Expatriate training employees voluntarily leave their jobs before completing the agreed service period after training, and enterprises are bound to suffer economic losses, even huge economic losses. Employee turnover after training will become the biggest training risk for enterprises. 1. Establish rules and regulations according to law.
The company must establish and improve the relevant training management rules and regulations, so that the content and procedures are legal.
Second, design the training agreement reasonably.
The training agreement stipulates the responsibilities and obligations that enterprises and employees should bear in training. The "Labor Contract Law" clearly stipulates that if an employer provides special training fees for workers and conducts professional and technical training, it may conclude a training agreement with the workers and stipulate the service period. How to design training agreement legally and reasonably will be the most direct and effective way for enterprises to effectively avoid training risks.
Third, conclude labor contracts with employees according to law.
If an enterprise fails to conclude a labor contract with its employees according to law, it will not only bear the illegal responsibility, but also cannot claim the employee's liability for breach of contract related to training. Concluding a labor contract according to law can prevent some people from taking advantage of legal policies and finding loopholes in enterprises.
Four, develop good training management habits, including:
1. Do not train employees during the probation period. Although the probation period also belongs to the labor contract period, the limited probation period is a special stage. After training probation employees, it may cause unnecessary trouble if employees leave their jobs.
2. Don't invest too much training expenses at one time. If employees leave their jobs, even if they can get liquidated damages, because of the huge amount, employees are unable to repay them, which may lead to employees leaving without saying goodbye and enterprises will suffer economic losses;
3. After the training, the training fee needs to be re-signed by employees. This means that employees have no dispute about the training expenses, and even if there is a labor dispute in the future, the enterprise can grasp sufficient evidence.
Five, how to employ people in enterprises after training, it is necessary to make clear provisions for employees or establish an upward channel, so that employees can develop themselves and improve themselves according to the trajectory of their careers and use them for enterprises. It is necessary to establish an assessment, supervision and tracking mechanism after training, cultivate the backbone of enterprise production or operation, and make training a power source for enterprise development.