Chapter 6 Chapter VI Employee Recruitment and Employment
The recruitment and employment of organizational personnel is a complex, complete and continuous procedural operation process.Every component of this system operation is to ensure the quality of personnel recruitment and employment, and to select qualified and excellent talents for the organization, which is directly related to the formation of human resources in the enterprise. It is the training, performance evaluation, salary, The premise of work links such as incentives, labor relations, and personnel flow plays a fundamental role in the entire enterprise's human resource management.
The general flow of work and specific work procedures are shown in the figure below:
Figure 6-1 General flow chart of recruitment and recruitment work
1. Purpose and role of recruitment application
The purpose of the recruitment application is to play the supervisory and control role of the human resource management department to avoid idle personnel and random recruitment of personnel.Strict implementation of the recruitment application work has a great effect on improving the company's human resource management level.
(1) It is conducive to the unified implementation of human resources management.It is beneficial to implement standardized management and improve the level of human resource management of enterprises.
(2) It is conducive to giving full play to the talents of professional human resource management personnel, recruiting talents who are more suitable for the work needs, and making the best use of their talents.
(3) It is conducive to the high-level leaders to grasp the company's personnel needs in a timely and accurate manner, and is conducive to the scientific decision-making of the company's human resource management.
2. Matters needing attention in recruitment application
(1) Strictly check and review the recruitment applications of various departments.
(2) The application should be specific and detailed.
(3) Recruitment applications should be concentrated as much as possible to reduce the number of recruitments and recruitment expenses.
3. Recruitment application procedures
The recruitment of personnel begins with the creation of vacancies in various positions in the organization, which raises the need for personnel supplementation.Each center (department, office) recruits employees, and first submits a recruitment application form (including the position to be recruited, the number of people, specific requirements, etc.) to the human resources management department. hiring.The specific workflow is shown in the figure below.
Figure 6-2 Recruitment application process diagram
Personnel selection can be carried out in two ways at the same time: one is to adjust personnel within the organization to maximize the potential of the organization's existing human resources; the other is to absorb talents suitable for the organization's needs from outside the organization.From the two perspectives of controlling labor costs and exerting the enthusiasm of the existing employees of the organization, the adjustment of personnel within the organization should be prior to the selection and recruitment outside the organization.
1. Internal recruitment
Internal recruitment means that the vacancies of the enterprise are filled by those who have been confirmed as close to the promotion line within the enterprise or through horizontal transfers. The resulting vacancies also require the identification of candidates for promotion.
(1) Advantages and disadvantages of internal recruitment
Internal recruitment can simplify the recruitment process, reduce recruitment costs and the organization's job training costs for employees, and at the same time reduce the risk of recruitment, especially when recruiting some key managers, the organization can select internal members to reduce the lack of understanding of candidates. the risk borne.It provides employees with better opportunities for growth and development, and can effectively motivate employees, thereby helping to improve the productivity of the organization and promote the formation of organizational culture.
But on the other hand, internal recruitment can easily lead to self-enclosure, which makes the enterprise lack of vitality and cannot replenish outstanding talents in time.Therefore, in actual work, we must pay attention to the use of external recruitment, and handle the relationship and proportion of internal recruitment and external recruitment.
(2) Types and principles of internal recruitment
1.internal promotion
When some of the more important positions in the enterprise need to recruit personnel, the process of promoting qualified employees within the enterprise from a lower-level position to a higher-level position is internal promotion.
The principle to be followed in internal promotion: use only the talent.
2.internal call
When the position that needs to be recruited in the enterprise is at the same level or slightly lower than the original position of the employee, the process of transferring the employee to the same level or the next level to work is called internal transfer.
Internal calls should follow the following principles:
(1) Obtain the consent of the callee as much as possible in advance.
(2) It is more conducive to work after calling.
(3) The director of the employing person.
(3) Schedule of Internal Recruitment Procedures
Figure 6-3 Internal Recruitment Procedure II. External Recruitment
A business must constantly seek employees from outside itself, especially when it needs to significantly expand its workforce.The following needs need to be met from external recruitment:
(1) Supplementary primary positions.
(2) Acquiring skills that existing employees do not have.
(3) Obtain employees with diverse backgrounds who can provide new ideas.
(1) The main channels of external recruitment of enterprises.
1.Colleges and universities and vocational technical schools
This is the main way to recruit fresh graduates.All kinds of colleges and universities can provide intermediate and senior specialized personnel, and vocational technical schools can provide junior technical personnel.Units can selectively go to a certain school to look for talents, and send people to each relevant school to hold recruitment fairs.
2.Talent Exchange
Several large-scale talent exchange fairs are organized every year.The employer can spend a certain amount of money to set up a booth at the exchange meeting, and the applicants come to consult and apply.This approach is characterized by a short time and quick results.However, in this exchange meeting, it is difficult for small companies to recruit excellent talents.
3.Employment agency
Many businesses use employment agencies to get the employees they need.The main advantages of this method are: a wide range of applicants, it is difficult to form nepotism, and the time is relatively short; the disadvantages are: it is impossible to understand the applicants in detail, and a certain fee is required.
4.Competitors and other companies
For positions that strictly require recent work experience, competitors and other companies in the same industry or in the same region may be the most important recruitment channels.
5.Post job advertisements in newspapers, magazines, and television media.
(2) Advantages and disadvantages of external recruitment
1.Advantages of external recruitment
(1) Candidates come from a wide range of sources, and job seekers with various conditions and ages are conducive to meeting the needs of enterprises in selecting suitable candidates.
