問 好不(bu)容(rong)易(yi)招來人，可是不(bu)少員工(gong)(gong)在試用期就離職了，那(nei)么怎樣減少試用期員工(gong)(gong)離職情況呢？

答 首(shou)先工(gong)作(zuo)中，公(gong)司(si)需要有規范的培訓流(liu)程，讓(rang)員(yuan)(yuan)(yuan)(yuan)工(gong)盡快熟(shu)(shu)悉(xi)工(gong)作(zuo)，防(fang)止員(yuan)(yuan)(yuan)(yuan)工(gong)因為難以勝任工(gong)作(zuo)而(er)產(chan)生(sheng)過大的心理(li)壓力，產(chan)生(sheng)離職(zhi)(zhi)的想法。其次面試時，HR就把公(gong)司(si)情況、崗位職(zhi)(zhi)責、績效(xiao)目標、規章制度、行業特點等信息(xi)告訴求職(zhi)(zhi)者，從(cong)而(er)避免求職(zhi)(zhi)者產(chan)生(sheng)不(bu)切實際的期望。最(zui)后(hou)建(jian)立1對(dui)1的“導師制”是非常有效(xiao)的方法。導師可(ke)以很快的幫助新員(yuan)(yuan)(yuan)(yuan)工(gong)了(le)解、熟(shu)(shu)悉(xi)工(gong)作(zuo)崗位，同時也是新員(yuan)(yuan)(yuan)(yuan)工(gong)融入(ru)公(gong)司(si)的重要橋(qiao)梁。