摘要
试用期是劳动关系双方建立劳动关系后相互考察的期限,用人单位可在该期限内考察新招收的劳动者职业道德、工作态度、团队合作精神、工作技能、身体健康等是否符合录用条件,在试用期发现劳动者不符合录用条件,可及时解除劳动合同,节约用工成本,减少用工风险。但用人单位与劳动者在试用期内的相关争议并不少见,影响了用人单位的劳动关系和谐稳定。本文将通过两个案例提出一些解决问题的建议。
The probationary period refers to the period in which employees and the enterprise mutually examine. The company could evaluate whether an employee is qualified to the recruitment conditions, such as morality, working attitude, health and so forth. If the employee could not be compatible with the employment conditions within the period of probation, the company can terminate the labour contract in due course thereby saving cost while reducing risks. However, there are a great number of disputes between them in probationary period, which undermines the stability of the workplace labor relations. The paper will propose some suggestions based on two cases analysis.
出处
《中国人力资源开发》
北大核心
2015年第6期79-83,共5页
Human Resources Development of China
关键词
试用期管理
劳动合同
劳动争议
Management in Probationary Period
Labour Contract
Labour Dispute
