Summary of probation work of personnel supervisor

Summary of probation work of personnel supervisor

Summary is a written material that comprehensively and systematically reviews and analyzes the study, work or its completion in a period. It helps us to find the laws of the development of work and things, so as to master and apply these laws. Why don't you calm down and write a summary? How should I write a summary? The following is a summary of the probation work of the personnel supervisor that I have carefully sorted out, hoping to help everyone.

Summary of personnel supervisor's probation work 1 Thank you very much-give me such an opportunity; Let me have the honor to join Han Ji Electric Appliance Co., Ltd. As the manager of the administrative personnel department, as the head of the administrative personnel department, I should clearly realize that the administrative personnel department is the hub connecting the preceding with the following, connecting the inside and outside, coordinating the left and right, and contacting the four sides. In the face of a lot of complicated and trivial daily work, I want to strengthen my work consciousness, pay attention to speeding up the pace of work, improve work efficiency, handle everything calmly, and strive to be comprehensive, accurate and moderate to avoid omissions and mistakes. Time flies, and in a blink of an eye, I will spend three months in the company. Under the careful care and guidance of the company leaders, and with the cooperation of the heads of various departments, I experienced the process from a first glimpse of the company to a smooth integration into this big family.

The work in the past three months is summarized as follows:

I. Personnel work

1. Recruitment, induction and filing

(1) In terms of recruitment, by studying the company's recruitment system and process, I feel that the company's current recruitment is relatively perfect and the personnel are relatively stable. What needs to be done now is to implement it conscientiously and do it in a down-to-earth manner.

The personnel recruited at that time: planning specialists, laser typewriters, mold masters, mold apprentices, as well as kitchen appliances workshops, motor workshops, stamping workshops, electronics workshops, SMT and other departments all need personnel to supplement. According to the planned time, some people need to report for work in mid-June, but there are still a few undecided in early June, and time is tight, which is still far from the scheduled goal. The recruitment of key positions has encountered many problems and made slow progress. In view of the above situation, I rearranged the job requirements, defined the recruitment progress plan, and made a reasonable division of labor in the recruitment work, especially put forward strict requirements for the meticulous and efficient work. After posting the recruitment information on the online Zhongshan Pilotage Talent Network, 58 Tongcheng and Zhongshan Jiji Network, the recruitment has achieved good results and supplemented the personnel in time.

(2) Entry details: To standardize employees' entry, it is necessary to fill in comprehensive and complete personnel information, provide necessary documents, such as ID card, diploma, degree certificate, skill certificate, photos, etc., and pay attention to details, efficiency, and coordination of administrative and logistics work, so that employees can feel the warmth of home from the moment they join the company and cultivate new employees' sense of identity with the company. It is stipulated that employees must be verified when they arrive at their posts, so as to avoid the disconnection between personnel and the work department and put an end to the phenomenon of employees not arriving at the factory.

(3) Overall filing: when improving employee files, it is necessary to be comprehensive, and all personnel data that should be registered should be registered and verified regularly to ensure the authenticity of employee files.

2. Training induction training

Work in time, pay attention to details, instill corporate culture and corporate superiority, and cultivate employees' positive attitude. On-the-job training needs to be recorded in the file (instructions for new employees to enter the factory). Employee training assessment: written examination of training knowledge to improve employees' understanding of the company.

Safety training: pay attention to practicality and efficiency, and explain the company's fire safety matters.

Step 3 attend

(1) Conduct random attendance from time to time to promote employees to improve their work enthusiasm, understand the arrival of each department and update personnel data in time.

(2) Further standardize the attendance and punching system, modify relevant systems, improve the enforceability and satisfaction of the attendance system, strive to make sure that there is no man-made reason to miss the card, and strictly follow the attendance system in the process of attendance execution.

(3) Require all departments to formulate attendance and clock-in regulations such as going out, asking for leave, changing shifts, etc., and file with the administrative personnel department according to procedures.

4. Salary

(1) Standardize the overtime reporting system, work overtime in strict accordance with the attendance system, and ensure that the attendance data is consistent with the overtime application records. If there is any mistake, the relevant person in charge shall bear the responsibility and handle it according to the employee code attendance system.

(2) Regularly notify and require all departments to communicate with the administrative personnel department in a timely manner about personnel list, salary adjustment, rewards and punishments, performance bonus and other materials to ensure the accuracy of salary accounting.

