5.9 Hiring procedure. The procedure for concluding and terminating an employment contract. » Socialtutors - social studies for schoolchildren in grades 5-11.

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In some cases, taking into account the specifics of the work, the employer may require (with the employee’s consent) the presentation of additional documents when concluding a contract. A probationary period is a period of time during which an employer tests an employee to determine his suitability for his job. During this period of time, the employer is expected to monitor in one way or another the employee's professional activities, as well as other aspects of his work activities, for example, how his relationships with colleagues develop.

It is important to remember that the main document regulating the labor relationship between employee and employer is still the labor code.

The relevance of the study is explained by the fact that hiring employees is the most common procedure in the work of the personnel service. Therefore, the issues of personnel records management should be given significant attention by relevant specialists. Dear readers! Our articles talk about typical ways to resolve legal issues, but each case is unique.

Give your work meaning

A very important point in such a presentation is the results you achieved.
To make your work more meaningful, summarize all the main findings at the end of your presentation, even if they have already been mentioned previously. Look for options to further develop your work, this is always appreciated. If you have completed a project and are presenting it to the customer, consider additional features that can be applied to this project. This will help retain the client and show that you care about him. If this is a presentation on a class project, talk about opportunities for further research. This way you will emphasize your interest in this topic and awareness of this issue. Show that you put a lot of effort into your presentation. This diligence will be reflected in the audience's opinion of you and your work. There is no need, of course, to say that you spent a lot of effort and time preparing for the performance, if it is at a high level - it will be obvious.

If you still have any questions about this topic or about presentations in general, please contact us at the Slidary presentation studio, we will answer all your questions and help you do everything in the best possible way.

Slide 3

Steps prior to hiring an employee. Medical examination of the employee in cases provided for by law. According to Art. 69 of the Labor Code of the Russian Federation, mandatory preliminary medical examination (examination) when concluding an employment contract. Notification of mandatory information to the employer.

What should you do during a telephone conversation? Be sure to clarify the position for which they want to invite you, ask all the necessary questions about this vacancy. If the position is not an immediate fit for you, politely let them know and decline the interview. You shouldn’t waste precious time (yours and your employer’s) on empty trips.

Write a job application All applications/notifications must be submitted to the CFI to the manager Kopytina M.O. (room

Functions, tasks and operating principles of the personnel service. General characteristics of the main types of documents on personnel. Composition, structure, procedure for registration and maintenance of administrative documentation. Characteristic features of orders for personnel.

Make a clear structure

Quite often, the requirements for structure (at least general) already exist somewhere.
For presentations to the customer, they can be contained in the contract, which spells out all the main tasks and stages of work. The structure of student presentations is also often prescribed in various regulations on coursework, diplomas, etc. If such generally accepted documents exist, it is better to follow their structure because viewers will be able to navigate the presentation fairly easily. This will protect you from hasty questions from the audience and will help you answer questions faster at the end of the presentation. If there is no such document, then try to make the structure as logical as possible. The presentation should be a complete story and contain an introduction, body, climax and conclusion. In the introduction, you can say a few words about the project team and describe the goals of the work. The main part reveals the problems that need to be solved. The climax is usually the longest part. It describes the solutions to the problems posed and the results. The conclusion usually contains the main conclusions and prospects for further work.

Quite often the question is raised about the number of speakers during the presentation (if the work was done in a group). The simplest option seems to me to be delegating this responsibility to one team member. If there are several speakers, it will be very difficult for them to keep the audience’s attention on one thing. On the other hand, the participation of several people is necessary if there are any specific stages of work that only a specialist in this field can explain. In this case, it is worth thinking first of all about the audience: are there people there who have sufficient qualifications to understand this specialist, or maybe it would be better to talk about these stages in simple language and without the participation of a specialist, so that everyone can understand. The specialist will be able to answer all questions about his work at the end of the presentation.

First slide of the presentation

The probationary period cannot exceed three months, and for heads of organizations and their deputies, chief accountants and their deputies, heads of branches, representative offices and other separate structural divisions of organizations - six months, unless otherwise established by federal law.

The deadline for hiring employees hired to carry out projects under the FI program in 2012 is February 1, 2012 – December 31, 2012. As a general rule, the conclusion of an employment contract is allowed with persons over the age of 16 years. In some cases, it is possible to conclude an employment contract with 15-year-old teenagers.

