Does the personnel department have the right to criticize and educate new employees during their emp

Of course. To be exact, this is not power, but helping new employees. In order for him to better adapt to this environment in the future.

There must still be. If we do something bad, we must have it, and only when we put forward something that is not good can we correct it. There's nothing bad about it.

If a new employee violates the company's discipline, regulations, or systems, he or she has the right to criticize and educate him, regardless of the department in which he or she is in it. The method can be selected:

1. Communicate with the leaders of the department and report in writing to the whole company.

2. After communicating with the leaders of the department, the whole company will be fined after written notification.

3. Notify the department to criticize and educate, and require the department to report the handling situation.

4. Communicate with the leaders of the department and make an appointment.

Yes, the one you just went in will give you induction.

There are two main parts to the post-employment work arrangement of new employees:

First, be familiar with job responsibilities and learn corporate culture;

The second is to adapt to the working environment as soon as possible, get to know the members of the department and the main leaders of the company.

1. Job responsibilities and corporate culture can be trained through reading materials and courseware explanations, so that new employees can have a preliminary understanding of job responsibilities, company organizational structure, cultural activities, as well as the company's background and development history.

2. Adapt to the working environment: The personnel department is required to pay attention to the psychological dynamics of new employees, assist in solving the accommodation and dining problems of new employees, and let new employees have no worries. Take the initiative to bring new employees to familiarize themselves with the company's office environment, department leaders, etc., reduce the strangeness of employees, and let employees be psychologically familiar with the working environment as soon as possible.

After the new employees are familiar with the basic situation and job responsibilities of the company, they will arrange a special person to be responsible for leading and guiding them to enter the job and carry out their work.

Onboarding procedures. 1. Fill in the "Employee Resume Form".

2. Distribute the "System Compilation" to introduce the company's situation and management system to new employees, so that they have basic company work knowledge, and require them to understand further information through the company's internal network.

3. Go through the entry procedures one by one in accordance with the "List of Entry Procedures for New Employees".

4. Confirm the time when the employee is transferred to the personnel file.

5. Introduce management to new employees.

6. Bring new employees to the department and introduce them to the general manager of the department.

7. Announce the situation of new employees to the whole company through e-mail and internal publications.

8. Update the employee address book.

9. Sign the Labor Contract.

The first is to understand the company, including the company's size, growth history, corporate culture, etc., and then conduct on-the-job training for the specific work of the employee, but the specific arrangements are different according to the size of the company.

The previous part of the report was omitted. New employees report, according to the provisions of the entry approval form, collect all the information (**, ID card, graduation certificate, physical examination form, original unit resignation certificate and other originals and copies), important positions to identify the authenticity of their documents, and then according to the approval form for approval, generally there are human resources department opinions, hiring department opinions and general manager opinions. After the completion of the training, the training personnel will organize the induction training of new employees, and after the training is completed, the examination will be passed, and the department will be arranged to report.

The basic process of onboarding new employees is continuous, including handing over the file to the HR department.

Fill in personal information - apply for brand and accommodation - accept training from the company's department - sign a labor contract!

It's just that you need ** and a diploma, and then take things to work.

Does it matter if the company name is different from the one on the employment contract?

According to the "Implementation Measures for Paid Annual Leave for Enterprise Employees".

Article 3 Employees who have worked continuously for more than 12 months shall be entitled to paid annual leave (hereinafter referred to as annual leave).

Article 5 If an employee joins the employer and meets the requirements of Article 3 of these Measures, the number of annual leave days in the current year shall be determined according to the conversion of the remaining calendar days in the unit, and the part that is less than one full day after conversion shall not be entitled to annual leave.

The conversion method provided for in the preceding paragraph is:

Number of days of leave = (365 days of remaining calendar days in the current year) The number of days of annual leave that the employee should enjoy throughout the year.

Therefore, new employees need to work for the company for more than 12 months to enjoy paid annual leave, and the number of annual leave days to be taken in the current year is determined according to the number of calendar days remaining in the company.

For example, if an employee joined the company in March 2011, completed one year in March 2012, and applies for annual leave in April, the number of days of leave that the new employee should take after conversion is (275 365) * 5 = days.

