Introduction: In enterprises, meetings are a common way of communication and work in management, and have become an important part of enterprise management. Good conference management is of great significance to enterprises. Record the meetings held by the department. The following is a sample of employee interview records I brought for you, hoping to help you.
Conversation record for employees who violate discipline (format and key points)
Events: (qualitative description of disciplinary events)
Venue: (talking place) Time: (talking time) Year, month, day and hour.
Interviewee: the department (the person in charge of the business department, the personnel of human resources department and security department, etc.). ) belongs to.
Interviewee: (Violator) Work unit ID number: Witness: (Generally witnessed by trade union personnel) Department recorder: (It can be the same person as the interviewer)
Q: (First, introduce yourself and the witness to the interviewee, explain the purpose of this conversation, and ask the interviewee to answer and reflect the questions truthfully. )
For example, I'm from the * * department, and I'm going to do a survey on * * * * today. I hope you can answer and reflect the questions truthfully. You got it?
Answer: (Please answer whether the interviewee understands or not, and tell him that the specific content will be interviewed at the next meeting)
Q: (Respondents were asked to retell the events at that time. If the interviewee refuses to repeat it, the interviewer will repeat it according to his own understanding and ask if the content of the retelling is consistent with the situation at that time. )
Please tell us about the * * * incident that happened around * * on * * on * * month. Please tell the truth. I hope everyone will not avoid the important.
Answer: (Try to make the statement concise, focus on the situation at that time, don't let it involve other issues, interrupt the speaker's chatter appropriately, and make a summary record in time)
Q: (The key points of the incident, especially the content of punishment, can be summarized by the interviewer according to the situation and confirmed to the interviewee. )
You just said * * * * * * *, is that right?
Answer: (Please answer yes or no, if not, please explain)
Q: (Where what the interviewee says is inconsistent with the actual situation, the interviewer should point it out immediately. As far as we know, the situation at that time was not consistent with what you said, but * * * * * * * * *, right? Answer: (Ask them to answer yes or no)
Q: (The speaker refused to admit his mistake, so he asked if there was a third person present at the incident. (For example, who was there?
Q: (Tell the interviewee that the company will also ask the people present at the time and deal with it according to the actual situation) For example, we will also ask the people present and decide whether to deal with you on the basis of finding out the truth of the incident and our attitude towards the mud pile incident.
Q: (Inform the company of the corresponding contents in the reward and punishment regulations, so as not to be ignorant of the system) For example, the company's new reward and punishment management regulations clearly stipulate that * * * * * behavior will be punished by * * *, and the system has been posted on the bulletin board for past employees to check. I hope you can study it carefully again.
Q: (If the person being questioned still wants to make excuses, it should be allowed, but those who repeatedly make excuses should stop. If the conversation ends, ask for signature)
Do you have any questions to say? If not, please read the written record and sign it.
Inquirer's signature: inquired signature:
Signature of recorder: signature of witness:
Remarks: 1. When the interviewee refuses to sign, the witness should write clearly below? This is to certify that the interviewee * * * refused to sign? And sign your name.
2. Because different disciplinary incidents vary widely, different offenders have different attitudes towards mistakes, so we should pay attention to strategy instead of copying this point in conversation and improvise.
3. Trade union personnel are not required to witness simple disciplinary actions or employees' resistance is not strong. The purpose of trade union witness is mainly to witness the interviewee's refusal to sign, so as to ensure the authenticity of the conversation. Conversation record for employees who violate discipline (format and key points)
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