A new employee was fired for absenteeism: after working one shift, he disappeared for 2 weeks. And then he filed a lawsuit demanding his reinstatement. The employee motivated his demand by saying that he “didn’t know about the need to go to work every day.” Paradoxically, the court granted his claim.

"Be yourself."

This line especially irritates John Lees: “This is useless advice. This is about the same as saying: “Just sit and smile nicely.” Sullivan agrees: “It's a good way to not get a job.”

It is important to remember the following aspect. “The interview is not a natural part of life, but rather a show,” says Lees. According to Sullivan, you need to show that you are willing to give the company what it needs: “If you want apples, you will get apples. If you need oranges, you will have oranges.”

This doesn't mean you should pretend or lie. But your task as a candidate is to find out what the manager hiring you needs and build your story about yourself so that your candidacy responds to his request. Sullivan advises potential employees to figure out in advance what questions you'll be asked (again, this isn't all that difficult to do via the Internet and social media) and what appropriate answers will be appropriate. Then record your lines. “Don't memorize them, but it's important to know what you'll be saying,” he recommends. He also suggests practicing by recording yourself on video and seeing how you look from the outside.

Read the material on the topic: 15 rules of negotiations when hiring

The first 90 seconds are especially important in an interview. “People naively believe that they have 45-60 minutes to get acquainted. But the reality is that the most important thing is the first impression. And it is practically devoid of content. It is not related to skills, experience, or knowledge; all that matters is how good a colleague you seem,” says Lees. Research has proven time and again how quickly we judge people and how important it is to make a good impression when you first meet. So don't be fooled into thinking you can just be yourself. You definitely want to get your way in those first few seconds. To do this, you need to have the right accessories (for example, a stylish briefcase or purse, not a shabby backpack), sit in the right place (in front of the interlocutor, not next to him), and shake hands properly (firmly enough). And don’t forget that you need to master the art of small talk “about nothing.” As you walk from the waiting room to the interview room, make sure you "speak naturally, at a normal speed, make eye contact, and make pleasant remarks," Lees adds. “You’re trying to come across as relaxed and casual.”

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Many people mistakenly believe that it is impossible to register a person without an application. In fact, this document is rather necessary for the personnel employee himself, for convenience when creating a personal file.

Next - registration of the employment contract, as well as the agreement on financial liability in the Registration Journal. Hiring a former civil servant imposes additional responsibilities on the employer: the previous employer must be notified of this within 10 days.

Labor relations are relations between an employee and an employer, based on an employment contract and regulated by labor law.

Labor relations are relations between an employee and an employer, based on an employment contract and regulated by labor law.

Registration of personnel documents Resolution of the Government of the Russian Federation dated April 16, 2003, as amended. From 02/06/04 No. 225 “On work books” // SZ RF. 2003. No. 16.

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Statement, review and degree of development of the problem. Many researchers have devoted their research to the organizational and legal problem of describing the procedure for hiring. Among these researchers, the following specialists should be highlighted: Gracheva M.V., Egoshina A.P., Kravchenko A.I., Tolkunova V.N., Gusova K.N., Shkatulla V.I. etc. However, certain issues are not developed deeply enough.

The core of constitutional law is the Constitution - a set of legal acts that have the highest legal force and regulate the foundations of the organization of the state and the relationship between the state and the citizen.

During the probationary period, the employee has the right to terminate the employment contract at his own request if he comes to the conclusion that the job offered to him is not suitable for him. In this case, the employee is obliged to notify the employer in writing three days before terminating the employment contract.

Analysis of documents on personnel as documents characterizing the legal, labor and official activities of the organization’s employees. Studying the features of employment contracts. Characteristics of the features of orders for personnel, work books.

Presentation on the topic: “Lesson 1: Rules for hiring. The procedure for hiring in state, municipal and private institutions. Every citizen of the Russian Federation."

Presentation on the topic: » Lesson 1: Rules for hiring. The procedure for hiring in state, municipal and private institutions.

In conclusion, pay attention to the following details: Have someone who is fluent in the language the resume is written in review it. When describing real work, use verbs in the present tense, for example, I work, I design; Accordingly, when describing previous places of work, use verbs in the past tense.

Personnel changes in departments Admission of employees to the staff for an indefinite period of time in departments that do not have a source of funding other than the funds of the fundamental research program (1NF-MEDT) is possible only after agreement with the supervising vice-rector M.M.

An application for employment addressed to the manager can be drawn up in free form - by hand or by filling out a standard template.

