Human resources department management system template collection

Chapter 26 Personnel Change Management (4)
(Continued)
①The company forces employees to work by means of violence, coercion or illegal restriction of personal freedom.

② The company fails to pay labor remuneration as stipulated in the labor contract.

③The company fails to pay social insurance premiums for employees according to law.

Exit interviews (1) Exit interviews are conducted by the Human Resources Department and the heads of their departments in collaboration. It is necessary to understand the reasons for the resignation of the resigned employees and solicit their suggestions for the company.

(2) Record the content of the exit interview in detail.

resignation process
handling and
Work handover (1) Resigned employees go to the Human Resources Department to get the "Employee Resignation and Interview Record Form".

(2) The resigned employees hand over all the work they have handled and all kinds of work materials they have kept to designated personnel, such as the company's internal documents, technical materials, office supplies, (office, desk) keys, borrowing materials, The funds, etc. are handed over to the corresponding personnel, and the person in charge signs the "Employee Resignation and Interview Record Form" for confirmation.

(3) The resigned employee shall return the signed "Employee Resignation and Interview Record Form" to the Human Resources Department for archiving.

Economic Settlement (1) After the handover is completed, the Human Resources Department is responsible for counting the employee's attendance and, together with the Finance Department, settles the employee's salary, liquidated damages, economic compensation, etc. in accordance with the relevant national regulations and the agreement between the two parties.

(2) After the settlement is completed, the employee's salary and compensation will be transferred to his salary card.

Relationship transfer out (1) After the employee leaves, the Human Resources Department is responsible for transferring out the employee's social insurance, housing provident fund, household registration and file relationship.The human resources department needs to fill in the relevant reports of social insurance staff reduction in time and submit them to the social insurance center.If the employee resigns after the 23rd of the current month, the social insurance reduction procedures shall be handled in time in the next month.

(2) Notify the resigned employees to receive the "Social Insurance Transfer Note" and other transfer procedures.

(3) The information in the personal files established within the company will no longer be returned to the person, but will be archived by the Human Resources Department.

(4) If the employee needs it, the Human Resources Department can provide him with written proof of the termination of the labor contract.

exit interview
And Feedback The Human Resources Department is responsible for giving feedback to the person in charge of the department or the general manager of the resigned personnel about the reasons for resignation, opinions and suggestions to the company.

Personnel resignation management form
Personnel need to fill in certain forms when resigning, and the importance of some forms is self-evident. The human resource management department should pay attention to the correctness of the filling in the operation, and do a good job in archiving the documents.Employers can use different forms according to their company's situation. The forms listed below are for reference only.

Employee Exit Interview Record Form

Employee Exit Interview Record Form

Fill in the department file number
Name of resignation Reason for resignation
Department

to be handed over

Items and Documents

Handover content handling department handover situation handler confirmation

Handover of departmental business work Direct supervisor
Recycle Office Supplies
Recycling badges and badges

Acceptance station and key administrative department

Recycled books, VCD and other data data administrators
Handover computer configuration, system network administrator
Settlement Loan Finance Department
Guarantee Responsibility Job Recipient

Labor Contract Human Resources Department
Exit face

The talk record shall be filled in by the person in charge of the department to which the resigned employee belongs:

Interviewer's signature: Employee's signature:

Department manager
Review opinion □ Agree □ Disagree □ Consider it separately
Exit face

The human resources department is responsible for filling in the negotiation record:
Interviewer's signature: Employee's signature:

HR

source sector

Actual attendance days of the month: days Overtime days: days
Wages to be received: Yuan Actual wages: Yuan
General manager

Review opinion □ Agree □ Disagree □ Consider it separately
Resignation Application Form ([-])

resignation application form

Fill in the department file number
Fill out date:

employee name number
Department position

Date of arrival Scheduled date of departure
Reasons for resignation and specific reasons

Review opinion of competent authority
Manager in charge: (signature)

Audit opinion of HR department

Human Resources Manager: (signature)
General Manager Approval

General Manager: (signature)
Remarks
Resignation Application Form ([-])
resignation application form

Fill in the department file number
Mr. (Ms.) Department Manager:

Due to (reason for resignation) (you can attach a separate sheet to explain)

From now on, I will resign from my current position one month later, and my last date of employment is date of year, month, and day.

