招聘规章制度PPT.doc

12345123/a b 4/1abc2 3 12/341. 2. 1/53234567891610 : a b c 3d e a b c 11 12 1 2 3 a b 5s c d 1 2 1 2 3 4 5 6 7 8 9 _ 060823 _201504211.1 1.1.1 1.1.2 ? ? ? ? ? ? 18-50 ? 1.1.3 1.1.4 11.1.5 1.1.6 341.1.7 1.1.8 1.1.9 1.1.10 2014 purposethis policy is to standardize the processes on manpower requisition, interview, recruitment andprobation to guarantee the effectiveness of staffing job.3. application scope4. authority and responsibilities4.1. hr department:1) to manage the annual and monthly recruitment plan 2) to analysis the manpower requisition and execute recruitment activities3) to arrange new employee on boarding issues 3.2 department manager1) based on department business operation and budget to prepare manpower requisition and job descriptions; cooperate with interview process2) help new employees to adapt to new working environment and process and give necessary position training3) to make probationary performance appraisal and finish appraisal report. 3.3 managing director1) approve annual recruiting plan and non-budget hc, support the recruitment activity for managers and above.2) approve the offer of managers and above and other special situation.4. operation4.1 recruitment principle4.1.1priority for selection and promotion will be given to the qualified employees withoutstanding performance.4.1.2 4.1.3 4.1.4 4.1.5 budget orientation: hr dept will make a budget on headcount by the business development status. in budget recruitment can go by schedule; out of budget cases should be applied and explained by department manager and only after gms written approval can it be carried.4.2 recruitment channel4.2.1 internal recruitment1) hr department will publish the internal vacancies by bulletin board or e-mails. it is alsoan important step of development of employees career.2) all employees who meet the following requirements may apply for internal position: (a) ()having stayed in current position for more than continuous 1 year (somepositions will refer to the definite requirement by hr department)(b) there is no disciplinary record and with good performance record.(c) approval from current department manager.3) internal recruitment should be organized by hr department & the applied departmentmanager and issued with the personnel action form. when its related with salary change, it should be approved separately and then confirmed with employee. hr department will record the profiles for priority reference when similar vacancy happens4) all new positions will have 3 months watching period. unqualified ones will bereturned back to the previous position or subject to other arrangement.4.2.2 : outside channel: will be depended by hr positions based on position situation andlocal labor market.4.3 procedure4.3.1hr-0002jd-w*each department proposes formal recruitment requisition; fills in recruitment application form and job description; gets the approval from hr manager.4.3.2 interview & enroll procedure1) for direct labor and relate