Don't overload your slides with information

In most cases, such presentations are held live, i.e.
slides play only a supporting role for the speaker. This entails many nuances on which the readability of the slides will depend. If there is too much information, then, firstly, it will be very small and difficult to see, and secondly, the audience will always be able to read the text faster than the speaker. These factors lead to the absolute uselessness of either the slides or the speaker. Avoiding this situation is quite simple: you need to leave only the most important information on the slides, which will concisely convey the main thoughts of the author or visually reinforce his words. Unlike self-study presentations, these speaking slides may be completely incomprehensible to people who see them without the presenter themselves, because they are used in the context of the speaker's words.

Even if the slides are not overloaded with information, the viewer will still be able to scan this information faster than the author can tell about it. This can lead to incorrect conclusions, loss of attention and a general loss of interest in the performance. To prevent such a situation, there is one great technique: the gradual emergence of information. In order not to have to deal with animation settings for a long time and not make things worse, there is a much simpler implementation of this technique. First, the slide is made in its final form, let it contain a regular bulleted list of five points. Then the slide is copied, the copy is placed in front of this slide and the fifth paragraph is deleted from it. Now, when you look at these slides one after another, it looks like they are the same slide, with the last item just appearing on it. This effect is achieved due to the fact that all other elements of these slides remain in the same places. You can do the same with all the other points, so that you end up with five slides with an increasing amount of information.

Slide 18

Familiarize the new employee, against signature, with the internal local regulations of the company - job description, regulations on trade secrets.

If showing up to work in jeans is considered normal at this company, you can afford it when you start working, but you shouldn’t show up to an interview in a sweater and jeans.

In this article we will provide in detail step-by-step instructions, an algorithm for hiring an employee with sample documents.

Arrive 15 minutes before your scheduled time. This will show that you respect the interviewer and value his time.

Show results visually

In previous articles we have already talked about data visualization and the benefits it brings.
For presentations of work results, there are several typical designs that can be visualized. Any visualization should be obvious so that viewers do not have to spend a long time understanding what is shown on the slide. For example, icebergs are often used to visualize various problems. The tip of such an iceberg shows obvious problems that lie on the surface, and its underwater part shows less obvious options or causes of these problems. There are quite a lot of such analogies and you can always come up with something simple and understandable. Process diagrams deserve special attention. They are used very often in the presentation of work results to show the order of actions taken. Such processes can always be described in words, but the option with a diagram that describes all the main stages and transitions between them looks much more clear. The appearance of such diagrams is limited only by the author’s imagination, but it is always important to remember that they should be easily perceived by the audience and not be overloaded with elements (if the diagram turns out to be complex and there is no way to simplify it, then you can use the technique of gradually appearing elements from the previous paragraph to a step-by-step account of what is happening in the diagram).

In addition to diagrams, photographs of the work process are often used. They allow you to show that the team was doing serious things, working hard and gradually moving towards the final result. Photos from the “what was then” series with intermediate photographs of the main stages of work look especially impressive.

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Focus on your achievements You should not write: worked there for three years; did extra work. Write: received a promotion and two pay increases; always completed the work on time.

Rule two... Do not start discussing your personal or financial problems unless you are specifically asked about it. You can name a salary that will satisfy you, but not before you are asked about it. When ending the interview, thank the interviewee for their attention.

The general concept of “personnel documentation” or “personnel documentation”. Types of personnel documents and rules for their preparation. The importance of personnel documentation for employees of enterprises and organizations. Unified forms of personnel documentation.

Problem 3. 16-year-old Nikolai and 20-year-old Sergei were hired for a probationary period. After three months, both were fired as they failed to complete their probationary period. Explain whether the administration’s actions in relation to the minor Nikolai are legal. Explain whether the administration’s actions in relation to twenty-year-old Sergei are legal: Task 4.

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You can try to find out in advance whether the company has a business style or a more casual style of clothing, but in any case, it is better to dress more formally for the interview. If showing up to work in jeans is considered normal at this company, you can afford it when you start working, but you shouldn’t show up to an interview in a sweater and jeans. In any case, you should look neat and tidy.

Women have a much wider choice, but the more mistakes they can make. It is best for a woman to wear a formal suit or a fairly conservative dress for an interview, without going to extremes when choosing skirt length, colors and jewelry. Avoid wearing harsh perfume or cologne.

Thus, the hiring procedure provides for the following sequence of actions. 1. The future employee makes a written application addressed to the head of the organization about hiring him, puts the date and signs the application. At the same time, he presents the necessary documents provided for by the Labor Code of the Russian Federation.

