At present, it is the peak period of talent recruitment in enterprises, and the recruitment of new employees is in full swing. After going through many tests, the new employee finally entered the desired enterprise, but the interview does not prove that a new employee is really suitable for the enterprise and competent for the post. Probation inspection is a necessary link. What to try during the probation period? How to try? Who is in charge? How long will it take? How to evaluate? Wait, for most enterprises, they can't find the feeling, or follow the feeling, but they can't find a better solution. This paper expounds the evaluation system of probation period, so that enterprises can learn from the evaluation of probation period for new employees.

Why-why should the probation period be assessed?

Most enterprises know that the probation assessment of new employees is a necessary part of human resource management. Generally speaking, the purpose of probation assessment is roughly as follows:

1. Ensure that new employees meet the job requirements, promote employee development in line with the strategic objectives of enterprise human resources planning, and guide new employees to integrate into the corporate culture of the company as soon as possible.

2. Provide a basis for new employees to stay and avoid labor disputes. Many enterprises misunderstand the labor contract law that "employees can be dismissed at will as long as they are on probation". According to the Labor Contract Law, "the employer can unilaterally terminate the labor contract only if the employee is proved not to meet the employment conditions during the probation period", which requires the enterprise to provide evidence that the new employee does not meet the employment conditions during the probation period, and where the evidence comes from is to pass the probation assessment. Many enterprises have caused labor disputes when dismissing new employees because the probation period is not done well.

3, through the probation period assessment, let the new employees know the shortage, clear the work goals and direction after becoming a full member.

4. Help enterprises to examine the shortcomings and deficiencies of their own work and make continuous progress through examination. For example, through the assessment of new employees to evaluate the recruitment effect, recruitment system is perfect.

The significance of probation assessment for new employees lies not in elimination, but in inspection and feedback, leaving employees suitable for the enterprise, providing conditions for them to quickly integrate into the enterprise and be competent for their posts, thus creating value for the enterprise.

What-Determination of Evaluation Indicators and Standards

Many enterprises don't know the assessment criteria, so it is often the new employees who become full members before making a decision. Some enterprises also have some standards, but these standards can't be used as reference because they are not quantified and refined, and they are determined by feeling. What is the probation assessment for new employees? Generally includes the following contents:

service ability

That is, in order to achieve the expected performance of the organization, the ability to complete the post work, especially the ability in key business areas, must meet the company's requirements for the post. The general staff's ability requirements include familiarity with the post, learning ability, suitability for the post, work efficiency, work quality and so on. The required abilities for managers include: interpersonal skills, influence, leadership (motivation, authorization, training, etc. ), communication skills, plan execution ability, judgment and decision-making ability, etc. According to the needs of different positions in enterprises, the indicators of assessment ability should be adjusted accordingly.

working attitude

A person's views on work are different, and the actions taken are naturally different. Behind this is a person's values and achievement motivation. A person with poor attitude and weak motivation will not have a good job performance. Attitude indicators include: discipline, enthusiasm, responsibility, cooperation, team awareness and so on.

Work result

It is unrealistic for a new employee to create obvious performance in just a few months' probation period. But for some management positions, it is still necessary to set some tasks that can be completed in a short period of time. Through the completion of these tasks, we can see whether he has achieved anything. Generally, people with achievements are planned and organized, and will make overall arrangements and follow up in time until there is a clear result.

The assessment of the above three aspects needs to be aimed at different objects. For example, some enterprises mainly aim at new employees who belong to fresh graduates: learning ability, work efficiency, work quality, responsibility, discipline and cooperation; For social recruiters, the key points are: adaptability, problem-solving ability, work efficiency, responsibility, public welfare and so on. In addition, for newcomers in different positions, the focus of the inspection is also different. Generally speaking, for technical and professional positions, enterprises will pay more attention to their mastery of professional knowledge, and at the same time, they will focus on their learning ability, working ability and adaptability to the environment. For other positions, such as office clerk, customer service and other positions, enterprises will focus on their plasticity, teamwork ability, interpersonal skills and so on.

The choice of indicators is also closely related to the core values of enterprises. What enterprises advocate will be considered in the design of new employees' probation assessment. In this way, it is easy to choose people who are suitable for identifying with the values of the enterprise and develop together with the enterprise. Sometimes people with strong abilities do not necessarily agree with the values of the enterprise, and such people do not necessarily have good performance. The so-called "management comes from identity".

Who-assessment of relevant responsible persons

In order to help new employees get familiar with the work business and integrate into the working environment as soon as possible, it is necessary to clarify the relevant responsible persons of assessment management, so that the assessment of new employees can be carried out smoothly. Generally speaking, the management responsibilities of the probationary period assessment of new employees are: department heads, supervisors and relevant persons in charge of human resources department.

teacher

Instructors should be department managers, supervisors or key employees with rich work experience and excellent conduct. In order to ensure the guidance effect, a tutor is allowed to guide at most three people at the same time, and the operating post can be adjusted appropriately according to the actual situation. Instructors are specifically responsible for work guidance, formulate work objectives and assessment standards, and participate in the performance assessment of new employees during the probation period. Its work content and evaluation design are as follows:

Help new employees to understand the company's relevant regulations, and guide new employees to be familiar with the working environment and business processes of departments/positions and related partners;

According to the work objectives of the department, make work plans with new employees; According to the job responsibilities of the post, determine the assessment standards (assessment contents and objectives) of new employees with department heads, and reasonably arrange the daily work and stage objectives of new employees;