Resigned employees:

Date: Year Month Day
Mr. (Ms.) Human Resources Department:
I agree to the employee's resignation application. The employee joined the company on the date of year, month, and the position is .The effective date of resignation is year, month, day.

Department Manager (signature):

Date: Year Month Day
(Continued)
Human Resources Department processing results:
The resignation took effect on the date of year, month, and the reasons for the resignation are:

Received:
□Resignation procedure □Resignation certificate
Employee (Signature): Date: Year Month Day

employee dismissal notice

employee dismissal notice

Fill in the department file number
Fill in the date:

Employee Name Position Department

Date of arrival, date of departure, date of departure, date of salary
Reason for dismissal
Department manager
Audit opinion
signature:

Human Resources Department

Audit opinion
signature:

General manager

Audit opinion
signature:

Notification of resignation procedures

Notification of resignation procedures

Fill in the department file number
All relevant departments:
Please handle the resignation handover for the ××× department ××× employees in the following order, and sign in the corresponding position to confirm the completion of the handover.

Human Resources Manager (signature):
Date: Year Month Day
(Continued)
Reason for resignation □Contract expired □Resignation □Dismissal □Expulsion

Fill in the work handover procedure below
Place
Genus

unit

door

Now designate ××× (job recipient) to accept the work of ××× (resigned employee), please hand over immediately.

Head of department (signature):

Date: Year Month Day
□ Various documents within the enterprise
□A detailed description of the management work

□Customer information form, supply and marketing relationship information form

□ Original training materials

□Proprietary technical information of the enterprise (including written and electronic)
□Project work status (including project plan, project implementation progress description, project related materials, other related project explanatory materials, etc.)
□Others (can be listed)
□A handover list page is attached (or □No handover list is attached)
Name of sender Name of recipient Name of supervisor

date date date
Fill in the following transfer procedures
HR

Source department □ Termination of labor relationship □ Insurance manual □ Employee handbook □ File transfer □ Others (please list)

Manager (signature):

日期:

Department □Borrowing documents □Office keys □Office supplies □Others (please list)

Department head (signature):
日期:

Administrative department □Badge card □Uniform □Labor insurance supplies □Communication equipment □Computer □Others (please list)

Manager (signature):

日期:

Financial department □ Arrears settlement □ Financial liquidation □ Salary payment □ Others (please list)

Manager (signature):

日期:

(Continued)
The resigned employee himself confirms that the above procedures have been completed, and he terminates the labor service relationship with ×××× company.

Resigned personnel (signature):

日期:

Note: This form is in duplicate, and the resigned employee and the Human Resources Department each hold one copy.

Notice of Termination of Labor Contract

Notice of Termination of Labor Contract

Fill in the department file number
Employee Name Department Job Title Number

Reason for leaving
□ Termination of labor contract □ Termination of labor contract
□Individual proposal □Company proposal □Individual proposal □Company proposal
□ Early resignation

□Other

□ Negotiation to terminate

□Employee Disciplinary Dismissal

□Release of layoffs

□Other □Contract expired
□Completion of agreed tasks

□Other

□The contract expires

□Completion of agreed tasks

□Other

Has been approved to resign on the date of year, month, please go through the resignation procedures according to the following items:
The deduction amount for the signature and seal of the person in charge of the unit handling the matters to be done

1 Work handover (business personnel should make a list)
2 Return relevant employee certificates, etc.
3 accommodation staff check out

4Return of uniforms, keys, etc.
5 Return of cultural utensils for personal use

Government

unit

door

6 Return the employee handbook, handle social security attrition, and fill in relevant forms for resigned personnel

7 Fill out the suspension of pay slip and submit it to the financial department
8 Fill out the personnel change registration form

9 Check the manpower for the above items
Resource
department
10 Settlement of debts and outstanding financial matters Finance Department

11 Salary Review Accounting Supervisor
(Continued)
Remarks The items listed above must be fully handled before the employee can leave.

