When a new employee joins the human resources department, he will be assigned a task. What task is better? When new employees assign tasks, they are required to pull personal credit report and provide the real estate license and rental contract of the current house.

In fact, this is to assess whether the integrity of new employees is balanced and whether there is a stable living environment that does not change frequently.

Training Scheme for New Employees of Human Resources Department For the labor-intensive hotel industry, human resources are the most important resources for enterprises. In the era of fierce competition for talents, hotels must thoroughly implement the concept of "employees first" in human resource management if they want to attract and retain excellent employees and improve their satisfaction and loyalty.

Only satisfied employees will have satisfied customers. In service work, employees are in direct contact with customers. The working attitude and mood of employees will directly affect the service quality. If a hotel wants to provide reliable and high-quality service to its customers, it must put employees first and give full consideration to their needs.

The high staff turnover rate has always been a headache for the hotel industry in China. Staff turnover will bring a series of negative effects to hotel management, such as the decline of service quality, the loss of tourists, the increase of replacement and training costs. Only by attaching great importance to the needs of employees and putting employees first can hotels reduce the turnover rate of employees and improve their job satisfaction.

How should hotels implement the concept of "employees first" in human resource management? I think we should start from the following aspects:

I. Recruitment and Employment of Employees

Most hotels take the initiative in the recruitment and employment of employees, and obtain the information of job seekers through strict interviews and employment tests, so as to judge whether the skills and knowledge of job seekers meet the job requirements. However, job seekers lack relevant information to judge whether they are satisfied with the job they are applying for and whether they are competent. A lot of research shows that how to make job seekers fully understand the content of the job they are applying for, the possible development in the hotel in the future and the difficulties they will face. It is helpful for the hotel to choose better employees, strengthen the confidence of long-term work and struggle in the hotel, and enhance the cohesion of the enterprise. Therefore, the hotel should comprehensively and objectively introduce the hotel situation, the content and requirements of employees' work, and the training, promotion, salary and benefits that the hotel can provide for employees. Let job seekers have enough information to decide whether to work in a hotel or not.

Second, pay attention to employees' career planning and meet their personal development needs.

In order to reduce the possibility that employees' satisfaction is reduced due to outdated technology or setbacks in their work, which will lead to a decline in productivity. Hotels should guide employees to determine their career goals from the moment they enter the store, help employees design personal growth plans, and provide employees with appropriate development opportunities. This can reduce employee turnover and improve employee satisfaction.

This is the plan, the training plan for new employees, the catalogue of human resources department I, the purpose of training for new employees II, the training plan for new employees III, the training content for new employees IV, the feedback and assessment of training for new employees V, training for new employees.

There are many questionnaire templates about human resources in the online survey system of new employee questionnaire in human resources department.

You can go and have a look.

It is also very convenient to do online surveys with "online questions"!

In which human resources system should I recruit new employees? Employees can be recruited in the recruitment system, and the salary and assessment involved can be explained in detail in other corresponding systems.

The salary of new employees is higher than that of old employees. As a human resources department, what should you do in your company? It depends on the company's salary system, which should be fair and just. Otherwise, the old employees will be psychologically unbalanced.

The new company doesn't know what website is better. I'm in the human resources department. If you have human resources, you can go to hr to help Internet cafes. The information about them is very comprehensive.