(3) Collect information such as being late, leaving early, absenteeism and asking for leave in time to ensure accurate wage accounting.

5. Purchase and surrender of social security and industrial injury social insurance

Ensure timely and effective. Improve the industrial injury insurance system and process, so as to deal with industrial accidents in time and ensure the interests of the company and employees. Communicate with important wounded in time and coordinate management and training.

Modify the company's fire protection system, improve the company's list of voluntary firefighters, conduct statistical inspection on the fire protection equipment of the whole factory, and repair and replace the expired fire protection equipment to ensure the normal work of the fire protection equipment.

6. Personnel information

(1) Improve the personnel data to make it complete and accurate, and change the data in time in case of personnel change and resignation.

(2) Standardize the matching between electronic files and text files, timely and accurately record employees' valid certificates, promotions, rewards and punishments, changes, etc. in the text files, and regularly check and classify them.

Second, the administrative work

1. Dormitory

(1) Improve living facilities, maintain parking sheds in dormitories, and combine hygiene rewards and punishments with dormitory cleaners.

(2) Security guards regularly check the living facilities in the dormitory to prevent accidents such as fire;

(3) Employees should reflect that water and electricity maintenance and replacement work should be timely and efficient to ensure employees' life.

2. canteen

(1) In view of the poor quality of food and the lack of food after work at night, I communicated with Miss Feng, who contracted the canteen, and asked the canteen to improve immediately on the basis of knowing the situation. Afterwards, I observed that the food had improved, but it still needed improvement.

(2) Require canteen staff to wear work clothes, work caps and masks during cooking time, and have a physical examination every three months.

3. Security

(1) Security work plays an important role in the property and safety of the whole plant. Improve the security team, equipped with walkie-talkies, flashlights and security clothes, solve the old problems in the work in time, and dismiss the security guards who neglect their duties.

(2) standardize the system of entering and leaving the factory. Employees must show their factory labels when entering the factory in the morning, and breakfast, slippers and vests are not allowed. It is forbidden to bring goods release form and car inspection before leaving the factory, and non-company employees must register when entering the factory. When employees leave the factory during working hours, they should have leave instructions or release forms.

(3) The security captain goes to the canteen every noon to maintain the dining order of employees, checks the company's fire safety equipment and passages once a week, and visits the workshop from time to time every afternoon to check whether there are employees.

4. Public places

(1) Re-plan the work of cleaners, divide the clean and hygienic areas in public places, implement the system of punching in the time of cleaners, and do a good job of cleaning in strict accordance with the relevant contract time.

(2) The stamping workshop, electronic workshop and office parking shed were planned, which effectively solved the problem of employees' vehicles lying around.

(3) Plan the parking spaces of public areas and office workers to solve the disorder of vehicle placement.

4.5S inspection

(1) At this stage, the company's 5S work is still being cleaned up, and the subsequent 5S rectification work will be further carried out.

(2) Communicate with the heads of relevant departments in time for the problems found in 5S inspection every month to help relevant departments improve 5S work.

Recent work priorities:

I. Personnel recruitment

According to the company's staffing table, check the staffing needs of various departments, and the administrative personnel department should replenish staff as soon as possible because of employees' resignation. The recruitment of some key positions should be implemented as soon as possible, and the mold maintenance workers and statisticians in the stamping workshop should be recruited as soon as possible.

Second, security.

1. Fire prevention and safety

(1) To eliminate fire hazards, the administrative personnel department shall conduct a fire inspection once a month. Hidden dangers must be dealt with in time, and the management of special areas, such as oil depot and electricity room, should be checked irregularly.

(2) Conduct fire drills and train volunteer firefighters to use fire-fighting equipment.

(3) Standardize the smoking areas of all departments and do a good job in fire prevention.

2. Anti-theft In order to ensure the safety of company property, security guards should be responsible to the people and strengthen anti-theft measures. Security guards patrol irregularly at night to keep abreast of the company's abnormal situation.

Third, discipline.

Formulate relevant disciplinary regulations, strictly implement them according to the system, and treat things rather than people.

(1) In strict accordance with the company's employee rules and regulations, revise the administrative and personnel management regulations and improve the administrative and personnel work flow and personnel management system. Staff training system and so on.

(2) The company has serious problems, and August will be the focus of the administrative and personnel department to maintain the normal working order of the company.

