Let HR Love And Hate Interns.

Probably all Workplace personage All of them have been there before. Internship Experience. Just now, compared with the past, the internship has been very different. It is obvious that we just need to get mixed up. We must expect that this exercise will be counted on. Looking at all the employing units, regardless of the enterprises or organs, and regardless of state-owned, private or foreign capital, as long as there is no practical experience, basically no discussion.

Nowadays, can employers continue to maintain their arrogant style? Smart people will not do so. In the past few years, talent is hard to find with lanterns. Although it takes a lot of screening time, it is a waste of resources to give up opportunities in vain. Many enterprises regard trainees as talents, what is the effect?

I am a private enterprise. HR Manager 。 Now that I have some short-term projects in urgent need, I am thinking of finding some. Trainee 。 A lot of resumes have been received. After screening, ten students have been interviewed. You can call all of them in the past, and have clearly agreed to them. Only five came to the day of the interview, which was directly cut out half of them. This is all right, and those five who come to the interview are still unreliable. They are enthusiastic when they talk, and show the infinite yearning for the new job. Finally, three of them will be formally interned. Some are mentors who arrange new tasks, some participate in social activities, and others simply have no reason.

Had to look for it again. After a great deal of frustrating, three interns were finally recruited. At the time of their entry, they had said that they had to practice for three months at least, six months to a year. I also know that our company may not be recruiting people next year, so we can not waste their time. So we chose the best project manager specially to train these interns, but after a few days of training, two interns are leaving. I talked to them and asked why they didn't want to do it. I said, do you like this exercise too? But your reasons are very simple. They are not what we like. I asked him, "what do you like to do?" an intern said he wanted to do management. I talked with him again. No one can manage it. Although you are a student union cadre in the University, it is also a school management. But this is still very different from the enterprise management. I was so careful that they could not hear. I think, go away and touch the wall.

Now, I have temporarily abandoned the intention of finding interns, because the cost is too high!

Speaking of interns, I had a lot of stimulation before. The company sent an intern to my department, graduating from Ben, and being very intelligent and communicative. There is no green and shyness in our generation. I like it very much and I want to train her. If possible, I can stay and work directly. Therefore, I often instruct and educate her, regardless of working methods or career planning, and her heart to heart, have her work to arrange for her, in order to let her practice more, the child seems to be especially open-minded. {page_break}

Gradually, I found that she had a slight flaw which seemed to be harmless. For example, you trusted her to give her work to her, and she could do it, but the quality and effect were always unsatisfactory. I thought it was inexperienced. Sometimes, she always gives her work for a few days. The reason is not that the computer breakdown of the dormitory or the breakdown of the network is caused by accidents such as school examinations and social activities. However, whenever a similar situation occurs, she is always very active in her own mistakes, and she is so self critical that you can not bear to criticize her again. But next, the problem remains the same. I summed up her characteristics: to accept criticism with an open mind, and to make mistakes without changing it.

As the days went on, the intern began to ask for leave. Later, a text message was sent directly, "I will not come any more," he said. I don't think this enterprise is suitable for me. Thank you for your help. " After reading this short message, I am really a little sad. This is the way of post-90s interns. It's almost the same as leaving without saying goodbye. I was accidentally fired by interns.

Later, I realized that the intern had been practicing two jobs at the same time in the late internship. She was not incapable, but unable to concentrate on our work. Probably because our company had no subsidy for the interns, she finally gave up and chose the other internship.

After careful consideration, her behavior can be understood, but in fact, in vain, what is wrong with me?

The arrival of interns is like pouring fresh air into the windows. HR often has to face up to interns who grow up. Interns are also part of a company's source of human resources. On the one hand, it can flexibly respond to the changing needs of people's needs and reduce labor costs; on the other hand, it can also directly explore and cultivate talents integrating with corporate culture in the first line of talent production in universities.

But in practice, the effect is often greatly reduced.

From the psychological point of view, when students are graduating from University, their hearts seem to be floating. They are anxious to find jobs, but they do not know what they want. Perhaps they are too aware of what they want, as long as they do not conform to their dreams, disappear instantly, completely disregard commitments and responsibilities, so their goals are easily shaken.

From the perspective of salary, the income of interns is meager. If this aspect can not be greatly improved, we should increase attractiveness to them in terms of work opportunities, practice times and work visions.

Therefore, when interns are welcome, we should deal with them according to the characteristics of this stage, or urge them, or encourage them, always pay attention to their needs, guide them to work as soon as possible, adapt to the pace of work, and do well in handover from campus to society. Although many interns are drains for various reasons, it is entirely possible for the company to acquire a long-term and loyal person with high loyalty if everything is properly handled from psychological to treatment.