(2) It is conducive to the organization to absorb advanced external management concepts, management methods and management experience, and to continuously develop and innovate through internal and external integration.
(3) External recruitment of management personnel can alleviate the contradiction of internal candidate competition to some extent.When there are vacancies, some people will often "grade" themselves with the hope of being selected for promotion.If the conditions of the people participating in the competition are roughly the same, and the competition is fierce, but they are not suitable, in this case, recruiting from outside can alleviate this contradiction and make the people who have not been promoted obtain psychological balance.
2.Disadvantages of External Hiring
(1) The conditions of applicants may not represent their actual level and ability, so incompetent persons will occupy a certain or considerable proportion.
(2) After the candidates are selected, they need to be familiar with all aspects of the organization, that is, they cannot quickly enter the role to start work.
(3) If competent people in the organization are not selected or promoted, the practice of hiring outsiders will dampen the enthusiasm of the organization's employees.If an external employment system is formed, more careful decisions must be made, because its impact may be greater.
(3) Principles of External Recruitment
1.There must be a detailed registration form for applicants in order to understand the situation of applicants.
2.Pay attention to publicizing and introducing your company to attract talents to apply.
3.Encourage candidates and entertain them warmly.
4.According to the specific situation of personnel needs, choose the corresponding recruitment method; there must be a special recruiter responsible for the recruitment work.
(4) External Recruitment Procedures
Figure 6-4 External Recruitment Procedures
The personnel department will organize and implement the examination and interview for personnel selection in conjunction with the employing department.Various forms of knowledge, skills, ability examinations and psychological tests should be conducted on the candidates according to the requirements of the specific positions, and the candidates should be assessed from the basic quality, psychological characteristics and abilities of the personnel.
Those who pass the assessment enter the interview stage, which is the most important link in the personnel selection work, because the information about the candidates provided by the interview evaluation is the most formal, intuitive and accurate.
1. The way of recruitment assessment
In the recruitment work, in order to understand the candidates as much as possible in a short period of time, it is necessary to pass various forms of examinations and tests (the content is designed according to the requirements of different positions), mainly including the following methods:
1.Professional and technical knowledge and skill examinations, which are completed through specialized knowledge examinations and practical operations.
2.General knowledge, aptitude test, which can be understood through the interview examiner's questions.
3.Special ability test and psychological test, which can be completed through professional psychological test questionnaire or test software.
2. The main content of the interview
Although theoretically speaking, interviews can evaluate almost any quality of candidates, but in the practice of evaluation and selection, we do not use interviews to evaluate all the qualities of a person, but selectively use interviews to evaluate the most suitable ones. Content.The main content of the interview includes:
1. Generally, according to the results of reviewing the candidate's resume or job registration form, make some relevant questions, inquire about the candidate's background and past work, so as to supplement and confirm the practical experience he has.Through the understanding of work experience and practical experience, you can also examine the candidate's sense of responsibility, initiative, thinking ability, oral expression ability and rationality when encountering problems.
2. Understand the depth and breadth of professional knowledge that candidates have mastered, and evaluate the general ability and work ability of candidates.
3. Understand the applicant's personality, behavioral characteristics and hobbies, and evaluate the applicant from the aspects of personality and job suitability.
4. Understand the examinee's attitude towards past study and work, as well as the examinee's motivation for job hunting and other needs, and judge whether the positions or working conditions that the unit can provide can meet their work requirements and expectations.
5. During the interview, the examiner will also introduce the unit and the position to be employed to the candidate, and provide the candidate with accurate and comprehensive reference information.
6. Discuss the issues that candidates care about such as salary and benefits, and answer some other questions that candidates may ask.
3. Matters needing attention in the assessment
1. The assessment procedure should be as simple as possible and not too complicated.
2. It is necessary to strictly select the examiners, especially the interview examiners, because this is the key to the success or failure of the interview.
3. Formulate assessment plans and procedures in advance and design interview question outlines to prepare for the assessment.
4. Choose the right interview venue.
4. Assessment workflow
Figure 6-5 Recruitment assessment work flow chart
Hiring and signing are the final stage of the recruitment work. Here, the responsibilities and rights of the employees must be clarified, which not only protects the interests of the employees, but also avoids the loss of the company's interests.Signing the contract is a critical stage.Before preparing to hire, the personnel department should take the initiative to negotiate with the employing department (post supervisor), introduce the overall situation of the selected candidates, interview results, whether there are any special requirements, etc., and then sign the contract after seeking the approval of the employing department.To be clear: Recruitment is not only the job of the personnel department, but also the job of each employing department.
1. The main work content of the recruitment contract
This part of the work mainly includes two aspects: one is to complete the processing of the assessment results. According to the results of the assessment, those who have been hired as probationary employees have signed a contract and need to resign. rights and obligations to protect the interests of the company and the due rights of employees.
2. Matters needing attention in the recruitment and signing process
1. Don't ignore the resignation of those who are not hired, which will affect the image of the company.
2. Archive and process the application materials of those who were not hired (keep for a certain period of time).
3. Recruitment procedures
Those who pass the examination, test and interview are hired as the organization's employees, and the working procedures are shown in the figure below:
Figure 6-6 Recruitment workflow
4. Contract work procedure
In the trial contract, it is necessary to clearly stipulate the rights and responsibilities between the company and the trial employees. The specific process is shown in the figure:
Figure 6-7 Signing work flow chart
1. Employment Regulations
Article 1 These regulations are formulated in order to strengthen the construction of the company's workforce and improve the basic quality of employees.
