2) Is there enough training and guidance after recruitment? How can colleagues and supervisors in the department help him?

Because of so many factors, new employees are generally unfamiliar with the company and work at the beginning of their work, and on the other hand, they will have different degrees of anxiety and tension, which will eventually affect their work performance and performance. Therefore, whether new employees can feel at ease and adapt to the environment quickly depends largely on whether the enterprise can help and guide them to solve their puzzles and problems. So as an enterprise, how should we help and guide new employees? Helping and guiding new employees, on the one hand, requires the full attention of enterprises, on the other hand, it should have a perfect and reasonable help system, and also avoid becoming a mere formality. The assistance and guidance for new employees can be divided into three stages: pre-employment, employment day and post-employment, which are mainly implemented by the human resources department and the employing department. First, pre-job preparation is mainly to prepare the office environment, office equipment and post-job work content of new employees. 1, Human Resources Department A, preparing company-level training for new employees; Prepare new employee induction documents, such as labor contract, new employee induction instructions, etc. 2. Administration Department A prepares clean and comfortable office space and complete office equipment for new employees; B, the new employee's email or OA permissions. 3, the employing department A, the employing department should determine the mentor of the new employee according to the position history of the new employee. The mentor of new employees can be their immediate boss or the head of the department. Mentors should provide all-round work guidance to new employees from the beginning of their employment. Mentors of new employees should have a deep understanding of the basic situation, corporate culture and working methods of this position, and have high performance, and can provide necessary support for new employees by establishing efficient working standards. Employees who are stale, demanding or unwilling to provide support must not be selected as mentors. B, it is meaningful and challenging to make work plans and targets for new employees during the probation period, but it is not appropriate to arrange too difficult work because they don't understand the enterprise and the original working methods and habits are inconsistent with the company's requirements. The probationary work arrangement of new employees should be based on adapting to the enterprise workflow and working environment. Make job training plan for new employees. On-the-job training mainly helps new employees to understand their jobs and work development methods, and should cover job descriptions, job responsibilities and authorities, basic work processes, etc. Second, help new employees on the day of employment, mainly to welcome new employees to join, help them understand and familiarize themselves with the working environment, and fully reflect the company's attention and care. 1, the human resources department mainly welcomes and helps at the company level. A. Welcome new employees to join the company through the company's "orientation meeting"; B, help new employees fill in the employment information; C, issue and explain the induction instructions for new employees, and introduce the most basic and important matters needing attention, such as work discipline, salary and benefits, complaint channels, email or OA instructions, etc. D, distribute the company address book to new employees, so that new employees can understand the company personnel and communicate with each other at work; E, arrange new employees to visit the company and introduce the working environment; Arrange the new employee to meet with the department staff and introduce the new employee to his/her colleagues; G, arrange new employees and

The department head and the new employee's mentor will have an orientation interview. 2. The employing department mainly helps new employees to get familiar with the work team and work content. A, hold a brief welcoming ceremony to welcome new employees to join, and new and old employees get to know each other; B, department heads will interview new employees, and put forward expectations for new employees and matters needing attention in their work; C, the new employee mentor carries out on-the-job training for the new employee, and arranges the work plan and objectives of the probation period for the new employee; D, the mentor of the new employee introduces the departments and colleagues who may have work contact with them in the future; E. The new employee mentor will accompany the new employee to have the first working meal, and assist the new employee to arrange the commuting route and time. Third, the guidance and help of new employees is the key for new employees to integrate into the role. 1, the guidance and assistance of human resources department mainly provides guidance and assistance to new employees from the company level through induction training, daily psychological counseling and career planning counseling. 1) The induction training for new employees is organized and implemented by the human resources department of the company, which is an important channel for employees to know about the company. Mainly to help new employees understand the basic situation of the enterprise, corporate culture and values, rules and regulations, employee treatment and other aspects, and strive to guide new employees to adapt to the enterprise and adapt to the group in the shortest time and at the lowest cost. When training new employees, we should pay attention to the following points: a, enterprises should be open and honest, and make clear all aspects involving employees' interests, whether good or bad, in communication, and avoid corporate behaviors such as concealment, beautification, high commitment and low cash. B, strengthen the transformation analysis of enterprise advantages and disadvantages, and provide real enterprise prospects for new employees. Show the advantages of the enterprise to new employees through training, and constantly strengthen this idea in future exchanges, so that employees have a sense of pride and superiority when choosing enterprises. C, training content setting should be reasonable. The content and information of the employee's orientation should be introduced accurately and comprehensively. Through training, we should not only let new employees know about the enterprise, but also let them know what kind of behavior is accepted by the enterprise and what kind of behavior is rejected by the enterprise. D, induction training should be timely, so that new employees can receive induction training as soon as possible. Induction training should be carried out within half a month after new employees join the company. 2) Daily psychological guidance communicates through informal interviews to understand the psychological state of new employees. On the one hand, it reflects the care of the company; On the other hand, by understanding their psychological confusion, we can help and guide new employees to relieve their psychological pressure, psychologically adapt to the management of the company, understand and accept the company's values and culture, and help new employees to establish confidence and good professional ethics in the face of difficulties and setbacks. 3) Career Planning Guiding Career Planning refers to the process of establishing one's own career goals, choosing career paths, making corresponding training, education and work plans, and implementing specific actions to achieve the goals according to the stages of career development. Career planning includes personal career planning for oneself, and enterprise career planning management system for employees. On the Career of New Employees

