Every company has employee admission and dismissal routines throughout its history. These processes are part of the company’s organizational structure.
Therefore, it is essential that HR follow each step as carefully as possible to avoid wear and tear between employee and company.
Dedication is required both in bureaucratic matters, in the delivery of documents and formalization of the hiring process, as well as in the management of people through ethics and respect when communicating a dismissal and in the integration in the case of new employees.
Faced with so many details in the employee admission and dismissal routines, we have prepared a guide with good practices for your company to consider throughout these processes.
Check it out and answer all your questions about the topic!
What is admission?
Admission is one of the great challenges for companies in the current market. Find the right professional it is not an easy task and even more difficult is to be able to create strategies to be able to motivate and engage you in the company.
Therefore, it is necessary for the organization to consider admission as one of the most important moments of your planning. It is important to have dedication and attention from the selection process, with the description of the vacancy, disclosure, analysis of resumes until the interviews.
After these points, it is also necessary to take into account the formalization of contracting with the delivery of the documentation and signing the contract. And finally, the integration process with the company.
What are the main admission routines?
We talked earlier about the importance of employee admission and dismissal routines and one of the fundamental steps in admission is the selection processO. It is from there that the company begins to form its base to obtain good results.
To be assertive in a hiring it is what separates organizations between success and failure. Hiring the ideal profile for the vacancy, however, depends on many factors that must be taken into account by the HR team. Get to know each one of them:
Advertising the job in the right place can attract profiles that have more to do with your company’s culture.
For example, if she is more stripped down she can use social networks like Facebook or Twitter to advertise the vacancy. Or even LinkedIn when looking for a more professional space.
If you prefer you can opt for a specific job posting site such as Catho, Vacancies or even one that is well focused on the area in which you are looking for a candidate.
Selection and staff
The selection process starts from the choice of curricula, to the application of individual tests.
This type of test can help select people who have a profile closer to the job in question.
Necessary documentation on admission
After the selection process and the choice of the company, requesting company documents to the employee is an essential part of admission under the CLT law. Remembering that the company even has 48h to return the documents to the employee.
Check below which are the mandatory documents to formalize the contract:
- Work and Social Security Card (CTPS);
- Birth certificate;
- Voter registration;
- Marriage certificate (if any)
- PIS / PASEP registration card (if any);
- Professional cards issued by the bodies of the class in question;
- Reservist certificate or evidence of enlistment or discharge from military service (if male).
Employee admission and dismissal routines they have numerous bureaucracies, which are part of the law’s mandatory requirements.
Upon admission, in addition to the presentation of documents, it is necessary to take into account in this routine the formalization of hiring.
It takes place through employee registration form and for contract signature. It is important to respect this step and be attentive to all documents submitted and data so as not to create future labor problems.
Employee integration works like “First impression remains””. At this point, it is essential to make the employee feel at ease. That is why it is essential to receive him well and prepare him to take up the vacancy for which he was hired.
Be attentive to the employee and give him all the support he needs, especially in that first moment, it’s crucial for him to feel part of the team. And some points can be taken into account in the integration.
Among them are the presentation of the company mission, vision and values for the employee to have a basis in future decisions.
Infrastructure of the company, presentation to colleagues and functioning of the hierarchy, for the professional to know to whom he will have to answer, are also important points to be presented.
In addition, training as part of this integration is essential for the employee to fully adapt to the company’s routine.
How to do a dismissal process?
Between the employee admission and dismissal routines, undoubtedly the departure of a collaborator is one of the most delicate moments for HR.
Therefore, it is essential to conduct the process very carefully to ensure the company’s reputation in the market.
When carrying out a layoff in addition to the company focusing on the employee who will be fired, she must also assess the consequences of an exit on the team that will remain. This is to prevent people from being overwhelmed or the weather from becoming heavy and bad.
When there is a well-defined plan in the admission and dismissal routines employees avoid work problems. Not to mention that if the dismissal is well done, any annoyance created at the moment, if any, may be just momentary.
What are the routines of the dismissal process?
To help you in this difficult time, we have separated some tips for carrying out a dismissal in the correct way. Check out each one below:
Type of dismissal
At employee admission and dismissal routines, if followed correctly, they can avoid not only labor problems, but preserve the company’s image in the market.