Article 2 All employees in the company's system are divided into two categories: regular employees and short-term employees.
Regular employees are the main body of the company's system workforce and enjoy various benefits and benefits stipulated in the company's system. Short-term employees refer to temporary workers, retirees and a small number of special employees with a clear employment period, and their benefits are determined by the employment contract. specified in.After the expiration of the short-term employment, if they are willing to continue to be employed, they can renew the employment contract with the company after the company agrees. Both regular employees and short-term employees should sign contracts with the company.
Article 3 Managers at all levels of the company's system are not allowed to introduce or arrange their relatives to work in the company they are in charge of. If it is a special case, it must be approved by the chairman, and the introducer must issue a guarantee.
Article 4 All departments and subordinate enterprises of the company must formulate staffing. The establishment and revision authority of the staffing can be found in the personnel responsibilities and powers division table. The employment of each department and enterprise should be controlled within the scope of staffing.
Article 5 When the company needs to recruit more employees, it is advocated to openly select the best job seekers from the society. It can also be recommended by internal employees. After the internal referees are approved to be hired, the referrer must issue a guarantee.
Article 6 Regular employees engaged in management and business work must generally meet the following conditions:
1. College degree or above.
2. More than two years of relevant work experience.
3. The age is generally under 35 years old, and under special circumstances no more than 45 years old.
4. Foreign trade personnel must also be proficient in at least one foreign language.
5. No record of bad behavior.
For those in special circumstances, the relevant conditions can be appropriately relaxed after the approval of the chairman. Fresh graduates and demobilized soldiers can only be considered for employment after the approval of the chairman.
Article 7 All applicants can be considered as full-time employees after a probationary period of three to six months, except that the chairman of the board of directors may exempt or shorten the probation period.
Article 8 Probationers must submit the following materials:
1. The company will issue and fill in the recruitment form uniformly.
2. Certificates of academic qualifications and professional titles.
3. Personal resume.
4. Two recent photos.
5. Copy of ID card.
6. Physical examination form.
7. Marriage certificate, family planning certificate or unmarried certificate.
8. Interview or written test record.
9. Letter of guarantee for employee referrals (as determined by the company as needed).
Article 9 Probationary personnel are generally not suitable for work in key economic departments, nor for jobs with important economic responsibilities.
Article 10 The treatment of probationary personnel during the probation period is stipulated as follows:
1. Basic salary
Graduated from high school or below: first class
Graduated from technical secondary school: second class
College graduate: third class
Undergraduate graduation: fourth class
Graduated from a master's degree (including those who have obtained junior technical titles): fifth class
Doctoral graduates (including those with intermediate technical titles): sixth class
2. Trial personnel enjoy half of the floating salary and labor insurance supplies
Article 11 After the probationary personnel pass the probationary assessment, they can be transferred to full-time employees, and their positions will be re-determined according to their working ability and position, etc., and they can enjoy various treatments of full-time employees; Those who pass the test may extend their probationary period or decide not to hire them. For those who are not hired, no compensation will be paid, and the probationers shall not raise any objections.
Article 12 Full-time employees can be transferred by the company according to their work performance, performance and years of service.
Article 13 The formal employment contracts, short-term employment contracts and letters of guarantee for various personnel of the head office and its subordinate enterprises are collected and kept in the HR Supervision Department and the Labor and Management Department of the head office, and the above two units are responsible for supervising the employment contracts and guarantees execution of the book.
Article 14 These regulations apply to the head office, wholly-owned subsidiaries, and joint ventures controlled and managed by the company.
2. Labor contract
Company (unit) (hereinafter referred to as Party A)
(hereinafter referred to as Party B)
In accordance with the relevant laws and regulations of the country, this contract is concluded on the matter of employment.
Article 1 Probationary period and recruitment.
1. Party A employs Party B as an employee in accordance with the terms of the contract. Party B's work department is the position and the type of work is. Party B shall go through a probationary period of three to six months. During this period, either party A or Party B has the right to terminate the contract, but must notify the other party seven days in advance Or seven days' internship salary as compensation.
2. After the probationary period expires and there is no objection from both parties, Party B will become Party A's official contract laborer, and Party A will confirm in writing.
3. If Party B is formally hired after passing the probation, the probation period shall be included in the valid period of the contract.
Article 2 Wages and other subsidies and bonuses.
1. Party A implements the company's graded salary system according to the relevant national regulations and the company's operating conditions, and determines the corresponding salary standard according to Party B's position and other conditions, and pays in the form of bank transfer on a monthly basis.
2. Party A increases salary according to the profit situation and Party B's behavior and work performance. If Party B fails to meet the required indicators specified by Party A, Party B's salary will not be raised.
3. Party A (company executives) and the personnel department, in the following situations, Party A will give Party B honors or material rewards, such as exemplary compliance with the company's rules and regulations, outstanding contributions in production and work, technological innovation, and management improvement , Party B can also get a raise in salary and job level due to outstanding contributions.
4. Party A shall set up year-end bonuses according to the profit of the enterprise, and may pay bonuses according to the labor performance of employees and the years of service in the unit.
5. Party A shall provide Party B with allowances and subsidies in accordance with relevant government regulations and enterprise conditions.
6. In addition to the required subsidies specified by laws, regulations and rules, Party A will no longer be obliged to provide other subsidies and subsidies to Party B.
Article 3 Working hours and public holidays.