Fourth, regular 5S inspection.

1.5S Regularly check the combination of rewards and punishments, and the fine will be used as employee activity funds. Relevant rewards and punishments shall be implemented according to 5S management system.

2. Strengthen the 5S inspection of the dormitory, sterilize the dormitory for one month, and ensure the cleanliness of the staff dormitory.

Summary of personnel supervisor's probation period II. Unconsciously, I have been in the company 1 month, during which I have gradually integrated into the team in Wang He; Near the end of the year, the human resources market can be said to be full of challenges, but through the concerted efforts of our department Qixin's Qi Xin, we can finally ensure that our company's human resources can basically meet the needs of production tasks; The work of this 1 month is summarized as follows:

I. Administrative aspects

1, canteen outsourcing and food improvement strongly reflected by staff and cadres; Through hard work, employees' reaction to canteen work has been greatly improved; It plays a great role in retaining people in the company.

2. Access control security management; By strengthening the supervision and inspection of security work, the phenomenon that some employees violate the access control registration management has been greatly improved; Lay a foundation for the company's safety management.

3. Cooperate with the quality supervision department to configure safety production facilities, stretchers, safety helmets, fire sand, etc. And supplement the materials for safe production; It lays a good foundation for our company to successfully pass the supervision and inspection of the security department.

4. The dormitory inspection and investigation mechanism being formulated will ensure the safety and effective management of our company's dormitory.

Second, personnel.

1. Recruitment: After one month's recruitment, the situation that the company's staff gap was close to 20% when it first came to the company was obviously improved, which basically met the needs of the company's production tasks; The phenomenon of individual employees resigning and leaving was effectively communicated, which greatly reduced the turnover rate.

2. Training: Through the cooperation with the production department and the quality control department, the training mechanism for new employees has become more and more concise and meticulous, which has significantly improved the quality of our employees and the proportion of left-behind employees. The new employee training process currently being developed will consolidate and strengthen these achievements; Make our company's staff training work move forward.

3. System construction: the management team of our company is very young, the management style of our company emphasizes seriousness and innovation, and many management practices are full of good original intentions and practical effects; In addition, learn from the advanced management experience of the same industry, and gradually institutionalize some non-institutionalized management contents of our company to reduce management loopholes and human factors; For example, annual leave, suggestions and feedback, dormitory inspection and inspection, training and reserve cadres, etc. I hope to achieve good management results by integrating the excellent management experience of our company's management team.

4. Employee relations: Through the exit interview, we can sort out some hidden problems in management and reveal some hidden harm to employees; In order to better improve our working methods and concepts; Strengthen the core competitiveness of our company.

Third, suggestions

1. The responsibilities of each post are clear, but communication should be strengthened. Clear responsibility is to distinguish responsibility, but we must strengthen communication to do a good job. After all, many jobs involve several posts and even departments.

2. Team learning has never been put on the table. It is suggested that the moderator organize a management case to share with you at the last part of the weekly regular meeting for discussion, so as to take a step forward in establishing a learning organization for our company.

The above is my summary and suggestions on the internship. I hope that with the guidance of leaders and the support of colleagues, I can do my work better. Make more contributions to the development of Wang He Company!

Summary of probation period of personnel supervisor 3 10 This year will soon pass, and I have worked in the personnel department for more than four months. Under the correct leadership of the chairman, the personnel department adheres to the important idea of "people-oriented, humanized management", studies while working, and the work of the department is gradually on the right track. The work after the takeover is summarized as follows:

Personnel files and related materials

In order to facilitate personnel work and standardize the situation of managers, the department has established relevant personnel forms under the guidance of Zhao Zong, including recruitment registration form, employment approval form, personnel change form, holiday application form, salary adjustment form, etc. This also strengthens the communication between various departments and the human resources department.

Recruitment and archives management

Recruitment In order to replenish hotel staff in time and follow up, to ensure that someone is available and someone can choose, generally speaking, recruitment is divided into regular recruitment and unconventional recruitment. Formal recruitment refers to recruitment in Tengzhou talent market, but Tengzhou talent market has not yet formed a certain scale. This kind of recruitment has a certain impact on the careers of room attendants and food delivery staff. In addition to regular recruitment, our department is also preparing to get in touch with major universities in the next step.

The effect of the above recruitment methods is not obvious. In addition, the human resources department strengthens the contact with its employees and encourages them to recommend their friends to the hotel. This is a method with a wide source of talents.