In the dismissal process, for example, it is necessary to distinguish the types of dismissals before the law.
Each reason can generate a different type of employee benefit who is leaving the company. Know the main ones:
- Unjust cause of dismissal: happens when the company decides to terminate the contract with the employee. He will be entitled to the thirteenth and proportional vacation, unemployment insurance, salary balance and prior notice.
- Dismissal with just cause: it is when the employee is dismissed for failing to comply with any internal rules or an agreement stipulated in the contract. The employee loses all rights, such as unemployment insurance, for example.
- Resignation: it happens when the employee decides to break the contract without the employer’s wish. The employee will be entitled to vacation and proportional thirteenth salary balance, but will lose the right to unemployment insurance.
- Consensual dismissal: it was created in the new labor reform and occurs when both parties choose to terminate the contract. In this case, the company pays a lower amount to the employee on the fine of the guarantee fund (20%), half the amount of notice and the employee can handle 80% of the FGTS.
What should be paid on dismissal?
Knowing labor rights is essential for comply with all admission and dismissal routines.
In cases of dismissal, for example, HR professionals need to be aware of the legal rules and the rights of the dismissed employee.
For example, do you know what should be paid to the employee who is leaving the company? Below we mention what are the main rights of the dismissed professional.
Remembering that it is the type of dismissal that determines this payment, as we mentioned earlier.
- salary balance (amount paid for days worked);
- prior notice (the company can ask the employee to work 30 more days and he pays his full salary or makes this payment and allows the employee to stop coming to the company);
- proportional vacation;
- proportional thirteenth;
- fine on FGTS in cases of dismissal by consensus and without just cause.
These are the main rights that the dismissed employee has when leaving the company and that it is essential for the company to pay attention not to generate labor lawsuits.
What is the importance of people management in dismissal?
At employee admission and dismissal routines goes beyond the limits of bureaucracy.
As with admission, it is necessary to take into account some issues in the dismissal process. In dismissal routines, managing a people management strategy can contribute to the conduct of that moment. Check out some tips!
Assess the dismissal
This is one of the important stages of dismissal. Often a simple mistake is already seen as reason for dismissal, but this can be an irreversible mistake.
Every professional is prone to errors and the ideal is that the manager pay attention to the value of your employee and the correction of these errors, instead of putting resignation as the first option.
So one of the first routines, which can even be considered as prior to the dismissal itself, is an evaluation of the employee’s performance. Since this way, HR and the manager will have support and meaning for making a decision like this.
Respect in the process
Speaking with respect, and listening to what the outgoing employee has to say is a demonstration of respect and professionalism. The manager and the HR sector itself must avoid running away from this final conversation.
Being impolite with whoever is leaving can directly impact the team that remained and, above all, end the company’s internal confidence and security. Outside you can leave a bad image of the company in the market.
Communicate the team
In the employee admission and dismissal routines there should always be an internal assessment of the team’s needs.
On admission to know exactly the vacancy that the employee will occupy and on resignation with a reassessment to delegate tasks among professionals.
Any output needs to be evaluated, as there is a need for a company positioning for those who stayed.
This is because every dismissal ends up creating a climate of uncertainty and pressure about the team. And HR becomes essential to calm the team that it was a punctual and thoughtful decision. Not to mention that it is necessary to reallocate tasks so as not to overload the team.
There is no point in firing an employee in the heat of the moment, without thinking straight, and putting everything to waste with those who stayed. Leaving everyone overloaded, decreasing productivity and creating even more pressure on day to day.
What are the impacts of admission and dismissal routines on the company?
Know the employee admission and dismissal routines it is essential for the company to comply with all the requirements of the law. And not only that, these routines also directly impact on people management and the company’s image in the market.
When the employee admission and dismissal routines not done well can directly impact the motivation and engagement of employees. Since it can make a bad impression on the most important routines of the company.
By the way, any mistake can have negative financial impacts on the organization, due to fines and labor lawsuits.
Therefore, it is extremely necessary to know the law and all the employee’s rights, whether in the process of admission or dismissal.