1. The working time of Party B is 8 hours per day (excluding meal time), five days per week or no more than 40 hours per week; except for meal time, no other rest time is arranged on each working day.
2. Party B has the right to enjoy legal holidays and paid holidays such as marriage leave and funeral leave.If Party A requires Party B to work on statutory holidays, after obtaining Party B's consent, Party A must arrange for Party B to take turns to rest at the corresponding time, or pay Party B overtime pay according to national regulations.
3. Party B becomes a full-time employee. After working continuously in the company for half a year, Party B can enjoy a 1-day paid annual leave in proportion to the position he assumes.
4. When Party B is sick, the employees who have passed the probationary period can enjoy one day of paid sick leave per month after being certified by a doctor and hospital approved by Party A. The salary for sick leave exceeding the paid sick leave shall be implemented in accordance with the relevant regulations of the government and the unit.
5. Party A can adjust and change the working time according to the needs of production and operation, including changing the start and end time of the daily work. In the case of taking care of employees to have reasonable rest time, the daily working time can be changed inconsistently, or require employees to Work on statutory holidays and rest days.Party B shall actively support and obey Party A's arrangements without special reasons, but Party A shall strictly control overtime.
Article 4 Staff education.
During the tenure of Party B, Party A must often educate Party B on professional ethics, business technology, production safety, various rules and regulations, and social legal system, and Party B should actively accept education in this area.
Article 5 Working arrangements and conditions.
1. Party A has the right to reasonably arrange and adjust Party B's work according to production and work needs and Party B's ability. Party B shall obey Party A's management and arrangement, and complete the work assigned by Party A according to quality and quantity within the specified working time Task.
2. Party A must provide Party B with a safe and hygienic working environment that meets national requirements, otherwise Party B has the right to refuse to work or terminate the contract.
Article 6 Labor protection.
Party A shall provide Party B with labor protection articles and health food according to the requirements of production and work in accordance with national regulations.Provide corresponding protection for female employees during menstruation, pregnancy, childbirth and breastfeeding, and the specific measures shall be implemented in accordance with relevant state regulations.
Article 7 Labor insurance and welfare benefits.
Party A shall pay Party B's medical expenses, sick leave wages, endowment insurance expenses and work-related injury insurance expenses in accordance with the provisions of the National Labor Insurance Regulations.
Party A shall provide Party B with dormitory and working meals (once a day) according to the regulations of the unit.
Article 8 Termination of the contract.
1. Party A may terminate the labor contract if the following conditions are met:
(1) Due to changes in business conditions of Party A, the redundant employees cannot be changed to other types of work.
(2) If Party B suffers from illness or non-work-related injury, after the prescribed medical treatment period expires, Party B cannot engage in the original job, nor can he change to other types of work.
(3) If Party B seriously violates the enterprise's labor discipline and rules and regulations, and causes certain consequences, and should be dismissed according to the relevant regulations and regulations of the enterprise, Party A has the right to terminate Party B's labor contract at any time.
(4) If Party B is detained, re-educated through labor, or sentenced for violating state regulations, Party A will be dismissed and the labor contract will be terminated accordingly.
2. Party B may terminate the labor contract if the following conditions are met:
(1) Confirmed by relevant state departments, labor safety and sanitary conditions are poor, seriously endangering the health of Party B.
(2) Party A fails to perform the labor contract or violates national policies and regulations, and infringes the legitimate interests of Party B.
(3) Party A does not pay Party B labor remuneration according to regulations.
3. Party A shall not terminate the labor contract under the following circumstances:
(1) Party B is sick or injured due to work, and is within the prescribed medical treatment period.
(2) Party B suffers from work-related injuries or occupational diseases and is undergoing treatment.
(3) The female employee is pregnant, giving birth or breastfeeding.
4. If Party B is injured or suffers from an occupational disease due to work, and the end of medical treatment is confirmed to be partially incapacitated by the relevant government department, the enterprise shall make proper arrangements.
5. If either party terminates the labor contract, under normal circumstances, the other party must be notified one month in advance, or compensated with one month's salary. The procedure for rescission of the contract shall be handled in accordance with the relevant regulations of the enterprise.
6. During the contract period, if Party B has legitimate reasons and does not want to continue working in the company, he can submit his resignation, but he must notify Party A in writing one month in advance, and it will take effect after Party A's approval.If the resigned employee is trained by the enterprise, after the training period expires, if the service period is not over the contract period, Party A shall be compensated for a certain amount of training expenses.If Party A resigns without the consent of Party A, Party A has the right to ask Party B to return to work through the government labor department and compensate Party A for the economic losses caused thereby.
Article 9 Labor discipline.
1. Party B shall abide by the various regulations of the state, the "Employee Handbook" of the enterprise and the various rules and regulations of the unit.
2. If Party B violates the criminal law, is subject to legal sanctions or violates the "Employee Handbook" and other rules and regulations stipulated by Party A, Party A has the right to give Party B corresponding disciplinary sanctions according to the "Employee Handbook" and other regulations, up to expulsion.Due to Party B's violation of the "Employee Handbook" and other rules and regulations, causing damage to the interests of the company, such as damage to corporate reputation and property damage, Party A may impose a one-time fine according to the severity.
3. If Party B violates the provisions of the contract, takes bribes, seriously neglects duty, or has immoral or rude behavior, which causes or foretells that it will cause serious damage to the personal and property interests of others, and Party B violates the criminal law and is punished by law. The right to be dismissed immediately, and the "contract compensation" and "contract performance payment" will not be given.Party B shall be fully responsible for the losses caused by Party B's corruption and bribery or damage to the personal and property interests of others.