The Finance Department will issue the salary of the resigned personnel based on this form and transfer it back to the Human Resources Department for checking.

Employee resignation handover procedures checklist
Employee resignation handover procedures checklist
Fill in the department file number
resigned person

Job Name Reason for Leaving
handover

Product documents are listed by the immediate supervisor:

(1)

(2)

(3)

(4)

(5)

Signature: yes
签

single

Place

Signature of unit director
Administrative department

Human Resources Department

warehouse
Tools Room

Cafeteria
Finance Department

Information Department

guard room

The recipient said
All units are requested to go through the resignation procedures for resigned personnel in time.

After completing this form, submit it to the Human Resources Department.

personnel resignation management documents
Documents written when personnel leave office cannot violate relevant laws and regulations, and the wording must be strict.The examples listed below can be used by enterprises as a reference.

employee dismissal notice

Notice of Dismissal of Employees of ×× Company

Executive department file number
Approver Approval Date
(Continued)
Format one:

employee dismissal notice

Dear Mr./Madam ××:

According to Article XX, Clause XX of the labor contract signed between the company and you, the company decides to terminate the contract with you, please leave the company on the date of ××××××月××.

All your treatment shall be handled in accordance with the provisions of ××××.

×××× company (signature)
Date: Year Month Day
Format two:
employee dismissal notice

Dear Mr./Madam ×××:

Due to major adjustments and changes in the company's business policy and business, your professional knowledge, experience and ability do not meet the company's requirements. Therefore, please leave the company on ××××year××month××day .

Thank you very much for your support and help to our company over the years.

All your treatment shall be handled in accordance with national laws and regulations, the company's ×× regulations and labor contracts.

×××× company (signature)
Date: Year Month Day
employee dismissal certificate

×× employee dismissal certificate

Executive department file number
Approver Approval Date
employee dismissal certificate

Mr./Ms. ××× has been dismissed by our company on ××××year ××month ××day, hereby certify.

×××× company (signature)
Date: Year Month Day
Employee resignation approval notice

×× company employee resignation approval notice

Executive department file number
Approver Approval Date
Employee resignation approval notice

Dear Mr./Madam ×××:

The company has received your resignation application.After discussion and decision, I agree to your resignation request.Please complete the relevant resignation procedures within one month in accordance with the relevant provisions of the company's "Administrative Measures for Dismissal and Resignation of Employees".

Hereby notified.

×××× company human resources department
Date: Year Month Day
resignation agreement

×× company resignation agreement

Executive department file number
Approver Approval Date
Party A (enterprise name):

Party B (employee name): ID number:
After consultation and consensus between Party A and Party B, the following agreement is reached:

[-]. Party A agrees to Party B's resignation, and Party B shall complete all resignation procedures before the date of ××××××month××××year.

[-]. Party A agrees to pay Party B's wages until ××××××月××日.The various social insurance and housing provident funds paid by Party A for Party B shall cease until ××××year××month.

[-]. Party B's untaken annual leave shall be settled in cash according to the provisions of Party A's employee handbook.

[-]. Party A shall pay Party B economic compensation, work injury subsidy and living subsidy in one lump sum of RMB ×××× Yuan (before tax).After Party A and Party B complete the handover of work, Party A shall withhold all insurance and personal income tax payable by Party B on behalf of Party B within five working days and remit the expenses to Party B's salary account.This fee is the sole and final subsidy and compensation to Party B.

[-]. After signing this agreement, Party B promises:

(1) No longer make any demands or lawsuits against Party A and Party A’s affiliated companies; no arbitration or litigation against Party A for any reason to pursue Party A’s economic and civil responsibilities.

(2) Without the approval of the company, do not make speeches and actions that have or may have a negative impact on the company, current or former employees in any way and for any reason.

[-]. Before resignation, Party B shall still perform its job duties, abide by Party A's labor discipline and rules and regulations, and comply with Party A's
(Continued)
actively cooperate with the transfer of work, return the property borrowed by Party A, settle financial accounts and handle resignation procedures.

