Is it necessary for ex-employees to pay regular return visits?

First, the situation of resignation, understand the reasons for employees to resign, as we all know, the situation is either dissatisfied with their wages or unhappy at work. At this time, hr should combine the feedback from the department head and the employee collaboration team to evaluate whether the employee's salary is reasonable; At the same time, we can also consider the team management ability of department heads, whether to give employees fair and just promotion opportunities, and whether the team is cohesive. Hr should also reflect on whether the company's salary system and promotion system need to be improved.

Besides these, I believe you have heard some wonderful reasons, or some similar excuses. Therefore, it is also necessary to pay a return visit after employees leave their jobs, so that they can know the real reason of employees leaving their jobs, and most people are willing to tell the truth after leaving their jobs.

Second, the dismissal situation, whether it is the lack of employees' ability or the company's layoffs, should handle the relevant work in time and not leave hidden dangers to the company. Some hr may have encountered the boss leaving, so they have to make up for it themselves and then leave it to you. At this time, the conversation with employees is even more important. The specific method is "people-oriented", and the specific situation is analyzed in detail to find the acceptance point recognized by both parties and avoid policy mistakes.

Special reminder: as a human resource manager, you should also be good at communicating with your boss to stop the behavior that damages the company's image. As a boss, to make him aware of the negative impact of unreasonable behavior on the company, the boss should set an example.

The probation interview is mainly for employees to establish a deeper understanding and recognition of the company. In our company, HR will interview employees one week after they join the company, mainly to communicate their working status and adaptability, mainly to make them feel warm. If anyone is willing to give advice, the interview results will be sorted out and fed back to the employing department. After 30 days on the job, with the participation of department heads and HR, the probation work is summarized, the achievements of new employees in the probation work are affirmed, the areas that need to be improved are put forward, and some methods are given.