4. Party B shall not disclose the company's commercial confidential information to anyone during and after the contract period.Party B is not allowed to work part-time in companies or organizations that operate similarly to this company or business groups that have business relations with this company during his tenure.When the contract of Party B is terminated or the company leaves for other reasons, it shall return all documents and materials related to operation to the department supervisor, including correspondence, memorandum, list of customers, diagrams and training materials, etc.
Article 10 Implementation and approval of the contract.
1. This contract has been discussed and formulated, submitted for approval, and written in words. The content shall be in Chinese, and the right to interpret the contract belongs to the Human Resources Department of the company.
2. The "Employee Handbook", "Employee Violation and Warning Notice" and other management regulations of the unit are all annexes to the contract and an integral part of the contract.
3. Once the contract is signed, both parties must strictly abide by it. Neither party may unilaterally modify the content of the contract. If there is any unfinished matter or conflicts with the relevant government regulations, it shall be dealt with in accordance with the relevant government regulations.
4. This contract takes effect from the date of signing, valid for one year, and expires on year, month, and day.Two months before the expiration of the contract, if both parties have no objection, the contract will be automatically extended for another year.
5. This contract is made in duplicate, and Party A and Party B each hold one copy, which shall be supervised and executed by Party A's superior competent department and the national labor management department.
Party A (signature) Party B (signature)
year month day
3. Formal employment contract of employees
Contractor: Party A:
Party B:
Party A employs Party B as a regular employee, and the two parties have negotiated on an equal footing and agreed to agree on the following clauses to abide by.
Article 1 The attendance and management of Party B shall be handled in accordance with the relevant personnel management system of Party A.
Article 2 The position or type of work of Party B is:
Article 3 During the period when Party B is employed by Party A, Party B shall perform duties in the following workplaces according to the work arrangement of Party A:
1. Party A's company headquarters.
2. Party A is in a wholly-owned company or a joint venture company in which it holds shares.
3. Party A's institutions in mainland provinces and overseas institutions.
4. Places for business trips.
Article 4 The job responsibilities and matters of Party B shall be assigned by Party A according to Party B's position or type of work, and according to Party B's ability and Party A's needs.
Article 5 The normal working hours of Party B are 8 hours per day, 5 working days per week, and its work, rest, vacation, etc. shall be handled in accordance with the "Employee Handbook".
Article 6 When Party A requires Party B to work overtime according to work needs, Party B shall cooperate unless there is an irresistible reason, and overtime matters shall be handled in accordance with the "Employee Handbook".
Article 7 Party A implements the social insurance system in accordance with national regulations and insures Party B.
Article 8 Party A implements labor health care system in accordance with national regulations, and Party B can enjoy relevant labor insurance benefits.
Article 9 Party B's work remuneration:
1. Party A shall pay Party B remuneration on a monthly basis, and Party B's salary and treatment shall be set at the same level, and may enjoy the allowances, benefits and rewards stipulated by the company.
2. Party A may refer to the following items to adjust Party B's position, etc.:
(1) Party B's monthly work assessment records.
(2) Changes of Party B's work position (or type of work).
(3) Party A's profitability.
(4) The supply and demand situation of the labor market and the general level of social and economic development.
Article 10 Party B's monthly salary shall be paid by Party A on the 5th of the following month.If the salary payment date falls on a Sunday or a holiday, Party A may advance or postpone the payment by one or several days.
Article 11 Party A has the right to terminate this contract due to business shrinkage, and notify Party B one month in advance. When the contract is terminated, Party A will pay Party B an additional salary for one month, and Party B does not need to compensate for training fees.
Article 12 When Party B voluntarily proposes to terminate this contract, it must notify Party A one month in advance. When transferred, Party B must go through the relevant procedures according to the "Employee Handbook", and Party A will not pay an additional month's salary.
Article 13 Party B statement: When signing this contract, Party B has already obtained the "Employee Handbook", and is aware of the full text, and is willing to abide by various regulations.
Article 14 This contract is in duplicate, each party holds one copy, and it will come into effect on the date of year, month, and date after being signed by both parties.
Article 15 This contract is a long-term contract, unless Party A and Party B make a special statement, this contract will remain in effect continuously.
Article 16 Party A and Party B agree to use the Labor Bureau as the first trial authority for all disputes arising from the performance of this contract.
Contractor
Party A: Signing representative: (signature)
Position:
Party B (name): (signature)
identification number:
Account address:
contact method:
4. Employee short-term employment contract
Contractor Party A:
Party B:
Party A employs Party B as a short-term employee, and both parties have negotiated on an equal footing and agreed to agree on the following clauses to abide by.
Article 1 The attendance and management of Party B shall be handled in accordance with Party A's "Employee Handbook".
Article 2 The position or type of work of Party B is:
Article 3 During the period when Party B is employed by Party A, Party B shall perform duties in the following workplaces according to the work arrangement of Party A
1. Party A's company headquarters.
2. Party A is in a wholly-owned company or a joint venture company in which it holds shares.
3. Party A's institutions in mainland provinces and overseas institutions.
4. Places for business trips.
Article 4 The work responsibilities and matters of Party B shall be assigned by Party A according to Party B's position or type of work, and according to Party B's ability and Party A's needs.
Article 5 Party B's normal working hours are 8 hours per day, 5 working days per week, and its work, rest, vacation, etc. shall be handled in accordance with the "Employee Handbook".
