What are the company employee onboarding and resignation processes? The new employee onboarding process is mainly divided into six major steps: 1. Onboarding preparation; 2. Onboarding registration; 3. Onboarding procedures; 4. Onboarding training ; 5. Evaluation of regularization; 6. Completion of employment. Employee resignation process: Resignation application - resignation approval - resignation handover - salary calculation - leaving the factory 1. Resignation application: Resignation The "Employee Resignation Application Form" must be filled in by the employee himself, and other resignation forms must be filled in by his direct supervisor. Regular employees must apply for resignation one month in advance (from the date the "Employee Resignation Application Form" signed by the department head is submitted to the Human Resources Department). 2. Resignation review: The "Employee Resignation Application Form" will take effect after being reviewed by relevant personnel. 3. Resignation handover: On the day when resignation is due, the Human Resources Department will notify the resigning employee to go through the resignation handover procedures, and the relevant personnel will fill in the "Employee Resignation Handover Form". The resignation handover mainly includes the following contents: Department: The handover of work, tools, materials, etc. shall be signed and confirmed by the person in charge and the head of the department. There should be a handover list at the section chief level and above. Other employees who have many handover matters should attach a separate list. Finance Department: Review the loan status of resigned employees, and confirm it with the signatures of the person in charge and the person in charge of the Finance Department. Human Resources Department: Collect employee ID cards, time cards, meal cards, work clothes and other items from resigned employees, handle check-out procedures, and calculate employee attendance (the actual working days end until the day before the day of resignation notification), which will be handled by the person in charge and the person in charge of the Human Resources Department Signature confirmation. Resigning employees: On the "Employee Resignation Handover Form", sign and confirm the contents of the resignation handover. 4. Salary accounting: Resigning personnel shall settle all wages on the actual pay day of each month. Employees who are dismissed or fired must settle all their salaries within 3 days of leaving the company. If they cause losses to the company, they will be deducted from their salaries. The Human Resources Department will fill in the "Resigned Employees' Salary Payment Notice" and report it to the Finance Department, which will create a unified record and issue it. 5. Leaving the factory: After the resigning employee completes the above procedures, the Human Resources Department will issue a "Luggage Release Slip". The resigning employee will use the "Luggage Release Slip" to carry the main reasons for the employee's resignation 1. External factors: social values, economy, law, Transportation and job market competitor factors. 2. Internal factors of the organization: poor salary and benefits, dissatisfaction with the boss's leadership style, lack of promotion and development opportunities, overloaded work and high pressure, not being valued and unable to use talents, etc. 3. Personal factors: family factors, personality traits, career attributes and personal achievement motivation factors. 4. Benefits. Resignations of other natures, such as competitive elimination, retirement and dismissal, etc., although they will constitute part of the replacement cost of resignation in the short term, in the long term, they can promote the company to optimize the age structure, knowledge structure and personality structure of the personnel, thus promoting the long-term improvement of the company. operating profit growth. Therefore, resignations of different natures must be treated differently to obtain appropriate management conclusions. 5. Disadvantages. The brain drain caused by resignation has a direct negative impact on the operation of the company. In order to fill the vacancies caused by the resignation of employees, companies have to re-post recruitment advertisements, screen candidates, recruit and place new employees, and arrange pre-job training for new employees. These expenses constitute separation replacement costs. Replacement costs often also include productivity losses caused by half-hearted work before employees leave, efficiency losses caused by job vacancies before new employees take up their posts, productivity losses caused by training new employees and working with new employees and other employees, and losses caused by employee resignations. The impact of incomplete organizational knowledge structure on productivity, the loss of efficiency caused by the turmoil among employees caused by employee turnover, etc. Brain drain has no benefit to business operations in either the short or long term. The replacement cost of leaving the company due to brain drain will erode the company's operating profits, resulting in a decline in the company's operating profits. Article 8 of the Labor Contract Law stipulates: When recruiting workers, the employer shall truthfully inform the workers of the work content, working conditions, working location, occupational hazards, production safety conditions, labor remuneration, and other information that the workers require to know. . Based on what has been said above, joining is the beginning of an employee's work, and resignation is the end of an employee's work. For both, employees must follow the procedures stipulated by law when doing things, and the employer must also strictly follow them. The company has a system to handle all matters regarding employee onboarding and resignation, so as to avoid labor disputes.