How should human resources managers deal with new employees?

How should human resources managers face new employees? March and April of every year are good opportunities for fresh graduates to find jobs. It is also a good time for companies to recruit talents. As the company’s human resources department, As a supervisor, you have finally brought back suitable talents to the company after being very busy in numerous recruitment and interview activities. However, have you ever thought about what you should do to make these new employees more qualified? How to quickly adapt to the company's operating mode and get into work faster? When a new employee starts a new job, success or failure often determines the first hours or days of their employment. And during this initial period, it is easiest to form a good or bad impression. A new job and a new boss are tested in the same way as a new employee. Because the job requires him, otherwise he would not be hired, so the supervisor successfully gives the new employee a good impression, just as the new employee needs to Making a good impression on executives is equally important. Make new employees feel at home. When supervisors receive new employees, they should have a sincere and friendly attitude. Make him feel that you are happy to have him join your company. Tell him that you are indeed welcome to work in your company. Shake his hand, express interest in his name and keep it in your mind. It is very simple to give the new employee a friendly welcome. issues, but are often ignored by supervisors. A new employee feels unfamiliar with the environment, but if he is introduced to his colleagues, this strangeness will soon disappear. Introducing the company environment to new colleagues in a friendly manner can eliminate their unfamiliarity with the environment, help them get into the mood faster, and make new employees satisfied with the working environment. Treating new employees with sincerity and assistance can help them overcome many of the inadaptations and difficulties they face at the beginning of their work, which can reduce the turnover rate caused by not adapting to the environment. New employees often cause unnecessary troubles and mistakes because they are not clear about the company's policies and regulations. Therefore, when new employees report in, the first thing they must do is to make them feel happy and at home. , that is, let him understand the various policies and regulations of the company that are relevant to him. Then, he will know what the company expects of him and what he can contribute to the company. Explain the relevant company policies and regulations and salary to new employees. When planning to explain company policies and regulations to new employees, it must be done in such a way that they think it is fair to them. All company policies and regulations have reasons for them, and these reasons should be made clear to managers. If a supervisor explains rules to newcomers in such a way that they feel threatened by the rules, he will not have a good impression of his new job. If the new employee is told the reasons for the company's policies and regulations in detail from the beginning, he will be very happy and recognize their fairness and importance.

Explaining the salary plan to new staff is also an indispensable step. New staff are eager to know when salaries will be paid, commuting hours, when to work overtime, how much money can be earned from overtime work, etc. Condition. Therefore, informing new employees about the company's salary system in detail can improve employee morale, enhance their motivation, and avoid unnecessary misunderstandings. The promotion plan shows that it is almost impossible for someone to be satisfied with their initial job or position without wanting to make progress. Therefore, opportunities for job promotion are very important to new employees, and they must be explained when they first join the company. But remember not to make any firm promises, so as to avoid the trouble of unfulfilled promises if the personnel hired in the future are not qualified. The following is the appropriate explanation content: 1. Explain to new employees what achievements colleagues in the unit have made and what methods they follow. 2. Tell him frankly that promotion is based on work performance. 3. Make him understand that if he wants to be able to handle more difficult tasks, he must first be fully prepared. 4. Provide some suggestions on what preparations must be made if you want to get the opportunity for promotion. 5. Make it clear that promotion cannot be gained through favoritism or favoritism. 6. The door to promotion is always open for good employees. Assigning Jobs When assigning new people to a work unit, it is not necessary to assign the new person to a unit that is understaffed. The important thing is that there must be good instructors in that job position. Because the first boss anyone comes into contact with after entering the company has the greatest impact on him. If the boss is very good, the newcomer can learn a lot from him. If you want to effectively educate new employees on work processes, rules, habits and working methods, the first thing to do is to actually require old employees to follow standard procedures. Therefore, about one month before new employees start working, the education of old employees should be implemented first. The educational content can be discussed by employees themselves and they can propose the educational projects they plan to require for new employees one by one. However, before new employees can go to work, they must first achieve the educational content they have planned. The more detailed the education plan for new employees, the better, such as work knowledge, technology and the traditional spirit inherent in each job. What may be more difficult is "attitude training." The most important thing in attitude training is to set goals that are specific and actionable, rather than abstract slogans. For example: teaching newcomers to have a "sense of responsibility". If the newcomers are immediately asked to do it themselves, they may be at a loss.

Due to different experiences in the communication education between new and old employees, sometimes things that old employees take for granted may seem incredible to new employees.

For example, a new employee may not write down the week's attendance time on the attendance sheet until the weekend. Old employees may find it "disgraceful", while the new employee will face it with the attitude of "it saves trouble." At this time, the old employees must explain the reasons for the new employees to abide by the rules. If there is a rule that cannot be explained or persuaded by new employees, it is better to cancel this rule. The focus of training new employees should be on the job. For example, if you want to train new employees' team spirit, you can work in groups of 2-3 and ask them to complete something within a specified time to educate them on how to divide work and cooperate. This not only allows them to realize the importance of team spirit, but also allows them to establish good interpersonal relationships with each other. After becoming a company employee, you must have a responsible work attitude. You must have responsible concepts such as "you represent the company now" and "you must complete the work you are responsible for yourself". The most appropriate time for this kind of teaching is at work. It is very important to clearly point out the error, but the attitude when correcting it is very important; it must be very sincere and non-personal. Those who do not meet the standards should be eliminated. Newcomers are generally worried about "whether they can establish good interpersonal relationships." You might as well put some thought into the methods of establishing interpersonal relationships. For example, at work, I occasionally talk about light topics with colleagues, and use the time off from work to talk, play tennis, etc. to build social relationships. Recognizing employees' aptitudes will have a great impact on future work assignments and employees' development at work. But this is not a simple matter, and the relevant test is just a reference. The most correct way is to get along with each other in actual work, and then consider the opinions of each senior. After detailed discussions, the personality of each employee is clearly understood, and then the work allocation is decided. When identifying employees' sexual orientation, if it is found that the employee's sexual orientation is not suitable for the company's work, we must also have the courage to eliminate them. Some companies insist on not giving up on new employees easily because they spend a lot of time, energy and money from recruitment, training to understanding employees' aptitudes. However, if a new employee's aptitude shows that he is really not qualified for any job in the company, even if he is forced to stay, not only will it not help the company at all, but it will actually delay a person's future. Therefore, it is beneficial to the company and to individuals to discover and decide on the retention of new employees as early as possible.