The employee file is a resource base to grasp the basic information of employees in time, and it is also an important link to establish the talent pool of employees. It includes three parts: employee handwritten files, including on-the-job employee files, resigned employee files and applied employee files. The establishment and effective management of archives is conducive to the human resources department to keep abreast of the on-the-job employees and personnel flow. For those who come to the hotel to apply for a job, it can be greatly improved to establish a file as a talent pool to facilitate all departments to consult at any time when they need someone.

On-the-job situation of personnel

The hotel currently employs 169 people, including 8 in the administrative office, 8 in the finance department 18, 8 in the logistics department, 25 in the marketing department 14, 30 in the housekeeping department, 7 in the engineering department 14 in the security department. Among all employees, there are 5 directors, general manager, deputy general manager and general assistant, 2 directors, 8 managers, 7 deputy managers, 5 supervisors, foreman 12 and employee 138, accounting for 18% and 82% of the total number.

cost of labour

Since the chairman took over, according to the salary of hotel employees, a series of adjustments have been made to the salaries of various departments. Through adjustment, the on-the-job situation of employees is relatively stable, and the current salary can reflect the difference between excellent and ordinary, which can play a certain incentive role for employees.

Staffing audit

According to the actual situation of the hotel and combined with the opinions of the department, the minimum staffing of the human resources department in the off-season is as follows (omitted)

But from a practical point of view, the effective use of personnel should be directly proportional to the operating state. More importantly, in business hotels, it is preliminarily assumed that cross-training is the best way to allocate personnel between departments.

The above is a summary of my work after my arrival at 20xx101,which shows that there are still many shortcomings in my work. I need to continue to strengthen my study, save my energy and strive to enrich and improve myself. Mainly includes:

1. The system scheme needs to be improved. Only by forming a standard system suitable for hotel operation can a "legal" environment be formed in the future work.

2. Training should be strengthened to form a positive learning atmosphere in the hotel and cultivate the learning enthusiasm and initiative of hotel employees. Only with diligent and studious staff can the hotel make faster progress.

3. The recruitment method of employees is single and the supply is not timely, which leads to the shortage of personnel in various departments.

4. Employee assessment is not in place. Generally speaking, this year's employee appraisal work lacks overall arrangement and periodicity, and it also fails to listen to employees' opinions extensively for comprehensive analysis.

5, file management is not in place, the file records the footprint of the hotel development, a good file material, can be convenient for leaders to review and summarize, and learn from it, but as far as this department is concerned, it only initially established the personnel file of employees, failed to set foot in the overall file of the hotel, and lacked some pictures and audio-visual files. It can be said that this is a big shortcoming of file management.

6. Lack of professional ability has always been the bottleneck affecting the management promotion of this department, lacking advanced management consciousness and selfless management spirit. Due to the narrow knowledge and management perspective, mistakes in daily work are low.

In view of the above problems, our department will further emancipate our minds, update our concepts, strengthen measures and seriously solve them. We plan to carry out our work according to the following ideas in next year's work.

Personal operation

(1) Pay close attention to the information of the labor market and the positions of peers at all levels, and put forward suggestions on the adjustment of employees' wages and benefits in a timely manner according to the economic benefits of the hotel and the growth of total wages.

(2) According to the characteristics of the hotel industry, implement the relevant labor insurance policies, assist in establishing and improving the labor and employment rules and regulations, employ people strictly according to law, and seriously and properly handle the reasonable requirements put forward by employees.

(3) Approve all kinds of leave applications, overtime and compensatory leave according to the hotel rules and regulations.

(4) According to the actual operation of the hotel, analyze the needs of hotel personnel, and put forward a reasonable personnel structure adjustment scheme to ensure the enjoyment and rational use of human resources. For example, catering staff can also be room attendants, receptionists at the front desk can also be receptionists and waitresses, and security guards can also be doormen and food delivery staff. This can not only reduce staffing, save money, but also give employees more opportunities to master service skills, which can be described as the best of both worlds.

(5) According to the changes of hotel employees and the requirements of leaders, edit the employee address book.

(6) Implement the annual and monthly work plans and work summaries of employees according to the hotel system.

(7) Tracking and implementing personnel recruitment, assessment, transfer, promotion, promotion and dismissal.