New hires who are eligible for leave are entitled to annual leave for the current year = (365 calendar days remaining in the current year) The number of days that should be taken throughout the year.

Article 5 of the Measures for the Implementation of Paid Annual Leave for Employees of Enterprises shall be determined according to the number of calendar days remaining in the unit for the year if the employee joins the employer and meets the requirements of Article 3 of these Measures, and the part of the converted annual leave that is less than one full day shall not be entitled to annual leave.

The conversion formula and conversion method provided for in the preceding paragraph are: (365 calendar days remaining in the unit in the current year) The number of annual leave days that the employee shall enjoy throughout the year.

The employer shall not interfere with the employee's arrangement of leave higher than this standard, but if it is lower than the statutory standard, it shall pay the employee 300% of the employee's daily wage income for unused paid annual leave, unless the employee does not take the leave due to personal reasons and has made a written commitment to waive the right to leave.

The conversion method is: (365 calendar days remaining in the current year) The number of annual leave days that the employee should enjoy throughout the year.

According to Article 5 of the Measures for the Implementation of Paid Annual Leave for Employees of Enterprises, if an employee joins an employer and has worked for 12 months, the number of annual leave days in the current year shall be calculated according to the remaining calendar days in the unit, and the part less than one full day after conversion shall not be entitled to annual leave.

If A has worked in Company A for 5 years and changes to Company B on September 1 this year, then Zhang's remaining "calendar days" in Company B this year is 122 days. According to the regulations, the number of days of his annual leave should be 5 days. Then the number of days of annual leave for Xiao Zhang this year should be (122 365) 5 days.

Since the day is less than 1 full day, the number of days of annual leave for Xiao Zhang this year is 1 day.

According to the provisions of the annual leave, those who have worked for less than one year are not entitled to annual leave. Annual leave is also not available in the following cases:

1. Employees have more than 20 days of personal leave throughout the year, and their wages will not be deducted by their employers.

2. Employees who have worked for more than one year but less than 10 years and take sick leave for more than 2 months throughout the year.

3. Employees who have worked for 10 years but less than 20 years and take sick leave for more than 3 months.

4. Employees who have worked for more than 20 years and have taken sick leave for more than 4 months.

(1) The number of calendar days remaining in the unit for new recruits is calculated in the current year.

The new measures for the number of paid annual leave days for new employees also stipulate: the number of paid annual leave days for new employees = (365 calendar days remaining in the current year) The number of paid annual leave days that the employee should enjoy throughout the year. Paid annual leave is not available for less than 1 full day after conversion.

For example, if Mr. Li entered the last company on May 1 this year, and Mr. Li has 245 calendar days left in the company in the current year, the number of days of paid annual leave that Mr. Li should enjoy should be calculated as (245 365 days) 5. The number of days of paid annual leave for Mr. Li is 3 days.

2) Calculation of continuous working employees.

Joined on 11/1/08 and left on 15/03/2010, the annual leave from 11/08 to 31/12/08, 1/1/09 to 31/12/09, and January to March 10.

The calculation is as follows:

1) The remaining calendar days after the employment date of November 1, 08 divided by 365 days, multiplied by 5, is your annual leave available for 08 years, and the part less than one full day is not counted.

Annual leave in 08 is (61,365 days) 5 Paid annual leave is not available for less than 1 full day.

2) 09 years is 5 days off, but in 2010 it can be off.

3) Annual leave is calculated according to the natural year and cannot be overdrawn.

4) If you leave your job in March, the annual leave from January to March 2010 will also be converted using the above method.

5) 10 years of annual leave is (90,365 days) 5 Less than a full day is not counted.

Company profile, enterprise organizational structure, enterprise rules and regulations, department overview and job responsibilities and corporate culture. Benefits Compensation (salary, benefits, training opportunities, promotion opportunities, incentives). Safety production education, medium and long-term long-term planning of enterprises.

Enterprise workflow, which involves the detailed process of the daily work process of new employees

New employees need to apply for a copy

The procedures are different in every business, and there is no standard model for this.

Generally, there will be the following jobs:

1. Establish a good file for new employees and sign necessary contracts or agreements, such as labor contracts, confidentiality agreements, etc. Some positions also have performance plans, etc.

