How does HR deal with the “three-phase” problems caused by female employees?

Human resources refers to personnel. The broadest definition refers to human resource management work, which includes six major modules: human resource planning, recruitment, training, performance, compensation and labor relations. I have compiled for you how HR should deal with the "three-phase" problems caused by female employees for your reference. I hope it can help friends in need.

A salesperson in the company was pregnant and had severe pregnancy reactions. She could no longer adapt to the current work intensity, so she went to negotiate with her boss and asked to reduce her workload, but her boss asked her to either resign or continue working. , what should HR, as the sandwich layer, do at this time?

The third-period issue has always been the key to enterprises. The management of female employees during pregnancy is a problem that every company will encounter. The "Special Regulations on Labor Protection of Female Employees" stipulates: Employers shall not treat female employees because of their pregnancy , childbirth, breast-feeding, reduce their wages, dismiss them, terminate their labor or employment contracts; the unit shall reduce the workload of female employees or adjust their workload or work positions based on medical certificates.

Another point worth noting is that after a female employee becomes pregnant, the employer may not fire her unless she seriously violates discipline. For serious disciplinary violations, firstly, there are clear provisions in the system about what kind of disciplinary violations the company can take and what measures the company can take, and they should be publicized within the company. It is best to have employees sign for confirmation. Secondly, the evidence of the employee's disciplinary violations must be sufficient. , only in this way can the dismissal process be carried out.

In fact, no matter how a company handles employee relations, the most important thing is to be clear about the limits of laws and regulations. In this case, Article 6 of the "Special Regulations on Labor Protection of Female Employees" clearly stipulates: If a female employee cannot adapt to the original work during pregnancy, the employer shall, based on the certificate from the medical institution, reduce the workload or arrange for other people who can adapt. labor.

The company handles employee relations. On the surface, it seems to be a personal relationship with the employee, but in fact it affects the whole body. The employees are all watching, so don't let the employees feel bad. Once the company's practices make employees feel cold, the destructive effects will be huge. Then at this time, HR must try every means to convince the boss. The most critical point is that you must help the boss think of a good move.

Times Guanghua believes that in a situation like this, HR must first analyze the employee’s cost status and business performance output. HR should write a report on the above arrangements or report to the boss face to face. I I think the boss will agree. In fact, the boss means that he is afraid of disturbing the company's operation and management and affecting the company's efficiency. As long as these problems are solved, he probably will agree. HR can frequently communicate and discuss with the boss, and provide timely feedback to the boss so that the boss can grasp the situation in a timely manner and make correct and reasonable decisions. You must know that humanized management of enterprises not only does not increase management costs, but is beneficial and in line with the company's fundamental interests from the perspective of employee management and the company's long-term development.

The company proactively cares and cares for female employees during pregnancy, which is conducive to establishing a stable and harmonious labor-management relationship, and is in the interests of the boss and the company; the HR department must also do a good job in communicating with employees, please understand The company’s current difficulties. I hope she can adjust her emotions and look at things as calmly as possible, and the HR department will help her handle the relationship with the company boss. Both parties should put themselves in their shoes, understand and communicate more, and handle and resolve this matter satisfactorily.

More and more women are working hard in the workplace, doing the same work as male employees, and at the same time shouldering the life responsibilities of being a wife and mother. Women often need to make more efforts to obtain Recognition at work.

In the special period when female employees are in the "third period", as the owner and manager of the enterprise, it is necessary to consider and handle the management of female employees in the special period from a humanistic perspective. As a business-oriented organization, in addition to making profits, enterprises also respect laws and moral concepts and assume necessary social responsibilities, which is also a test of the conscience of the enterprise and its bosses.

Expanded content: Issues that HR should pay attention to when interviewing different employees

1. Workshop director:

Work responsibility; understanding of production technology, technology and processes; caring Employees, able to share joys and sorrows with employees; fair, principled, and equal treatment;

2. Marketing personnel:

Strong language communication and expression skills; personality Outgoing, optimistic; good ability to persuade others; negotiation skills; ability to withstand pressure;

3. Middle management employees:

Awareness of innovation (technology, organization, system); good Quality (integrity, honesty and trustworthiness, work responsibility); good management and organizational skills (overall concept, ability to coordinate and deal with problems); interpersonal coordination skills; affinity; professional ethics and comprehensive quality;

4. Senior Management Personnel:

High overall quality; decision-making ability; high control and coordination ability, command ability; good psychological quality; high professional ethics.

5. Office Clerk Assistant:

Proficient in office software, the use of printing and fax machines, paying attention to personal image and affinity, clear expression and communication skills, obeying the work arrangements of leaders and superiors, having a certain degree organizational skills.

6. Technicians and general workers:

Educational level: junior high school or above. Recruitment interview requires hard-working, honest and upright, and teamwork ability; can work under the leadership of the team leader Carry out work, obey management and instructions, ensure and strive to exceed production tasks.

7. Driver:

The HR interview focuses on whether the applicant has a driving qualification certificate, requires no bad driving record, no major accidents and traffic violations, and a strong safety awareness ; Honest, loyal and responsible character.

The above briefly explains what HR should pay attention to when interviewing different employees. As an HR, in addition to having the necessary quality cultivation and knowledge and skills during the interview, you should also adapt accordingly. Pay attention to the job requirements of different employees and maximize the matching of personnel and positions.