Experienced pain in exchange for the key job
Probationary period, pay, promotion, women often face problems of the workplace, but also most likely to bring pain to the women issue. Three women’s experience different, together with professionals to analyze and address the program may give you some insights.
The trial period ends lost their jobs
During the trial period, employers often fight probationary period with the signing of the time difference of time in order to extract cheap labor. This is in the process of job-seekers often.
Miss Wang, born in non-key institutions, the thought that their own education, find a job will be more difficult. Unexpectedly, the only interview of the first companies on each other,and companies pay out let Miss Wang was satisfied with, so naturally into the probationary period. Miss Wang at this time has not yet graduated, so after the company said in July they can be officially signed a contract in advance to work during this period, but the total probationary period. The pay is half of full-time employees. Miss Wang decided to go to work in the company to graduate, although the work is the foundation period, but also very hard. However, the approach of graduation, the company has not signed the so-called issues. Miss Wang asked many times, and ultimately did not answer. Before graduating from the previous month, Miss Wang had a trial period of three months, the company found a vague reasons that has not been formally recruited.
Reasons:
Eager job-seekers is the mentality of the total job seekers, but in any case, market research must not be the province over the hurdle. There is no comparison, there is no reference, it will be difficult to know good and bad. Only through a multi-cf and full investigation in order to reduce the chances deceived. Also easier to find suitable jobs.
Countermeasures:
1. To understand the recruitment of companies to recruit staff over the years the situation. Recruited through the company’s calendar year may be easier to learn the way the company’s personnel. If the company after a trial period left little staff, then try to avoid a similar company jumped into the trap.
2. Close attention to the Prada Handbag Act of protected content. China’s Labor Law for the Protection of the relevant provisions are clearly stipulated probationary period of treatment, pay and signing the way, the aspects in detail the more we learn the more susceptible to a “trap company” around, and any similar company can not “trampled upon.” The signing of labor contracts, we have to carefully read the terms, have doubts about the timely advice to the legal department so that their interests are the most comprehensive measure of protection to the largest.
Promotion people worry
Usually occurs in boss never promised to honor the promotion, and continued the work of extra time.
The very fact is a large workshop, director of the company, work hard at ease. As the working relationship between the understanding of the very fact that another industry executives. The manager said that she appreciated the talent, so she insisted on hiring their own assistants, doubling salaries and promised to saloon cars and other treatment. CEOs face of repeated invitations and terms and conditions, she, after a certain period of time considerations, to their current company submitted his resignation. However, less than a month, quit the company due to poor decisions, the economic benefits are falling sharply, and not be able to gain very fact that salaries were promised, but better than the original companies to reduce by Prada Bag, she did not regret it carefully to understand the company hastily job is too confused.
Similar situations have occurred in the company’s. CEOs repeated commitment to promotions and pay rises, but the added workload, and salaries are slow.
Reasons:
Subjective aspects: the company’s lack of strength test. Usually committed to pay for promotion will not be easily promised. Promises are not always easy to easily achieve. In the company’s strength is not all-examine the case believe that the company’s promotion promises, often made use of an urgent demand pay rise psychological.
Objective aspects: lack of internal capacity. Many companies also overestimate their own strength. Examine their own lack of strength, eager to retain talent, and unilaterally through the expense of financial resources to retain staff. Financial resources is, of course, on the one hand, but the strength in their limited circumstances, there can be no “big spenders” had.
Countermeasures:
1. Research firm practice operational capability and development prospects. The face of considerable promise, in the temptation of these promises before, we must stay calm, promising to examine the possibility of realization, in accordance with the promise to carry out the operation of the number of practicality, the company’s development prospects, the market has done it in place? Thinking and in these areas, then measure.
2. Re-adjustment of career planning. Can be re-adjusted through appropriate career planning to address the needs of individual pay.
The trial period ends lost their jobs
During the trial period, employers often fight probationary period with the signing of the time difference of time in order to extract cheap labor. This is in the process of job-seekers often.
Miss Wang, born in non-key institutions, the thought that their own education, find a job will be more difficult. Unexpectedly, the only interview of the first companies on each other,and companies pay out let Miss Wang was satisfied with, so naturally into the probationary period. Miss Wang at this time has not yet graduated, so after the company said in July they can be officially signed a contract in advance to work during this period, but the total probationary period. The pay is half of full-time employees. Miss Wang decided to go to work in the company to graduate, although the work is the foundation period, but also very hard. However, the approach of graduation, the company has not signed the so-called issues. Miss Wang asked many times, and ultimately did not answer. Before graduating from the previous month, Miss Wang had a trial period of three months, the company found a vague reasons that has not been formally recruited.
Reasons:
Eager job-seekers is the mentality of the total job seekers, but in any case, market research must not be the province over the hurdle. There is no comparison, there is no reference, it will be difficult to know good and bad. Only through a multi-cf and full investigation in order to reduce the chances deceived. Also easier to find suitable jobs.
Countermeasures:
1. To understand the recruitment of companies to recruit staff over the years the situation. Recruited through the company’s calendar year may be easier to learn the way the company’s personnel. If the company after a trial period left little staff, then try to avoid a similar company jumped into the trap.
2. Close attention to the Prada Handbag Act of protected content. China’s Labor Law for the Protection of the relevant provisions are clearly stipulated probationary period of treatment, pay and signing the way, the aspects in detail the more we learn the more susceptible to a “trap company” around, and any similar company can not “trampled upon.” The signing of labor contracts, we have to carefully read the terms, have doubts about the timely advice to the legal department so that their interests are the most comprehensive measure of protection to the largest.
Promotion people worry
Usually occurs in boss never promised to honor the promotion, and continued the work of extra time.
The very fact is a large workshop, director of the company, work hard at ease. As the working relationship between the understanding of the very fact that another industry executives. The manager said that she appreciated the talent, so she insisted on hiring their own assistants, doubling salaries and promised to saloon cars and other treatment. CEOs face of repeated invitations and terms and conditions, she, after a certain period of time considerations, to their current company submitted his resignation. However, less than a month, quit the company due to poor decisions, the economic benefits are falling sharply, and not be able to gain very fact that salaries were promised, but better than the original companies to reduce by Prada Bag, she did not regret it carefully to understand the company hastily job is too confused.
Similar situations have occurred in the company’s. CEOs repeated commitment to promotions and pay rises, but the added workload, and salaries are slow.
Reasons:
Subjective aspects: the company’s lack of strength test. Usually committed to pay for promotion will not be easily promised. Promises are not always easy to easily achieve. In the company’s strength is not all-examine the case believe that the company’s promotion promises, often made use of an urgent demand pay rise psychological.
Objective aspects: lack of internal capacity. Many companies also overestimate their own strength. Examine their own lack of strength, eager to retain talent, and unilaterally through the expense of financial resources to retain staff. Financial resources is, of course, on the one hand, but the strength in their limited circumstances, there can be no “big spenders” had.
Countermeasures:
1. Research firm practice operational capability and development prospects. The face of considerable promise, in the temptation of these promises before, we must stay calm, promising to examine the possibility of realization, in accordance with the promise to carry out the operation of the number of practicality, the company’s development prospects, the market has done it in place? Thinking and in these areas, then measure.
2. Re-adjustment of career planning. Can be re-adjusted through appropriate career planning to address the needs of individual pay.
