What are the processes of employment management?

The employment management process includes the following contents:

1. Publish job advertisements: Enterprises publish job advertisements through various channels to attract job seekers to apply. Resume screening: the human resources department screens qualified resumes according to the recruitment requirements and determines the candidates who will enter the next round. Interview: interview qualified candidates and evaluate their comprehensive quality, professional ability and matching degree.

2. Written test: Some positions need to be written to test the professional knowledge and skill level of candidates. Physical examination, physical examination of candidates who have passed the interview and written examination to ensure that their health meets the post requirements. Background investigation, which investigates the background of candidates and verifies their education, work experience, professional qualifications and other information.

3. Issue employment notice: For the candidates who have passed all the above steps, the enterprise will issue employment notice, specifying the salary, employment time and other matters. Induction training: After new employees join the company, the company will provide necessary training to help employees quickly integrate into the group leadership team and get familiar with the work.

4. Probation evaluation: New employees have a probation period after joining the company, during which the superior leaders will evaluate their work performance to decide whether to formally hire them. After the probation period, if the employee performs well, the enterprise will formally hire the employee and sign a labor contract.

The handling methods of employee resignation during probation period are as follows:

1. According to the provisions of the Labor Contract Law, the employee may terminate the labor contract by giving three days' notice to the employer during the probation period. This means that employees who want to leave during the probation period should inform the enterprise three days in advance and go through the resignation procedures stipulated by the enterprise. In this process, enterprises should not require workers to pay any liquidated damages or compensation.

2. Enterprises should communicate with employees when dealing with the resignation of employees during the probation period to understand the reasons for resignation, so as to improve their own management and working conditions. At the same time, enterprises should cooperate with employees to handle relevant resignation procedures, such as salary settlement and goods return. If an employee violates the labor contract or enterprise rules and regulations, the enterprise can handle it according to the relevant regulations.

3. For the resignation of employees during the probation period, enterprises should abide by relevant laws and regulations and labor contracts, protect the legitimate rights and interests of employees, and actively improve their own management and working conditions to improve employee satisfaction and retention rate.