15. After Party B resigns, if he needs to go through the transfer procedures of archives, housing provident fund and social security, he should cooperate with Party A to complete the relevant work within [-] days of resignation.If Party B fails to handle the transfer of the above relationship in time due to Party B's reasons, Party B shall bear the responsibility.

[-]. Both Party A and Party B are obliged to keep the contents of this agreement confidential.After Party B resigns, he still has the obligation to keep confidential all the secrets he has mastered during the working period of Party A.

[-]. Liability for breach of contract: Any party who violates this agreement shall pay the other party RMB ×××× as liquidated damages.

[-]. This agreement is in duplicate, each party holds one copy, and it will take effect immediately after signed or sealed by both parties.

Party A (signature): Party B (signature):
Date: Year Month Day Date: Year Month Day
When handling employee resignation, it must be treated differently according to different situations.It should be noted that employees can request termination of the labor contract with the company 30 days in advance without any reason.If the enterprise fails to provide labor protection or working conditions in accordance with the labor contract, fails to pay labor remuneration in a timely and full amount, fails to pay social insurance for employees in accordance with the law, or otherwise violates laws and regulations, the employee may request to terminate the labor contract at any time, and shall not be liable any liability.

When an enterprise proposes to an employee to terminate the labor contract, it needs to be cautious. It should be carried out step by step in strict accordance with the relevant provisions of the Labor Contract Law, and special attention should be paid to the statutory circumstances in which dismissal is prohibited.

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There are a lot of content in the management of personnel changes, and the responsibilities of the managers are heavy and the risks they bear are large.The focus of personnel change management is the handover of relevant procedures and the handling of employee resignation procedures.

(1) Handling of handover procedures.As long as the job positions of enterprise employees change, work must be handed over. If the handover work is not done well, it is easy to cause work disconnection or other problems.A supervisor must be arranged for the handover of employees, and the human resources department must send someone to participate.

Relevant personnel also need to participate.After the handover is completed, both parties to the handover and the handover supervisor shall sign on the handover record for confirmation.

The focus of the handover work is to sort out the work content and settle the financial accounts.The work content is generally handed over directly to the replacement. If the replacement has any unclear points during the handover process, it should be clarified in time to avoid future work being affected; no matter whether the employee is promoted, demoted, assigned or resigned, the financial handover must be strictly implemented , so as not to find that the resigned employees have loans after the resignation procedures are completed, and the company will be more passive.

(2) Handling of resignation procedures.Employee turnover is a common occurrence in human resource management.When going through the resignation procedures, the relevant personnel of the enterprise should conduct an interview with the resigned personnel, and the interview should be conducted in a harmonious atmosphere.The resignation procedures are relatively simple, but if you do not pay attention to their management, it will also cause certain risks.Under the deliberately strict requirements on the burden of proof of enterprises in the "Labor Contract Law", enterprises must do a good job in the review and signature confirmation of employees' resignation procedures and keep the written materials of employees' resignation procedures.

To sum up, employees should pay attention to the following key links when resigning: First, try not to make employees leave with bad emotions. Employees should explain clearly to employees any doubts they have, and try to solve them satisfactorily for employees to resolve their dissatisfaction; The second is that the financial situation must be clear. Some problems are difficult to deal with after the employee resigns. They should be resolved clearly when resigning without leaving any sequelae. The third is that the items must be counted correctly. They must be taken back to avoid any loss to the company, especially important documents; fourth, the handover must be recorded and signed to clarify the responsibilities of all parties, and the handover form must be kept in the employee handover work file for future investigation.

Staff training is a systematic and long-term project. Without certain conditions, it is difficult to achieve the expected results.Only when the training conditions are mature and the training methods are clear can enterprises conduct training.If an enterprise implements training in a hurry, it often ignores the real and specific training needs of employees, ignores whether the enterprise's training measures are appropriate, etc., resulting in the decoupling of training work from the actual needs and goals of the enterprise.This not only causes a huge loss of training costs to the enterprise, but also makes employees misunderstand that training is useless.

"Anything is forewarned, nothing is foregone." As an integral part of corporate training, the training plan determines the success of the entire training process.Therefore, formulating a standardized, detailed and practical training plan can ensure the smooth development of training and improve the quality of training.

(End of this chapter)