Conduct formal interviews with new employees on a regular basis (at least once a month), sum up achievements and shortcomings in a timely manner according to the completion and performance of new employees' work plans and combined with assessment standards, and give timely encouragement or guidance;

After the guidance, the head of the department understands the tutor's guidance to the new employees through interviews with the tutor and the new employees, and evaluates the tutor's work. The director of the department inspected the guidance content of the instructor from different aspects. Evaluation can be used as a reference index for the performance appraisal of counselors.

department head

The department head is the person directly responsible for the evaluation and management of new employees' probation period, and is responsible for the determination and evaluation of new employees' instructors, the determination of new employees' evaluation standards, and the feedback of new employees' probation period evaluation. If necessary, cooperate with the human resources department to conduct probation evaluation interviews for new employees. Its specific work content and evaluation design are as follows:

The head of the department instructs the instructor to confirm the work plan of the new employee's probation assessment, participate in the new employee's induction interview, understand the new employee's mentality and work situation during the probation period, summarize the achievements and shortcomings in time, and give timely encouragement or guidance. When a new employee is on probation, the evaluation results should be fed back to the new employee.

The assessment and training management of new employees in the employing department will serve as the reference data for the annual performance appraisal indicators of department heads. The human resources department can understand the guidance and management of new employees by combining questionnaires and follow-up interviews.

Relevant person in charge of human resources department

The relevant person in charge of the Human Resources Department is responsible for organizing and implementing the probation assessment and training tracking of new employees, and coordinating and supervising the probation assessment and management of new employees by the employing department. Supervise the employing department to sign the work standard of probation period with new employees, remind the employing department to feedback the assessment data of probation period in time, and coordinate the employing department to conduct feedback interviews with new employees on the assessment results.

In addition, it is also responsible for handling employees' complaints about the evaluation, investigating whether the evaluation is fair and reasonable, and giving the results. Any dispute between instructors and new recruits will be submitted to arbitration, and the human resources department will give the arbitration result after investigation.

When-probation period

According to the Labor Contract Law, the probation period for new employees is generally 1-3 months (no more than six months at the longest): if the labor contract lasts for more than three months but less than one year, the probation period is one month; If the term of the labor contract is more than one year but less than three years, the probation period shall not exceed two months; The probation period of a labor contract with a fixed term of more than three years or without a fixed term shall not exceed six months. A probation period may not be stipulated in a labor contract whose term is to complete certain tasks or whose term is less than three months.

Within the scope of labor laws and regulations, the length of enterprise probation period will be different. Usually we talk about a three-month probation period. Is it long or short? It depends on the content of the exam and the level of the candidates.

For some jobs with strong operability and mobility, such as operators and technicians, the probation period can be agreed to be 1-2 months; For the general manager, a three-month probation period is agreed; For senior managers, the situation is more complicated. Generally speaking, it takes a month or so to try out the manager's work attitude, methods and achievements. If you want to try a person's professional problems, one month's value orientation is not enough. For an extrovert, it takes about three months; Introverts need about six months; It takes about a year for a person who is good at hiding. Because it takes only one year to complete a performance year and evaluate people's reactions in different workplace situations. Therefore, it takes about half a year or even a year to try out senior managers.

How to evaluate?

In order to better assess new employees, effectively monitor the assessment process, and clarify responsibilities, time points and work contents, enterprises must first establish an assessment management process.

Common assessment methods for new employees include: practical examination, written examination, training/work summary report, thesis defense, work log, 360-degree assessment, etc. Enterprises need to choose appropriate assessment methods according to internal conditions.

Communication-communication

Many studies show that the performance of a new employee in the initial stage has a great influence on his later performance. High performance at the initial stage helps new employees to build up self-confidence, form a positive work attitude and high performance standards, and then form good performance and success at the later stage, and further strengthen this attitude and standards for the later performance and success. This requires department heads or lecturers to communicate with new employees regularly in addition to training the necessary skills and knowledge.

With the introduction of "Puymaly Weng" effect in management science, people began to realize the important influence of managers' "expectations" on subordinates' work performance. Many studies and experiments have proved the relationship between them. Psychologists have long discovered that people usually act according to what they think others expect of them. That is, "prophecy leads to the realization of prophecy." If managers show high expectations in the communication process, subordinates will enhance their self-confidence and strive to complete their superiors' predictions.

In the probation assessment of new employees, both department heads, instructors and relevant personnel in the human resources department should communicate with new employees in a two-way way based on the belief of "communication starts from the heart" and give encouragement and support, so that new employees can eliminate psychological pressure and smoothly integrate into the enterprise.

Culture-corporate culture

It is not uncommon for new employees to be unable to join the company because they cannot integrate into the corporate culture and values. In the process of probation assessment for new employees, it is necessary to strengthen the publicity and guidance of the usual core concepts of corporate culture, and cultivate new employees to develop good work habits, as well as behavior patterns and ways of thinking that meet the requirements of enterprise work. Through the improvement of work concept, it can promote the improvement of ability or make up for the lack of ability, and then improve work performance and competence.

In short, the probation assessment of new employees should adopt different methods for different enterprises. The most important thing is to establish a probation assessment system for new employees, clarify the assessment process, assessment content, assessment responsibility, assessment period and assessment method, publicize and guide the core concepts of corporate culture, and at the same time communicate, encourage, guide and assist new employees in a timely, full and effective manner to eliminate their psychological pressure, enhance their confidence and enable them to achieve good results.

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