Regarding personnel issues, I would like you to help

Strict, you must be strict with the place, and you must give them family-like care in life, this is the problem of your personality as a leader.

In addition, it is true that the rules cannot be changed, but the treatment should be changeable.

Motivate more, care more, help them more! Of course, the place that should be strict should still be strict!

Hello, I'm walking with you, I think you can look at it, and you have a clear conscience if you do your own things well, it's not necessary to care about others so much, our personnel specialist.

Key Responsibilities: 1. Implement and improve the company's personnel system and plan, training and development, performance evaluation, employee social security and welfare management;

2. Organize and assist various departments in recruitment, training and performance appraisal;

3. Implement and improve the relevant policies and procedures for employee entry, regularization, change, resignation, etc.;

4. Employee personnel information management and maintenance of employee files, accounting for employees' salary and benefits, etc.;

5. Other daily work of personnel;

Personnel specialist skills and experience requirements.

1. Have practical ability in personnel recruitment, introduction, training and development, employee assessment, incentives, etc.;

2. Excellent written and oral expression skills, strong affinity and service awareness, communication and comprehension skills, and strong judgment and decision-making skills;

3. Meticulous and conscientious work, strong principle, good execution and professionalism;

4. Familiar with relevant national labor laws and regulations, familiar with the workflow and operation mode of human resource management;

5. Strong adaptability and internal and external communication skills;

6. Have a strong sense of responsibility and professionalism, and be able to work under pressure;

7. Good computer level, proficient in office software; Maintenance of employee files, accounting of employees' salaries and benefits, etc.;

Talk to the manager, from the perspective of human resources professionalism, make a job description to clarify the division of responsibilities of each position.

1. It's obvious that he is absenteeism, just put it there, the unpaid salary will be deducted there, don't pay it, he will find it himself sooner or later.

2. If he asks the labor department to let him find a good job, you tell the labor department that he is absent from work and has not gone through the formalities, and the formalities will be sent to him, and it will be fine;

3. If he comes to go through the formalities, ask him to take out the relevant certificate of the car accident, and if he can't get it, he will be fired for absenteeism, and give him a certificate of termination of the labor contract.

1. Learn more about the real situation of the employee.

2. No matter what the reason, not contacting the company for a long time is a problem, and the company can dismiss according to the regulations.

3. The dismissal letter is very simple. For example, according to the company's regulations, if you are dismissed, please go through the resignation procedures at what time, otherwise, you will bear the consequences.

If there are other circumstances, come to the company within three days to go through the relevant procedures, and then mail the certificate of termination of the contract, and terminate the labor contract according to serious disciplinary violations.

Pay attention to the preservation of evidence when mailing

Judging from your description, there is almost no possibility of changing the boss's mind, so the only way to solve this problem is to start with the HR department itself.

1. Recruitment of personnel: Although the recruitment company has more channels than general recruitment, it may not be able to find suitable personnel, and it needs to charge a lot of fees every time, including recruitment fees and capitation commission fees. In addition to recruitment, the personnel department can still use the existing free platforms and resources, such as through local talents, offline recruitment, etc., or through the production of personnel recruitment, posters, the use of employees in the circle of friends for publicity, or through the introduction of acquaintances, the internal recommendation reward system can be implemented within the company;

2. Personnel retention: personnel to stay, although salary is a large piece of content, but in addition to salary, the company's overall environmental atmosphere, work intensity and the realization of their own career planning are also several aspects of staff consideration, as a personnel department, through daily training and team building, so that employees can feel the cultural atmosphere of the enterprise and enhance their sense of belonging; By setting up daily performance appraisals, we can increase employee income, so that employees can get a sense of satisfaction and accomplishment in their work, etc.

Some personal advice, I hope it helps!

Since it is a well-known foreign company (let's just think so), I believe that people will not act decisively without considering its reputation; Besides, there will be a set of conventional processes to implement on the personnel side, so that there will be no arbitrary escape of any step; In addition, since the company has taken the initiative to withdraw from you, it means that your behavior or homework in the company has been disapproved to a certain extent, and you can directly ask the personnel for advice, or let the other party explain openly and honestly.

Now that "the east doesn't do it, the west family does it" has become a two-way choice model, there is no need to hang on a tree and hang to death, right?

Calm down and give yourself a little time to sort out where you're hitting a bottleneck. Then deal with it in the way you choose best, so that you will have less regret.

Here's a suggestion for you, if you leave your job, you can ask for a letter of recommendation from the company's personnel, which can provide you with some help in your future job search.

Of course, the resignation report is attached, and the contract is not renewed, which basically has no impact on the background investigation; Since it is a very well-known headhunter, it is not necessary to take measures to terminate the contract directly for employees who do not renew their contracts. Give the person who walks out of the unit a good way out, give him enough face, and the dismissed employees will also be grateful to them, and they should be able to understand your feelings.

Choose one, it's good for yourself and the company, choose two, it's not good for both, it's good for you, I suggest you choose the first contract.

Labor Contract Law

Article 19 If the term of the labor contract is more than three months but less than one year, the probationary period shall not exceed one month; If the term of the labor contract is more than one year but less than three years, the probationary period shall not exceed two months; For fixed-term and indefinite-term labor contracts of more than three years, the probationary period shall not exceed six months.

It is recommended that you spend an hour reading the Labor Contract Law and the Regulations for the Implementation of the Labor Contract Law, which will benefit you for the rest of your life. You should comprehensively identify all aspects of the company's infringement of your rights and interests, so as to better protect your legitimate rights and interests.

Pay attention to gathering evidence to prove your years of employment, overtime, etc. This is important if there is arbitration or litigation in the future.

If you still don't understand, you can come and ask me.

The approach of the personnel department of your unit is wrong.

1. Female employees referred to in the laws and regulations shall enjoy paid maternity leave regardless of whether they are pregnant or miscarriage or not;

2. You can file a complaint with the local labor inspection department.

Notice of the Ministry of Labor on Several Issues Concerning the Maternity Treatment of Female Employees (Lao Bao Zi 1988 No. 2).

1. When a female employee has a miscarriage less than four months of pregnancy, she shall be granted 15 to 30 days of maternity leave in accordance with the opinion of the medical department; Forty-two days of maternity leave shall be granted in the event of miscarriage after more than four months of pregnancy. During maternity leave, wages are paid.

Provisions on the Labor Protection of Female Employees (Order No. 9 of ***, effective as of September 1, 1988).

Article 8 ......If a female employee has a miscarriage during pregnancy, her employer shall, on the basis of a certificate from the medical department, grant a certain period of maternity leave.

Measures for the Labor Protection of Female Employees in Shanghai (promulgated by Order No. 36 of the Shanghai Municipal People's ** on September 21, 1990).

Article 23: The responsible person of the unit and the person directly responsible for violating the "Provisions on the Labor Protection of Female Employees" and these Measures that infringe on the labor protection rights and interests of female employees shall be given administrative sanctions such as warnings, demerits, and major demerits according to the severity of the circumstances, and the unit shall be ordered to give reasonable economic compensation to the violated female employees; where a crime is constituted, the judicial organs shall pursue criminal responsibility in accordance with law.

Labor departments at all levels shall carry out state supervision of the implementation of these measures by all units. Violators shall be punished in accordance with the relevant provisions of the State and the relevant provisions of the Interim Regulations of Shanghai Municipality on Labor Protection Supervision.

Look at your company's internal rules and regulations, what information is needed for sick leave or miscarriage leave to ask for sick leave, if the company does not have this regulation, fully prepare all the information for your medical treatment!