How does HR manage new employees' entry?

First, the company boss took the lead in demonstrating.

As the "head sheep" of the enterprise, the boss should first set an example, especially in observing the rules and regulations of the enterprise, which will win the effective visit and respect of the employees. If the boss of an enterprise often acts as the destroyer of the "rules of the game" within the enterprise, his behavior will inevitably affect the employees. For example, some companies require employees to wear professional clothes to work, but the boss wears casual clothes, which is difficult to convince employees with personality and will also destroy the cultural atmosphere of clothing.

Second, enterprises should abide by rules and laws.

Why do some employees dare to stand up and "oppose" the boss? In addition to the boss's failure to honor his promise or demanding too much of his employees, there is also an important reason that employees have caught the boss's "small plait", such as employees catching the boss's commercial bribery to expand their business. This reminds enterprises to abide by the law and discipline, and at the same time, if they have to "operate behind the scenes" some businesses, don't let employees know easily, even for those who trust them.

Third, formulate internal rules of the game.

The rules of the game in enterprises include rules and regulations, business processes and other "rules of the game", which effectively restrict the bad personality of employees. Before individual employees formally take up their posts (such as pre-job training), let them know about the "soft environment" such as the company's institutional environment and cultural opinions, and introduce them if they are approved. If the employee to be hired is not recognized enough or not recognized at all, then the enterprise should consider whether to hire this employee.

Fourth, improve employees' personal satisfaction.

When an employee is very satisfied with his company, he will try his best to adapt to the company, so as to stay in the company for a long time, and obtain or strive for some benefits (such as higher salary and higher position), so that the employee will take the initiative to "collect" his personality. In this case, employees will try to get the approval of their boss or their supervisor. Therefore, enterprises should simultaneously carry out customer satisfaction and employee satisfaction. Recently, Sichuan Changhong Electric put forward three satisfaction projects: employee satisfaction, customer satisfaction and shareholder satisfaction, and boldly put employee satisfaction in the first place, which shows the importance of employee satisfaction.

Verb (abbreviation of verb) establishes a flexible cooperation mechanism.

The cooperation between companies and employees can be full-time, part-time, partnership and other forms, which can effectively promote the cooperation between enterprises and employees. This has several advantages: first, it increases the flexibility of cooperation and is conducive to making full use of individual employees. For example, if individual employees are part-time, they may be much looser than full-time employees in observing corporate rules and regulations; Secondly, it can reduce the positive contact between business owners and employees, and also help to reduce friction and contradictions.

Sixth, strengthen the construction of corporate culture.

The role of corporate culture is to bring employees into the same value recognition system, thus unifying goals and promoting cooperation between individual employees and other employees. In this respect, the role of corporate culture may be more effective than rules and regulations, because corporate culture is soft-oriented and rules and regulations are hard-bound. The management of individual employees should be "both soft and hard, focusing on soft", because individual employees are often afraid of "soft" rather than "hard".

Seven, find a more suitable position for employees.

When the number of employees in an enterprise forms a scale, the stereotyped imperative management may be difficult to play an effective role. The stereotyped management may lead to ignoring the existence of individual employees or increasing their pessimism, and often lead to brain drain due to improper management methods. Therefore, in today's management world dominated by humanism, it is very necessary to stimulate their work ability potential in a flexible way according to their personal characteristics.

Eight, learn to do the ideological work of employees.

When business owners communicate with individual employees, the conventional communication methods may lose their "utility" because individual employees may have their own preferred communication methods. Taiwan Province Lishi Legal Affairs is the largest law firm in Asia. In legal affairs, it is necessary to manage lawyers with great personality. Mr. Li Guangtao, a senior consultant of the firm, said that in Taiwan Province Province, the admission rate of the joint entrance examination is only 8%, and only the best candidates dare to fill in the law at the first choice. Only 8% of law students can become lawyers after graduation from university. This directly led to the lawyers in Taiwan Province Province are particularly proud and individualistic-they always hope that the company will respect their way of doing things and not impose too many rules and restrictions on them. To this end, this law firm has no management department, only the administrative department. If a lawyer does things in an inappropriate way, or there are contradictions among employees, the firm will not simply criticize education, but use chat communication to achieve the final satisfactory result, so enterprises mainly believe in the role of appropriate communication methods.

An excellent company is a good school, which not only cultivates talents, but also is good at reforming employees' bad habits. This requires business owners to maintain a certain degree of patience to implement the "transformation plan" instead of sweeping individual employees out of the house. What is emphasized here is the key word "transformation", which requires enterprises to tolerate and understand these individual employees with enough "tolerance" instead of "breaking up" when there is conflict. As entrepreneurs, we should remember this. The best team is like this. Don't "break up" even if you quarrel. They can seek common ground while putting aside differences, instead of asking for agreement. You know this ideal state doesn't exist at all. The more they pursue perfection, the worse the situation may be.