Article 6 When Party A requires Party B to work overtime according to work needs, Party B shall cooperate unless there is an irresistible reason, and overtime matters shall be handled in accordance with the "Employee Handbook".
Article 7 Party A implements the social insurance system in accordance with national regulations and insures Party B.
Article 8 Party A shall pay Party B remuneration on a monthly basis, and Party B's wages and benefits are RMB per month.
Article 9 Party B enjoys half the treatment of regular employees in terms of medical expense reimbursement and labor insurance benefits.
Article 10 Party B's monthly salary shall be paid by Party A on the 5th of the following month. If the salary payment date falls on a Sunday or a holiday, Party A may advance or postpone the payment by one or several days.
Article 11 Party A rewards Party B in five categories: commendation, credit, promotion, advanced production (worker) and labor model.Party A’s punishment to Party B is divided into five types: warning, demerit, demotion, dismissal, and expulsion.
The reasons and methods for the above rewards and punishments shall be handled in accordance with the "Employee Handbook".Reward and punishment records are listed as one of the basis for Party A to assess Party B.
Article 12 When Party A's business shrinks or Party B is incompetent for Party A's work, Party A has the right to terminate this contract and notify Party B one month in advance. When the contract is terminated, Party A will pay Party B an additional month's salary.
Article 13 When Party B voluntarily proposes to terminate this contract, it must notify Party A one month in advance. When transferred, Party B must go through the relevant procedures according to the "Employee Handbook", and Party A will not pay an additional month's salary.
Article 14 Party B declares that Party B has already obtained the "Employee Handbook" when signing this contract, and is aware of the full text, and is willing to abide by various regulations.
Article 15 This contract is valid for one year and will automatically become invalid upon expiration.If both parties agree, the contract can be renewed one month before the contract expires.
Article 16 This contract is made in duplicate, and Party A and Party B each hold one copy, and it will come into effect on the date of year, month, and date after being signed by both parties.
Article 17 Party A and Party B agree to use the Municipal Labor Bureau as the first arbitration agency for all disputes arising from the performance of this contract.
Contractor
Party A:
Signing representative: (signature)
Position:
Party B (name): (signature)
identification number:
Account address:
contact method:
V. Letter of Guarantee for Employee Referrals
I hereby introduce Mr. (Ms.) to work. I confirm that the personal resume materials provided by the introduced person are true. If there is any fraud, I will be responsible.As far as I know, the person being introduced is in good health, has a steady job, has good conduct, has no criminal record, and is willing to abide by the rules and regulations of the company. I am willing to be his guarantor.If the introduced person violates the company's rules and regulations, please punish the company according to the rules, and I will never intercede in favor of others.If the introduced person has an economic or legal case during the working period of the company, resulting in the loss of the company's interests, I am willing to take joint and several liabilities and make economic compensation according to the company's relevant regulations. I hereby issue this guarantee letter as proof.
guarantor:
date:
6. Staff registration notice
ladies and gentlemen)
(1) You apply for the position of the company, and after the review result, you decide to hire, please report to the company on the morning of the year, month, day (week) with the following documents and the form attached to the detailed letter.
1. Copy of ID card.
2. Personal resume.
3. Physical examination form.
4. Academic certificate.
5. Letter of Guarantee and Service Volunteer.
6. A 2-inch bust photo.
(2) According to the regulations of the company, new employees must have a trial period for one month, and a monthly salary of RMB is temporarily paid during the trial period.
(3) After registration, the company will give you a pre-employment introduction in a very pleasant atmosphere, including letting you know all the company's personnel systems, benefits, service rules and other precautions, so that you can meet your needs during the company's work. joy.If you have concerns or difficulties, please contact this department.
××× Co., Ltd.
××× Ministry of Enlightenment
7. Service voluntary letter
Limited company:
Now accepting the appointment of your company, I would like to abide by the following terms and serve faithfully.
(1) Abide by the company's rules and obey any orders and instructions of the company.
(2) Strictly keep job secrets.
(3) According to the regulations of the company, one month from the date of starting service is the probationary period, and the formal appointment can only be obtained after passing the assessment during the probationary period.
(4) The company may stop the probation at any time with notice due to unqualified probation, or temporarily resign due to changes in circumstances when the applicable period expires, and is willing to resign immediately without requesting any subsidies.
(5) After the probationary period expires and is formally hired, if you fail to meet the company's operating requirements, you are willing to accept the company's transfer or dismissal unconditionally.
(6) When the company has to lay off employees due to poor economic conditions, slow business, or replacing labor with machines, it is willing to follow the company's notice to dismiss employees in a timely manner, and will never ask for severance or any subsidy.
(7) If there is any damage or loss of the company's equipment and property, willing to follow the company's estimated value and be jointly and severally responsible for the performance of the compensation obligation with the guarantor.
(8) After the person with the service voluntary letter is recruited by the company and starts to serve, if he has to resign for some reason, he is willing to submit a resignation application as soon as possible, and leave the job after receiving the approval letter from the personnel department. Otherwise, he will be punished as off-duty according to the company's regulations.
Service voluntary person: (signature and seal) year, month, day
8. Letter of Appointment
Employment No.
Mr./Ms. is hereby hired as the company's department (title)
from year month day
until year month day
This hire
limited company
General Manager (signature)
Year, month, day
9. Measures for the management of contracted personnel
The basis for the first article is to ensure that the appointment and management of the company's contracted personnel are followed, and it is specially formulated in accordance with the second article of the company's personnel management rules.
