hnd人力資源管理實(shí)務(wù)-資料下載頁(yè)
2025-01-11 23:34本頁(yè)面
【正文】 mediate colleagues, union reps 3. The firm: Size, aims, values, activities, layout 4. Health/Safety: Company policy, safety rules 5. Staff policy: Hours of work, absence 6. General standards: Appearance, hygiene 7. Administration: Personal records, payroll 8. The job: Job definition, basic training Beside the induction program, we should also arrange the line manager and human resource specialist to guide our new staff. As a human resource specialist: 1. Send newers as much information as possible about the anization before they start, while they’ve still got time to read and digest it. Furthermore, pay attention to whether they have worries. 2. Give newers a physical tour of the workplace so that they won’t get lost. 3. Describe the benefits of working for the anization, and tell them what the expectation to them is clearly. As a line manager: 1. Ask a colleague of the newer to be their buddy, to help them find their way and get to know people. 2. Show employees how to adopt them by demonstrating how the staff “l(fā)ive” these values. 3. Listen to newers’ ideas and involve them in any improvements for their different perspective and fresh look. 4. Integrate news into the group. An excellent induction would bring us a lot of benefits in many aspects and gradually improve the working effectiveness. 9. Most anization adopts hand out the advertisement for employment. But advertisement is not the best way. AD has a wide range of publicity and readers throughout all levels of society, it can attract a large number of people to attend the employment, of cause, there are many excellent talents may work for A D Bell Ltd. Compared with other methods, AD needn’t much time but the cost of it is too high, the most important point is that feedback is low. In a word, no matter which way to take, it must have advantages and disadvantages
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