The employee's resignation application has reached the handover stage, indicating that the company has passed the examination and approval according to the normal procedure flow, and the resignation procedure flow is basically completed. At this time, the resignee clearly put forward his regret, and it is reasonable to say that it is too late to regret! Because, entering the workplace for the first time is not your backyard or your garden door. Leave if you want, and go back on your word if you want? But there are also many companies with profit as their values, which fully highlights the greed of funds. Then, as long as it meets the requirements of "profit", everything can be closely focused on profit changes, and you can go back on your word if you get used to it. From the company's profit, it is in line with the company's rights and interests! However, from the perspective of honesty and trustworthiness, allowing repentance is to advocate dishonesty, dishonesty and punishment. Obviously, this is not keeping promises, and discipline is not what everyone needs.

Generally speaking, companies need to have their own self-esteem, and people should also have some people's self-esteem. Regardless of self-esteem, everyone is bound to lose ambition or ambition. What will happen if this goes on? I didn't make it clear. However, I can feel that the bottom line of being a man is gradually declining until I see that the milk is my mother. The human resources department has no decision-making power. Whether it can be used or not depends on the mentality of the competent department. The competent department will evaluate the position according to the employee's arrival status. For example, there is no suitable candidate for this position at this stage, and there is a high probability that he will choose to stay temporarily; If there is a suitable candidate, then human resources have no right to deny or allow how to take steps and processes.

Whether the employer allows the requisition of this person or not, the reserve plan for this position cannot be stopped. Because, like the example at the beginning of my article, employees' mines may be caused by external reasons. From the heart, I still look forward to leaving today's company, but there is no "foothold" for the time being. Once they find the right one, they will leave without looking back. Therefore, manpower should negotiate with the employer to recruit outstanding talents for this position again. Once the right person is recruited, the company is in an automatic influence, and the company has a higher decision-making power on which one to use, rather than being in a passive position when employees explicitly propose to temporarily restart recruitment after leaving the company.

However, it should be noted that the level of this post can be moderately lowered, because it is not as urgent as before. If the company's human network resources are in a hurry, the recruitment of this position needs to be given a more timely position. Give full consideration to the daily main performance of employees, resignation intention, reasons for resignation, whether they will definitely resign again, whether they have been assigned to take over the post, how to allocate solutions to the work handover person if the employees are requisitioned, whether the requisitioned employees will have adverse effects and reduce the authority of the company, and whether the new work handover person will perform better than the employees.