Article 2 Scope of employment.
本公司从业人员依“从业人员退休办法”退休或各部门因工作需要，须以聘约方式聘用人员时，得由聘用部门详陈理由，并拟定每月薪津，呈总经理核准以聘任书聘用，并将聘任书副本及聘约人员资料送总管理处总经理室转报董事长。
第三条工作报酬。
聘约人员概不列入本公司编制，除不参加互助、福利委员会及退职酬劳金分配外，服务满当年度者，年终奖金发给二个月（服务不满当年度者，依当年度实际工作月数比例计给），“各项津贴给付办法”所规定的各项津贴、效率奖金分配及其他福利设施的享用均比照本公司从业人员办理。
第四条管理。
聘约人员的考勤、出差、保险及管理，依约定或比照编制内从业人员办理。
第五条终止受聘。
聘约人员因重大事由必须于约定期限前终止受聘时，应于一个月前通知聘用部门。于办妥离职手续后始得终止受聘。
第六条解聘。
聘约人员于聘任期间，如有违反本公司人事管理规则或工作上无法胜任的情形者，聘用部门应呈总经理核准后解聘。并送总管理处总经理室转报董事长。
第七条实施及修改。
本办法经经营决策会通过后实施，修改时亦同。
表6-1 定期聘约人员雇佣核定表
姓名性别出生年月学历专长拟分派工作部门担任
工作工作
期间拟支工资批示
manager:
人事主管：
填表：
表6-2 定期聘约人员雇佣核定表
姓名性别出生日期年月日籍贯省市县学历身份证号码现住址街市路号巷
通讯处街市路号巷
配偶报到日期年月日投保日期年月日保险卡号码雇佣期限工作部门担任工作工资核准增补申请书编号年月日起
至年月日年月日起
至年月日年月日起
十、专业技术人员职位任用办法
第一条目的。
为使专业技术人员职位的任用有所遵循，特依人事管理规则第三十九条规定制定本办法。
第二条职位设定。
1、专业技工：同工务员。
2、专业技术员：同助理工程师。
3、专业技师：同副工程师。
第三条资格。
（一）专业技工。
凡具备下列三项条件者，可晋升为专业技工：
1、担任同种专业技术工作的熟练工人在本职位中有四年考绩甲等以上。
2、参加本企业专业技工检定合格或取得国家乙种相同性质技术检定合格者。
3、经直属科长推荐者。
（二）专业技术员。
凡具备下列三项条件者，可晋升为专业技术员：
1、担任专业技工员或工务员在本职位中有四年考绩甲等以上。
2、参加本企业专业技术员检定合格或取得国家甲种相同性质技术检定合格者。
3、经直属厂处长推荐者。
（三）专业技师。
凡具备下列三项条件者，得晋升为专业技师：
1、担任专业技术员在本职位中有四年考绩甲等以上。
2、参加本企业专业技师检定合格者。
3、经直属经理推荐者。
（四）新进人员具有专精熟练的特殊技术者可比照公司内相同技术及资格的人员核定其职位。
第四条限制。
1、任用专业技术人员职位者，不得同时任用于其他职称。
2、从业人员在年度内受记过的处分而未抵消或上年度考绩在乙等以下者，本年不得晋升。
十一、新进人员任用办法
第一条本办法依据本公司人事管理规则第七条规定订定。
第二条人员的增补。
各部门因工作需要，需增补人员时，以厂处为单位，提出“人员增补申请书”，依可能离职率及工作需要，临时工由各部拟订需要人数及工作日数呈经理核准，女性现场操作人员由各部门定期（视可能变化订定期限）拟订需要人数呈经理核准；其他人员呈总经理核准。并于每月5日前将上月份人员增补资料列表送总管理处总经理室转报董事长。
第三条人员甄选。
主办部门经核准增补人员的甄选，大专以上由总管理处经营发展中心主办，高中以下由各公司（事业部）自办，并以公开登报招考为原则。主办部门核对报名应考人员之资格应详加审查，对不合报考资格或有不拟采用的情况者，应即将报名的书表寄还，并附通知委婉说明未获初审通过之原因。
第四条甄选委员会的组成。
新进人员甄选时应由主办部门筹组甄选委员会办理有关下列事项：
1、考试日期、地点。
2、命题标准及答案。
3、命题、主考、监考及阅卷、人员及工作分配。
4、考试成绩评分标准及审定。
5、其他考试有关事项的处理。
第五条成绩的评分。
新进人员甄选成绩的评分标准分学科、术科、口试三项，其成绩分比例视甄选对象及实际需要由各甄选委员会订定，但口试成绩不得超过总成绩的40%。
第六条录用情形填报。
各甄选主办部门于考试成绩评定后，应将各应考人员成绩及录用情形填报总管理处总经理室。
第七条录取通知。
对于拟录取的人员，主办部门应通知申请部门填写“新进人员试用申请及核定表”，大专毕业以上人员总经理核准，并列表送总管理处总经理室转报董事长。
高中毕业程度以下（除现场女性操作人员及临时人员由经理核准外）人员呈总经理核准后，即通知录取人员报到。备取人员除以书面通知列为备取外，并说明遇有机会得依序通知前来递补。对于未取人员除应将原书表检查归还外，并附通知委婉说明未录取原因。自登报招考至通知前来报到的期间原则上不得超过一个月。
第八条报到应缴文件。