(8) It is planned to carry out spring outing, singing contest, speech contest, chess game, poker game and other cultural and sports activities. In the spring, summer and autumn when the hotel reception task is not heavy, let employees relax, adjust their mentality and devote themselves to customer service with full mental state. Only happy employees can have happy guests.

(9) Do a good job in human resources development, constantly improve the overall quality of hotel managers and employees, reserve talents for all departments of the hotel, and replenish employees at all levels for the hotel at any time.

(10) Communicate with all departments regularly, check and supervise the implementation of various rules and regulations related to hotel human resources, and prevent supernumerary employees and employees from running away.

(1 1) Conduct recruitment, personnel screening and interview according to the employment needs of the hotel and the actual situation of the hotel.

(12) For the salary problems raised by employees, it is necessary to thoroughly understand the situation, conduct mediation, safeguard the interests of the hotel, and let employees understand and accept them.

(13) Keep friendly relations and exchanges with colleagues in hotels, tourism colleges and talent exchange centers, and keep abreast of the latest information of colleagues.

(14) Do well the personnel files of all employees, and implement the personnel confidentiality system and employee file management system.

(15) Complete other tasks assigned by superiors and attend hotel regular meetings.

2. Personnel training

Make departmental training plan and assist in planning the training work of hotel departments. Implement a cross-training program to make hotel employees versatile.

3. Office materials

In line with the principle of saving every piece of paper and pen, purchase and requisition materials consumed by departments.

4, safety responsibility

As the head of the department's safety, always pay attention to the daily fire prevention and safety hazards of the department.

5. Inter-departmental and sub-departmental coordination

(1) Communicate with other departments and convey the use and training information of the Human Resources Department to relevant departments and competent managers.

(2) Communicate with other departments and cooperate with the quality inspection department to handle employee complaints.

6. Knowledge and skills that need to be further mastered

Familiar with the national labor law, the rules and regulations formulated by the hotel, the employment and training of various departments, computer operation, the use of word, e-cel and other software, in order to better serve the hotel.

The above is the summary of the work in 20xx and the prospect of the work in 20xx. I believe that in the new year's work, I can give full play to my advantages and potential and raise personnel work to a new level.

Summary of probation period of personnel supervisor 4 Dear leaders:

howdy

I joined xxx on xx, XX, XX as the personnel supervisor. Since joining the company, under the leadership of the company leaders and department managers, I have abided by the company's regulations and actively completed all the work. Up to now, the three-month probation period has expired, and now I apply to become a formal employee of the company according to the company's rules and regulations.

In the past few months, I participated in the relevant business knowledge training organized by the group under the arrangement of the company leaders, which greatly improved my work skills. I also deeply feel the corporate culture of the company. Thank you very much for your support and help in my work!

The work completed in recent months is summarized as follows:

I. Personnel recruitment

According to the personnel needs of various departments, actively carry out online recruitment and internal recommended personnel recruitment.

Second, staff training.

In order to further standardize the company's training process, with the strong assistance of the department manager, the drafting, revision, review and approval of the training management system were successfully completed. Establish systematic training, establish employee training files, carefully organize employee training, strengthen employees' professional skills and professionalism, stabilize the workforce, and actively cooperate with the Group to formulate annual training plans. According to the actual needs of various departments, actively carry out training activities to improve the overall quality of employees.

Third, the attendance rate

The company's procedures such as asking for leave are not perfect. After the attendance system is standardized and seriously implemented, the attendance of all departments has been greatly improved. At the same time, it is clear when checking employee attendance, so that there is no mistake in employee attendance every month. All employees' annual leave and accumulated leave were cleared up and confirmed, and all departments were informed to arrange employees' rest in time to avoid the situation of employees taking vacations in stages.

Fourth, the salary survey.

Since the company's salary standard is-year edition, in order to get the latest salary trend of the same industry in the market, our colleagues and I actively participated in the market salary survey, which provided good data support for formulating new salary standards.

Verb (abbreviation for verb) employee relations

Always communicate with the heads of various departments, always pay attention to the ideological trends of employees, solve the confusion of employees in time, let employees feel their value recognized and improve their work enthusiasm.