2. Collect the necessary materials, such as ** (for him to apply for a work card, medical insurance handbook is also needed), a copy of the ID card (social security insurance, future salary tax declaration, etc.), bank card number (for payroll) and so on.

3. After collecting various materials, it is what the company should hand over to employees, such as employee handbooks, reward and punishment systems, etc. (generally a booklet, which is required to be signed by employees, which is a tool used to restrain employees in the future).

4. Wait for the rest to be done slowly.

First of all, you have to be clear about the nature of your company, administrative personnel this is actually two things, two jobs, if the company is small can also be combined together, administration is mainly responsible for the company's logistics, discipline, attendance and other work, personnel is responsible for the company's personnel recruitment, training, assessment, personnel management, personnel scheduling and other work. Simply put, of course, there are many subdivisions of content, administration is mainly to strengthen the company's internal administrative work, to provide a strong guarantee for the efficient and orderly operation of the company, personnel is the management of all kinds of personnel in the enterprise in the form of organizational management; Large administration, mainly including office daily management, personnel management, etc., personnel is only a part of the administration, such enterprises may be personnel into the administrative department for management, but some large enterprises will directly set up the personnel department and separate from the administration, the two are independent departments, the personnel department is responsible for the management of employees, and the administrative department is responsible for the daily management of the company, a person in charge of things.

1. List of departmental decision-making powers.

2. List of financial decision-making powers.

3. List of personnel decision-making powers.

4. Classification table of departmental work.

5. Description of work content.

6. Design table for daily affairs management.

7. Office ** registration form.

8. Visitor record form.

9. Printing business card application form.

10. Application form for entertaining customers.

The ** of the company's personnel administration department has the following:

Candidate Registration**, Recruitment Employee Approval**, Interview Score**, Pre-employment Orientation Inspection**, Probationary Consent Letter**, Pledge**, Guarantee Letter**, Recruitment Notice**, Leave Application Form**, Overtime Approval**, Compensatory Leave Registration**.

There are many, let's talk about them in detail:

1. Resume (to be filled in during the interview);

2. Probationary employee entry form;

3. Application form for employee regularization;

4. Labor contract;

5. Application form for fees;

6. Application form for office supplies;

7. Proof of resignation;

8. Proof of termination of labor relationship;

9. Proof of social security transfer;

10. Proof of provident fund transfer;

11. Resignation handover items list (including handover matters and office items);

12. Business trip (field service) application form;

13. a leave of absence;

14. Office rules and regulations;

15. an attendance sheet;

16. The company's performance bonus method (system);

17. Application form for using a car.

1. Employee resignation form.

2. Fake strips. 3. Employee attendance sheet.

4. Employee performance table.

5. The company's material inventory table.

6. Financial statements.

7. Document inclusion form.

8. Employee Information Record Form.

9. Employee address book.

The ** commonly used by the company's personnel department is as follows:

Candidate Registration Form.

Recruitment Employee Approval Form.

Interview Score Sheet.

Personnel Information Sheet.

Probationary Consent Form.

Notification of acceptance of the letter of guarantee.

Leave Approval Form.

Overtime Approval Form.

Compensatory leave registration form.

Resignation Approval Form.

Companies of different sizes are also inconsistent, and often speaking, the larger the scale, the more sound the company's personnel structure, and the more types of ** used.

The HR department generally needs to use the following**:

1. Applicant registration form.

2. Approval form for recruiting employees.

3. Interview score form.

4. Interview question design.

5. Personnel information form.

6. Pre-employment introduction checklist for new recruits.

7. Probationary consent.

8. Pledge.

9. Letter of guarantee.

10. Acceptance notice.

11. Leave application form.

12. Overtime approval form.

13. Overtime approval form.

14. Compensatory leave registration form.

15. Survey form on the payment of basic social pension insurance.

16. Notice of dismissal of employees.

17. Employee resignation approval form.

18. Employee dismissal and resignation settlement remittance form.

19. Approval form for internal transfer of employees.

20. Employee internal transfer handover form.

21. Payroll of dismissed personnel.

22. Salary scale.

23. Summary table of wages.

24. Employee classification and grading salary standards.