新进人员报到时应填缴人事资料卡、安全资料、保证书、体格检验表、户口本及照片，并应缴验学历证书、退伍证以及其他经历证明文件。
第九条试用。
新进人员均应先行试用40天。试用期间应由各厂处参照其专长及工作需要，分别规定见习程序及训练方式，并指定专人负责指导。
第十条训练计划。
有关新进人员的训练计划规定另订。
第十一条试用期满的考核。
新进人员试用期满后由各该负责指导人员或主管于“新进人员试用申请及核定表”详加考核（大专以上人员应附实习报告），并依第七条规定权限呈核，如确认其适才适所则予以正式任用，如认尚需延长试用得酌予延长，如确属不能胜任或经安全调查有不法情事者即予辞退。
第十二条处分规定。
新进人员于试用期间应遵守本公司一切规定，如有受记过以上处分者，应即辞退。
第十三条试用期间考勤规定。
新进人员于试用期间其考勤规定如下：
1、事假达5天者应即予辞退。
2、病假达7天者应即予辞退或延长其试用期间予以补足。
3、曾有旷职的记录或迟到三次者应即予辞退。
4、公假依所需日数给假，其已试用期间予以保留，假满复职后予以接计。
5、其他假比照人事管理规则第二十一条规定办理。
第十四条停止试用或辞退。
被停止试用或辞退者，仅付试用期间的薪资，不另支任何费用，亦不发给任何证明。
第十五条试用期间的待遇。
试用期间薪资依人事管理规则薪级表标准核支，试用期间年资、考勤、奖惩均予并计。
第十六条实施及修改。
本办法经经营决策委员会通过后实施，修改时亦同。
十二、新进人员任用细则
（一）员额申请：各部门如须增添人员，应将所需员额、条件以及需求期限，填具增用人员通知单呈准后交人事单位依限尽速办理，并设法于半个月内完成为原则。
（二）征招：无论征招或介绍，必须先经人事单位面谈口试合格后，再移申请单位考试或试用，需考试者，应通知人事单位会同办理。
（三）新进人员经人事单位口试或会同考试后应将合格者呈请雇用，经批准后方可通知到职（限月薪人员及技术性员工）。
（四）报到：新进人员报到时应先缴验学历证件及离职证明，并缴交全户户籍复印件，1寸半身照片三张，再填具人事调查基本资料卡一式二份，保证书一份，指模笔迹一份。
（五）考核：新进人员不论其为考取、介绍以及有无工作经验，均须先经试用，并由主管（用人单位）考核一周，合则继续试用，不合者即予辞退。
（六）试用及升正：
1.试用开始，职员先由所属单位主管引谒上级主管及介绍本单位同仁。
2.试用期间月薪者定为40天，日薪者定为10天，升正时间定为每月一日，凡试用（月薪）期满认为成绩合格者即于次月一日统一办理升正，其成绩较差者，可视情形延长试用，最多以四个月为限，日薪者最多以40天为限，不理想者，即予淘汰。其升正的计算如下例：3月2日到职，如果二个月升正则应于5月1日办升正手续，（日薪者亦依此办理）。
3.试用人员升正，必先经安全调查无问题方可，因安全调查延迁，凡已升正者如安全有问题者，即通知离职，不予录用。
（七）核薪：
1.核薪程序参照薪资表实施细则第十条规定办理。
2.员工经试用后于每月10日及25日统一办理核薪手续，其于核薪前离职者按其职等的最低试用薪计给。
3.采薪资保密制，薪资核定经人事单位登记后直接送财务部主管。
（八）员工升正后应即与公司签订合约，凡未签约者，其薪资仍按试用计算，并须遵守下列原则：
1.员工升正于合约签订日期生效。
2.员工升正合约签订后，服务未满一年，而故意旷职（工）离去，视为自请辞职，并以违背聘雇合约第一条论。
（九）临时雇用人员另订办法。
（十）本细则实施后无论升正员工的合约已签未签双方均应以此为据。
（十一）本细则由经理级会议研讨通过并呈总经理核准后实施，如有未尽事宜得随时呈请修正。
十三、报酬待遇管理规定
第一条为保障员工的合法利益，贯彻多劳多得、奖勤罚惰原则，特制定本规定。
第二条本规定所指各种报酬待遇仅适用于正式聘用员工，短期聘用员工待遇由合同书确定。
第三条凡在本公司就业的正式聘用员工可享受下述四类报酬待遇：工资类、津贴类、奖励类和福利类。
（一）工资类包括：
1.基本工资。
2.工龄工资。
3.浮动工资。
4.年终双薪。
（二）津贴类包括：
1.职务补贴。
2.物价补贴。
3.住房补贴。
4.加班补贴。
（三）奖励类包括：
1.创汇奖。
2.全勤奖。
3.年终奖。
4.年终先进个人奖。
（四）福利类包括：
1.夏季饮料费。
2.劳保费。
3.节日补助。
4.医疗费。
5.独生子女费。
6.子女教育费。
7.煤气补助。
8.丧葬补助。
第四条各类报酬待遇的标准如下：
（一）工资类
1.基本工资分成四类十等（附表略）。
2.工龄工资以服务公司的时间计算，每月一年5元。
3.浮动工资，由公司拿出相当全部员工基本工资15%的奖金，作为浮动工资（其分配原则另定）。
4.年终双薪，每年12月对在本公司干满一年以上的员工发双薪。
（二）津贴类
1.职务补贴：分成六级（附表略）。
2.物价补贴：根据物价上涨浮动确定，