The daily personnel management of intransitive verbs

Personnel work is a service work. It is our unshirkable responsibility to provide good services for all departments, cooperate with the work of all departments, establish the warmth of home for each employee, and let each employee have a sense of belonging. For example, giving birthdays to employees who have birthdays is also a part of establishing corporate culture, so that employees can feel the care of their loved ones and the warmth of their families. In order to ensure the health of employees, let employees get adequate health care after busy work and devote themselves to their work with abundant energy, in mid-June, all employees were organized to have an annual physical examination.

Seven, found his shortcomings in the work is more, mainly reflected in:

1, insufficient coordination with a few departments.

2. The writing ability of official documents is slightly weak, lacking the experience of making plans.

3. The application of professional ability in the work needs to be strengthened, and there are thoughts and ideas, but the practical operation ability is not good.

I will try to improve the above shortcomings in the follow-up work!

Summary of probation period of personnel supervisor: 5 1, work quality, achievement, welfare and contribution.

Make a personal work plan before the start of the work, give priority to all the work in time, achieve the expected effect, complete the work with good quality and quantity, and have high work efficiency. At the same time, learn from the experience in the work, so as to continuously improve the work level and make due contributions to the work of the company and departments.

Summing up the two-month work, although some progress and achievements have been made, there are still some shortcomings in some aspects. For example, lack of administrative knowledge, inattention in hygiene and cleaning work, lack of supervision, poor communication with colleagues, failure to give feedback to employees' opinions, lack of detailed meeting minutes, inattention in attendance statistics, and lack of initiative in doing things. Other work also has many shortcomings. All these need to be improved in the future work. In the future work, I will seriously study various policies and regulations and management skills, and strive to improve myself, hoping to make greater and more contributions to the development of the company.

2. Professional knowledge, working ability and specific work.

The company's administrative assistant mainly assists the administrative manager in administrative work. I think administrative work is a trivial matter, and we have to face many trivial things every day, and these trivial things are essential. In a short time, I became familiar with the work, defined the procedure and direction of the work, improved my working ability, and formed a clear working idea in the specific work, so that I could carry out and complete the work smoothly.

In the past two months, with the goal of "doing a better job", I have actively completed the following work:

(1) Update and adjust electronic documents such as office details to facilitate their own work;

(2) Health management and implementation in the work area;

(3) Assist the administrative manager in the revision, release and distribution of all kinds of documents and notices, and put them into folders according to specific document categories for easy reference;

(4) Company's vehicle violation and vehicle management;

(5) Assist the administrative manager to do well the personnel work of the company: recruitment, entry procedures for new employees, distribution of goods and various arrangements; Classify and sort out the leave, resignation and work information of the company's personnel, so as to facilitate the reasonable arrangement of personnel and month-end attendance;

(6) Conduct attendance statistics and announcements every week, and hand over employee attendance on time every month;

(7) Procurement and collection of office consumables and office and logistics supplies;

8) Manage the logistics work, supervise the staff dormitory, and change the blackboard newspaper regularly;

(9) Seriously do other work assigned by the company leaders and administrative managers.

3. The work that needs research and practice is summarized as follows:

(1) Strengthen the management process learning of administrative management and have practical experience;

(2) Online personnel recruitment, screening and interview notice;

(3) Strengthening writing skills;

(4) Strengthen the ability requirements required by other companies.

4. Work attitude.

Seriously abide by labor discipline, make effective use of working hours, stick to your post, and ensure to finish the work on time. During these two months of work and study, I also have some opinions and suggestions:

(1) It is suggested that the administrative department and the financial department be clearly divided. I suggest that the work belonging to the administrative department should be clearly separated from the details of the financial department, and the logistics management is chaotic. The management mode is similar to the situation that there was no administrative department before.

(2) It is suggested to cancel the stipulation that employees are deducted from their wages for less than one year 1-2 months (the greater the pressure, the greater the flexibility), and it is suggested to determine the training expenses, stipulating that a part of the training expenses will be deducted from employees' wages every month within a few months, and will be returned after more than one year's service in this unit, and the training expenses of this unit will be regarded as compensation for less than one year.

(3) It is suggested to increase employee welfare and piece work in the workshop. Although there is no ceiling, people's ability is limited. If you want to keep old employees, you must be willing to invest. In addition to the normal salary, you must also provide some welfare benefits. An enterprise is like a pyramid. The size and stability of the pyramid depend on the employees.

During the two-month probation period, I don't know my image among leaders and colleagues, and I don't know whether I can stay in the company and continue to work. I believe I can give full play to my ability and make greater contributions to the development of the company!

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