Education documents. Education documents confirm that the citizen has the appropriate education, profession or specialty necessary to carry out this work.

Rules for the preparation and execution of documentation for personnel: application, work book, personal card, characteristics, autobiography, contract, order. The procedure for completing documentation when hiring: employment contract and application.

Answer to problem 2: The requirements to bring a reference from the place of work, a certificate from the commission for minors, as well as the requirement to undergo a probationary period for a college graduate entering work for the first time in his specialty do not comply with labor legislation. In fact, your potential employer is only interested in your last 3-5 jobs and a period of no more than 10 years. Your physical characteristics. Your photo. Reasons why you left your job. Salary requirements.

How a recruiter analyzes a story

Experienced personnel officers are usually experienced in practical psychology, regardless of the availability of appropriate education. Therefore, never lie. The applicant’s desire to deceive the interlocutor about something can be revealed by the “personnel specialist” based on the analysis of speech, gestures and facial expressions, during the process of completing a case, during clarifying, stressful and “leading” questions, etc. Of course, an artistic and insightful person who knows how to apply useful psychological techniques is able to calculate in advance the motives of the interviewer and develop the appropriate image and behavior to successfully pass the selection. But in most cases, the applicant should look into the immediate prospects after the competition: will this position and organization correspond to his own aspirations, style of work and relationships in the team, professional goals, will it provide stability and decent remuneration, will it satisfy ambitious personal and social needs? Typically, an employer, pursuing its serious goals, is, by definition, better informed about its own resources and capabilities to meet the employee’s needs. This means that if a person does not have specific difficulties related to facts of biography, health, financial and marital status, problems with the law, it is wiser not to use various psychological tricks, but to organize honest direct contact with the interviewer. In essence, the employer and employee pursue the same goals and are able to unite in achieving a common result if they are optimally suited to each other. Isn’t it better to turn the eternal “unarmed confrontation” between the recruiter and the applicant into cooperation? By constructing a story based on strong qualities and achievements, fixing the employer’s attention on professional skills and aspirations, you can achieve at least respect and interest and get into the personnel reserve.

5 Steps to a Successful STAR Interview

To try to look at yourself through the eyes of a recruiter, let's consider the main points of assessing applicants.

