG, I think the initiation of this post is related to my team. The new resignation system was launched on April 15, thinking that it was successful. However, it was found that the wireless client did not do a good job of testing, which led to the disclosure of information that should not be disclosed, because three students of this bug information platform were punished.

In addition, when designing the system, we take it for granted that any employee's resignation HRG must attend the interview, so the description in the system is "resignation interview record HRG" instead of "resignation situation description HRG". I'm afraid this is the fuse that Tinger is considered dishonest.

Ding's fault lies not in honesty, but in his failure to put an end to the situation of "saying one thing and doing another" If she can ensure that the supervisor conveys his true thoughts about the employee's work in place, even if the employee has resigned, then Ting's work is conscientious. For supervisors, giving employees real feedback is sometimes painful and requires courage. For employees, truth is often the most precious. Even if it is sometimes difficult to accept, employees can feel the sincerity of the supervisor.

At this moment, I am deeply sorry for the pain caused by Abel Tamata Geng, Ting Er and all concerned students. The whole HR team will work together to improve the system and process. Please give us some confidence, because everyone's goal is to make this company do better, right? !

I always believe that openness and transparency are the driving force for Alibaba's progress. Behind this is a kind of awe. It is not easy to make every decision with this attitude and ensure that it can stand the test of customers, employees and even society, but we have no choice!

Development: Blame me me?

Anonymous user

If you cooperate, you dare not hide.

Interests: headhunters who have a cooperative relationship with Ali.

1. There is nothing wrong with programmers. This information cannot be leaked under any principle, otherwise human resources will not have to work, and no one will dare to tell the truth in the future.

2. As far as I know, it is very likely that the director of Ali hr betrayed the victim, and now it is equivalent to betraying hr again. This is not because hr is a good person, but precisely because the management of managers by the human resources system is disgusting. Old employees, core employees and special employees will be filed in the hr system, and hr will investigate the reasons. If it is clear that the manager's inaction leads to brain drain, the performance team will give direct feedback, so the supervisor is also quite wronged. In fact, this evaluation will not affect the follow-up tone, because this is simply the unspoken rule of the industry. As long as it is not corruption, major accidents, malicious damage to the interests of the company, no one will mind.

3. However, I did come across something fabricated by hr twice. One time is to interview candidates (at least P7 or above). I feel that Ali's interview arrangement is too hasty, the interviewer is nearly an hour late, and the interview is very casual. The experience of just asking for more than 20 minutes is over. Later, the candidate was dissatisfied. In addition, people also got a good discount from Baidu T6, so they plan to refuse. Then I quickly asked about Ali's progress through internal relations. Ali's internal feedback is very direct: "According to the feedback from the former leader of the same company, this person blabla is not good here, so he will not be hired." Well, it doesn't matter if it's the opposite. We don't ask for confrontation. The problem is that this technology has just returned to China. Prior to this, the company was a small group with two leaders in the United States. Where did this feedback come from? The other one is even more ridiculous. The feedback conclusion of the interview is even wrong, but the conclusion gives a "actual experience does not meet the requirements." But fortunately, they are all small probability events.

Generally speaking, the problem of Ali hr word-of-mouth is a slot in the industry. This time, it depends on how Ali promotes it. I hope that the company that will eventually become bigger will not be destroyed by personnel.

Similarly, the Internet, Tmall

Not anonymous. This thing is true.

The employee's department is quite excessive, and he stayed for a while that year. Let's give a few examples to feel:

1, female supervisor shields female subordinates.

Anonymous's subordinate A has poor working ability. When it comes to cooperation, he only asks for nothing, and his attitude is extremely poor. Everyone's reaction to A was poor. The female subordinates have a good personal relationship with the supervisor, which is quite likable. Then at the end of the year, the female subordinates did not complete the KPI, and the department only had one promotion quota, and the female supervisor promoted the subordinates. Reason: I know A didn't do well. Because of this, I want to promote her and inspire her.

2. Employees leave their jobs and their wages are deducted.

Employee b left for personal reasons. There was just a salary increase adjustment two months before leaving the company, and the month of leaving the company was the second salary increase month. As a result, the salary that month was much less. Ask HR for advice, and HR can't explain it clearly. Then employee B said, I'll send an email to your boss. HR panicked and said that your supervisor wanted this. Please ask your supervisor. Employee B went to the supervisor, who shirked the matter and said that you would definitely not be given a salary increase after leaving your job. Then he called employee B heartless everywhere. Later, because employee B consulted the human resources supervisor to see if there was such a regulation, the supervisor of employee B expanded the matter and gave employee B some money, which was not the normal salary adjustment price.

I think there are two reasons:

1, after listening to the one-sided story, I tell you that it is because the content written is not good, and I am very unhappy.

2. You made it up yourself. It's like writing a letter casually, because the other person is leaving anyway. Anyway, the other party can't see it, which also shows how smart you are, SHEN WOO. Please have some professional ethics.

This interview record describes the former employee as "the first person to be eliminated in the future". In fact, the supervisor didn't say so during face-to-face communication, and then HR didn't interview the employees, so the resigned employees were very angry and sent them out.