Human resource management: why did the new employee quit soon after joining the company? Hr just did a good job for new employees and left in a few days, which brought losses to the enterprise. At the same time, as the human resources department of the enterprise, it also has considerable responsibilities. Enterprises not only consume a lot of direct costs such as recruitment, training and personnel replacement, but also consume the opportunity cost brought by job vacancies. How can HR quickly integrate new employees into the team? By what means to create a better growth environment for new employees? How to improve employees' skills and give full play to their potential through training? Although there are various so-called personal reasons for the loss of new employees, many of them are still caused by reasons such as not being able to adapt to the job as soon as possible, not having a sense of accomplishment, and not being able to integrate well into the team. However, what is the reason that new employees can't adapt to work quickly, have no sense of accomplishment, and can't integrate into the team quickly? Did our HR recruitment work not finish well, and we recruited inappropriate talents? Or is our training work not done well, resulting in new employees not knowing their jobs? Enterprises should put an end to the loss of new employees from three aspects: new employee recruitment, new employee training and career planning, so that new employees can adapt to work faster, integrate into the team and play their own value. Recruiting suitable talents, whether new employees can quickly adapt to their jobs and integrate into the team depends largely on the quality of recruitment. If the newly recruited talents are all suitable talents, then he can adapt to the work quickly, and vice versa. How to ensure that enterprises can recruit suitable talents? We can start from the following aspects: 1. Evaluation of corporate culture adaptation and identity. It is impossible for employees who don't agree with corporate culture to actively create value for the enterprise, and it is difficult to settle down in the enterprise. As a recruiter of an enterprise, you need to have a good understanding of the enterprise's goals, strategies, culture and values, and use this as an important basis for evaluating candidates in the recruitment process. Generally, we can test the creativity, analytical ability, control ability (that is, the ability to promote change) and service consciousness of different groups through simulated scenes and group discussions. We can divide this group according to the standard of performance. Through the test, we can clearly see the deviation of corporate culture and find out the types of employees suitable for enterprise development. 2. In the recruitment process, the hiring manager usually designs the recruitment process according to the professional knowledge and required professional skills corresponding to the position in the job description. Usually, candidates whose majors are not right will be eliminated at the first time, and their work skills and experience are almost blank for candidates who have just left school. At this time, they can only see some differences in general ability, such as expression ability and writing ability. But talking doesn't mean being capable. Therefore, it is only a matter of time before some people who are not qualified for their jobs are elected or defeated. Profession is important, but it can't be ignored that the qualities required by the post, such as good attitude, serious sense of responsibility, perseverance, etc., are even more important than major. After the recruitment and selection, the next step is reasonable distribution. How to put the right person in the right position? It is also one of the important factors that newcomers need to consider when deciding whether to stay or not. In short, enterprises need careful planning and operation in recruitment, selection and configuration, and any careless move will lay the groundwork for the loss of new people. Effective training and career planning are important means to retain new people. 1. The supervisor is the first person responsible for training new people, and the most important purpose of training new people is to integrate them into the corporate culture. To use Lenovo's words, we call it "entering the model", that is, no matter what his background, history or company he comes from, we will strengthen his training, so that he can quickly adapt to the company's organizational culture and everyone speaks with the same voice. In fact, this is the most important purpose of induction training for new employees. Then, we should design reasonable training content. The training content can be designed according to the actual situation of the enterprise, but it should include the following four basic contents: organizational structure, employee welfare and personnel system, job responsibilities, enterprise products and related business knowledge training. Through the training of sex courses, new employees can increase their understanding of the enterprise; Through the training of professional courses such as job responsibilities and workflow, employees can adapt to work as soon as possible; One of the most important cultural feelings is the feelings of line managers and old employees. They are the windows of corporate culture. It is often because of the attitude towards newcomers that newcomers re-examine corporate culture, which is another important factor for newcomers to decide to stay and think. Therefore, the first person responsible for training new employees should be the line manager. 2. New employees also need career planning. It is well known that career planning plays an important role in motivating employees and improving their loyalty. But when it comes to career planning, we think of senior employees in the enterprise, and the career planning of new employees may not be recognized by many people. However, career planning is equally important for new employees, which requires our company to actively explore career planning for new employees and study various methods of career planning for new employees. I think the new employee's career planning method is to provide a challenging initial job. Most experts believe that one of the most important things an enterprise can do is to get a challenging job for new employees. In the study of young managers of AT&T company, it is found that the more challenging their initial work is, the more efficient and successful their work results are, even among the old employees who have worked for 5-6 years. Providing challenging start-up jobs is "one of the most powerful and simple ways to help new employees realize their career development". If an enterprise wants to make new employees adapt to the work quickly, integrate into the team, and give full play to the potential and value of new employees faster and to a greater extent, it must first start with the recruitment work, and ensure that all the people recruited are suitable talents who can adapt to the needs of the work and agree with the corporate culture of the enterprise. Secondly, it is necessary to conduct necessary induction training for new employees, so that new employees can further understand the enterprise, be familiar with relevant business processes, master relevant work skills and identify with the corporate culture of the enterprise. At the same time, in the process of induction training for new employees, enterprises should pay attention to the cultivation of feelings, show the sincerity and enthusiasm of enterprises, and let employees have a sense of belonging at home. Finally, we should do a good job in career planning for new employees and provide employees with multi-channel development space and challenging work in combination with their own needs.

First, from the perspective of human resources management, this is to ensure that new employees have officially terminated their labor contracts with their previous companies and avoid unnecessary joint and several liabilities in litigation. At the same time, you can learn about the performance of new employees in the old company from the last company.

Second, from the perspective of anti-terrorism factory inspection, it is a clear requirement to conduct background checks on employees in important positions.

Will the physical examination report of the new employee be sent to the human resources department of the foreign company or to the human resources department of your personnel?