Appearance. Many people know that it is customary to wear formal clothes for an interview. This indicator is taken into account by interviewers, although sometimes it disorients the interlocutor and greatly depersonalizes the candidate if the business type does not correspond to his character and inclinations. Small details and accents in the image speak more eloquently than words about neatness, sloppiness, scrupulousness, absent-mindedness and willingness to follow the rules. The choice of color can indicate character if the person has not specifically thought about this option. The preferred spectrum can be found in the psychological literature and on the Internet. The price segment of clothing, shoes, and accessories will also be informative.
Demeanor and non-verbal reactions. When you freely talk about yourself, your “body language” becomes more expressive than during an outdated recruiter “interrogation.” Psychologists pay attention to the naturalness of posture, posture and behavior, extreme deviations (swaggering and “tightness”), involuntary reactions and gestures, a persistent facial “mask” and fleeting movements of the facial muscles. For example, if an applicant declares himself to be an optimist with an active life position, and the downturned corners of his mouth indicate the opposite, the observer will draw the appropriate conclusions. Impressive works on the interpretation of nonverbal (i.e., non-speech) information about a person are included in the training program for psychologists, investigators, personnel officers, etc. Anyone who decides to get acquainted with this vast field of knowledge will find a lot of interesting discoveries and curious facts, but it takes years of practice to assimilate and transform this amount of data into effective expected behavior. In addition, conscious suppression of the body’s natural reactions will sooner or later fail, providing the HR employee with some interesting food for thought. Here is a list of “body signals” that alarm HR officers:
the cross-legged pose and arms crossed on the chest can be considered signs of tension or excitement, lack of contact, and a desire to “disengage.” This “defensive position” can be replaced with a more open “hands in lock” gesture or touching fingertips. Extended legs, arms thrown on the back or armrests of the chair indicate either impudence or self-doubt. Both gestures indicate a subconscious “seizing of space.” To relieve this extra nervousness, you can prepare a folder in advance and place it on the manager’s lap or desk, moderately expanding your personal zone and giving yourself more peace of mind;
some people have the habit of touching their face when thinking; however, the same movements can demonstrate deception and uncertainty. You can take a fountain pen, glasses to an interview, put on a discreet bracelet or ring - mechanically feeling these objects will fill the need for tactile sensations of the hands and at the same time distract from the face.
Linguopsychological analysis. In other words, this is the reconstruction of a personality portrait based on speech data. This type of work with initial information is accessible even to a novice interviewer and is included in the mandatory training program for HR specialists. By compiling a training story about yourself on the eve of the interview and viewing it for speech “beacons”, you can predict the judgment of a personnel specialist and, if necessary, adjust your self-presentation in advance. It should be remembered that artificial cleaning of the text is not able to correct the personality traits that may appear during additional questions and in further conversation with the personnel employee. What indicators do psychologists consider as part of linguistic analysis?
orientation towards results and capabilities or process and procedures (technologies) is analyzed based on the content rather than the form of speech. The text highlights equal or different proportions of details regarding processes and goals. For example, a result person focuses on actual achievements, while a process person talks about what attracts him to work. The ideal employee knows how to combine both programs of action even with a strong predominance of one of the poles. The tendency towards one or another type of activity is also revealed by the relationship between verbs of the perfect and imperfect form (“do” - “to do”);
the “similarity-difference” pair states, respectively, a person’s tendency to compromise and stability or conflict, ingenuity and search for solutions. The indicator is determined by the predominance or balance of the search for differences or common features, as well as word forms indicating a particular tendency. Similarity: “much in common”, “coincides”, “both there and here”, “similar”, “similar”, conjunctions “and”, “a”. Difference: “however”, “different”, “much more/less”, “but”. As with the previous factor, candidates who combine both capabilities are most important to employers. The tandem of similarity and process is impeccable for routine duties where pedantry and strict adherence to regulations are required - conveyor work, accounting in some areas, office work, operator; the combination of distinction and process is characteristic of successful controllers, auditors and inspectors; the radical pair “difference and result” is required in inventive, exclusively creative work; combining similarity and result is ideal for almost any activity. When looking for a job and other fluctuations in life stability, the desire to identify differences increases by 10–30% of the usual norm for almost everyone;
the characteristic “aspiration” is similar in meaning (type “as it should”: words with a positive emotional connotation, for example, “contact” or “accommodating”” instead of “non-conflict”, “interesting” should be replaced with “non-routine”, “close”, and not “not far”, “with a normalized schedule” is better than “without overtime”, “with good pay”, without using “without delays in payments” or “normally paid”) - “avoidance” (type “how not to”: words with the particle “not”, for example, “non-conflict”, negative and intermediate formulations “suitable”, “acceptable”);
globality (short general phrases) - detail (many details) in speech shows, accordingly, whether a person is inclined to global thinking, the ability to think in large categories, calculate results, see prospects and distant relationships. Or his “strong point” is punctual activity with the need to take into account and notice many details. For example, an absolute “globalist”, in response to a request to indicate the source of the vacancy, will say: “I got a call from the agency”; a complete “detailer” will break it down into points: “Last month I sent my resume to the recruiting agency “...”, and they recently called me, although I had already, in principle, found a place, but I still decided to come to you for an interview, because that I like your company more because...” Detailed-minded people are needed in professions that require scrupulousness and accuracy (accountant, lawyer, controller, draftsman, etc.), “globalists” can be project managers, development directors, analysts, etc.;
internal or external type of reference is an orientation towards one’s own or someone else’s opinion, experience, desires and interests, which can also manifest itself in a mixed form. Internal reference is important for “staff” analysts (lawyers, financiers, etc.), supervisory positions, and also, in a milder form, for all management positions. The external type reveals a perfect performer, an insecure immature personality and is often found among young people at the beginning of their working life. Specialties associated with active communication (sales and customer service manager, mid-level accountant, financial consultant, project manager, logistician) require an equal balance of types. Signs of internal reference: “I myself”, “I saw”, “I like”, “I feel”, “It seems to me”, “I am sure”, “I did”. External reference: references to an objective result, generally accepted norms, someone else’s opinion, praise, recommendation, phrases “I was appreciated”, “so he thinks...”;
the “content – environment” pair shows an orientation toward the essence of the work, a predisposition to act with data, numbers, technology, documents, or the human factor, communication. People who are closer to the first pole on this scale, when narrating about themselves, focus on the content of the work, while their “opponents” devote a significant part of the story to the team, clients, students, patients, subordinates, etc.

How to sell a pen at an interview