Career counseling is mainly implemented by the human resources department after the induction training for new employees. Through career counseling, help new employees understand their abilities, interests, personalities and values, and guide new employees to "position", "position" and "center" their career development in combination with the real environment of the enterprise, that is, what to do, how to do and what to do with a rest mentality. Combine employee's personal career planning with enterprise's career planning to realize the balance between enterprise's talent demand and employee's career demand. At the same time, give employees some support and help from the aspects of work content, education and training, promote employees to achieve their career goals through performance guidance, promote new employees to fully integrate into the enterprise, and reduce the turnover rate. 2. Guidance and assistance from the employing department. The employing department mainly provides guidance and assistance to new employees from two aspects: work guidance and psychological assistance. 1) Work Guidance The work guidance for new employees is mainly implemented by new employee mentors, which mainly includes the following aspects: a, helping new employees solve practical difficulties and puzzles in their work; B, help new employees to distinguish noise and reduce work confusion; C, help new employees straighten out their work ideas and work processes, and revise their work methods and habits; D, regularly (monthly) help new employees to review and summarize their work, timely evaluate their work performance, praise their good work performance, put forward their poor work, and guide new employees to improve. 2) Daily psychological help Understand the psychological confusion of new employees through informal interviews, help and guide new employees to relieve psychological pressure, psychologically adapt to the working environment and work content, and help new employees deal with work pressure and coordinate interpersonal relationships at work. In addition, it is not enough to guide and help new employees only by the human resources department and the employing department. We also need the active and enthusiastic participation of employees, not only to greet them through various welcoming ceremonies, but also to take the initiative to accept them and help them enthusiastically in their work and life. In every contact, they are left with a cordial, friendly and close impression, and every new employee is accepted and moved with sincerity and enthusiasm. Help and guidance for new employees should focus on positive communication, pay attention to care and emotional cultivation in work and life, make new employees feel valued, help others in an appropriate way, start with details, humanize management, relax the atmosphere, actively guide, help new employees integrate into their work, retain their "heart", make new employees integrate into the company as soon as possible, adapt to work, improve work efficiency and reduce the turnover rate of new employees. For the management of new employees, we should also pay attention to the training and guidance of their integration into corporate culture. The management of new employees is not only the work of the human resources department, the employing department and the tutor, but every employee should participate enthusiastically to help new employees integrate into the role more effectively. Finally, enterprises should optimize their management system, and if necessary, they can use external forces to sort out their organizational structure and workflow, clarify the responsibilities and authorities of various departments and posts, build a human resource management platform that matches the rapid development of enterprises, and build a new employee assistance and guidance system.

￥

5.9

Baidu library VIP limited time discount is now open, enjoy 600 million +VIP content.

Go get it now

How to guide and help new employees in enterprises

Because of so many factors, new employees are generally unfamiliar with the company and work at the beginning of their work, and on the other hand, they will have different degrees of anxiety and tension, which will eventually affect their work performance and performance. Therefore, whether new employees can feel at ease and adapt to the environment quickly depends largely on whether the enterprise can help and guide them to solve their puzzles and problems. So as an enterprise, how should we help and guide new employees? Helping and guiding new employees, on the one hand, requires the full attention of enterprises, on the other hand, it should have a perfect and reasonable help system, and also avoid becoming a mere formality. The assistance and guidance for new employees can be divided into three stages: pre-employment, employment day and post-employment, which are mainly implemented by the human resources department and the employing department. First, pre-job preparation is mainly to prepare the office environment, office equipment and post-job work content of new employees. 1, Human Resources Department A, preparing company-level training for new employees; Prepare new employee induction documents, such as labor contract, new employee induction instructions, etc. 2. Administration Department A prepares clean and comfortable office space and complete office equipment for new employees; B, the new employee's email or OA permissions. 3, the employing department A, the employing department should determine the mentor of the new employee according to the position history of the new employee. The mentor of new employees can be their immediate boss or the head of the department. Mentors should provide all-round work guidance to new employees from the beginning of their employment. Mentors of new employees should have a deep understanding of the basic situation, corporate culture and working methods of this position, and have high performance, and can provide necessary support for new employees by establishing efficient working standards. Employees who are stale, demanding or unwilling to provide support must not be selected as mentors.