Chapter 10 Chapter Ten Personnel Changes and Adjustments

In the process of human resource management, things like transfer, resignation, promotion, appointment and removal of personnel often occur.These tasks require a reasonable workflow in order to meet the requirements of standardized management of enterprises. 1. Dismissal and Precautions Dismissal refers to the method of terminating the labor contract first proposed by the employer.The termination of the labor contract should be carried out in accordance with the relevant laws of the country. To dismiss a person, firstly, each department fills out the "Employee Resignation Notice", the head of the department signs it, submits it to the human resources management department, and informs the employee to leave the company.Dismissal considerations include:

(1) Careful consideration should be given before making a decision to dismiss an employee.It is necessary to ensure that there are sufficient reasons for the dismissal decision, analyze the possible consequences of the dismissal behavior, and prepare the necessary countermeasures in advance. (2) The dismissed shall be allowed to appeal in accordance with the law, and shall be mediated by the enterprise labor dispute mediation committee in accordance with the law. (3) Fully communicate with employees to let them know what behaviors may lead to dismissal; after dismissal, not only must communicate with the dismissed in a timely manner and try to obtain their cooperation, but also communicate with other employees and explain to them the dismissal Get their understanding and support.

(4) Those who want to be dismissed can be transferred within the company first, and if they cannot be transferred, they will be dismissed to prevent brain drain. Two, resign When an employee resigns, he or she first submits a resignation application, which is signed by the head of the department and then reported to the HR department. The HR department proposes a solution based on the employee's request and the opinion of the head of the department, and submits it to the company head for approval.After approval, employees go through various formalities based on the resignation procedures list issued by the human resources management department.

(1) Reasons for resignation 1.The wages and benefits provided by this enterprise organization are not competitive. 2.Employees can't see opportunities for promotion in their own company, so they have to seek development in other companies. 3.Conflicts in interpersonal relationships. 4.corporate culture issues.Employees may also resign if they feel that the corporate culture of their organization is not conducive to their personal development. 5.sense of injustice.If employees feel that they have not been treated fairly in the company, it will reduce their trust in the company's leaders, reduce their sense of identity and belonging to the company, and even lead to resignation in severe cases.

6.Lack of job security.The development prospects of the enterprise itself have a direct impact on the career development of employees. If an enterprise does not show employees a clear development blueprint and the feasibility of realizing this blueprint, employees may doubt the survival and development of the enterprise.Once employees lose confidence in the company's prospects, they will feel that their jobs are not guaranteed, and they will have the idea of ​​resigning. 7.Work is too stressful. 8.Issues in the employee's personal life. (2) Matters needing attention in resignation management

1.It is necessary to investigate clearly the reasons for the employee's resignation and deal with them accordingly. 2.Pay attention to the ideological work of employees, and minimize the resignation of key personnel and management. 3. Dismissal and resignation procedures resignation procedure dismissal procedure 1 letter of resignation (employee) 1 dismissal report (head of department) 2 Receive letter of resignation (department manager/deputy manager and above) 2 Discussion/Approval 3 Approval 3 Issue the dismissal letter (general manager or store manager) 4Clear resignation matters (employees/related departments)

4 Clearing up dismissal matters (employees/related departments) 5Preparation of materials / checkout (Human Resources Department) 5Preparation of materials / checkout (Human Resources Department) 6Issue the resignation certificate (general manager or store manager) 6 dismissal (employee) 7 leave (employee) 1. Promotion Promotion is the movement of an employee to a higher position in an organization.After employees are promoted, they will have greater power and get more remuneration. At the same time, they will also assume greater responsibilities and face greater challenges. (1) Matters needing attention in promotion decision-making

1.A clear and specific promotion policy should be formulated in advance, specifying the procedures and methods of promotion, and the content of these policies should be announced to relevant employees. 2.All qualified employees should be considered candidates for promotion to ensure a fair chance of competition. 3.Strictly follow promotion standards and procedures, and screen candidates based on standardized and credible information, instead of appointing promotions based on the leader's personal likes and dislikes or subjective impressions. 4.To increase employees' democratic participation in promotion decisions.

5.Before making a promotion decision, you should fully communicate with the relevant candidates to understand their career development plans and attitudes towards promotion, and do not force employees to change the career direction they love. 6.After making a promotion decision, you should communicate with the candidates who have not been promoted in a timely manner, explain the promotion-related matters to them, strive for their understanding and cooperation, and minimize the possible negative impact of the promotion decision. (2) Factors affecting employee promotion 1.Ability to work—whether the employee has shown strong ability to work in the original position; whether he has the knowledge level and work skills required by the new job position.

2.Past work experience, qualifications and job performance. 3.Complete the relevant training courses required for the position. 4.Work responsibility, etc. 5.Has good adaptability and potential. (3) Promotion procedure 1.According to the organizational policy, the personnel department coordinates the list of promotion suggestions put forward by the heads of various departments according to the assessment method within the specified period every year, and submits them to the superior for approval. 2.All approved promotion personnel will be announced by the personnel department in a personnel bulletin, and those who have been promoted will be notified individually in written form.

Two, transfer Transfer is the horizontal movement of employees within an organization. It can be a move between different positions at the same level (that is, the above-mentioned job rotation), or it can be a change of work location while maintaining the same position. (1) Reasons for transfer Transfer can be regarded as a work arrangement of the organization, first proposed by the organization, or as a work expectation of the employees, first proposed by the employees.The main reasons for the transfer are as follows: 1.In order to meet the needs of organizational restructuring.Sometimes, for its own development or in response to changes in the external environment, the organization will adjust the organizational structure, set up some new departments, and cancel some old departments. Correspondingly, internal transfers of relevant employees are required. 2.In order to ensure the smooth flow of the main promotion channels.Due to the limited opportunities for promotion, some employees who perform well but cannot be promoted for some reason will block the promotion channels and affect the career development of high-quality employees under their positions. In order to allow these high-quality employees to be promoted smoothly , an organization may switch employees who are clogging the promotion pipeline. 3.In order to meet the individual wishes of employees.Sometimes, due to personal reasons, such as relocation of family residence, traffic problems to and from get off work, etc., employees want to change their workplace without leaving the organization; sometimes, employees may also want to change because of their hobbies Another position, at this time they will all apply for transfer. 4.To alleviate interpersonal conflicts.If two employees with very close work relationships cannot get along harmoniously, their interpersonal conflicts will inevitably have a negative impact on their work.One way to resolve such conflicts is to remove one or both parties from their original jobs. 5.In order to provide employees with opportunities to learn various skills.Some employees who hope to be promoted will actively seek opportunities for horizontal transfers, learn new skills in different positions, accumulate work experience, and prepare for their career development.Some organizations also intentionally rotate highly capable employees so that they accumulate job qualifications so that they can be promoted to higher positions when appropriate. (2) Matters needing attention in transfer 1.It is necessary to carefully analyze the impact of the transfer on the organization and the personal interests of the employees, and take into account the interests of both as much as possible. 2.Clear transfer policies and procedures shall be established, including transfer application methods, approval procedures, work handover methods and requirements, and transfer fee arrangements. 3. Demotion Demotion is the opposite of promotion, and it is the process of transferring an employee to a position lower than his or her original position.In general, demotion is an unfortunate event for employees, which means a reduction in wages, lower status, and setbacks in career development; it may hurt employees' self-esteem, emotional blows, work enthusiasm and work efficiency may also be reduced; It can also lead to angry employees who behave against the organization.Therefore, managers must be very cautious when making demotion decisions. (1) Reasons for demotion 1.It may be a disciplinary measure whereby an organization punishes employees who have seriously violated rules and regulations by demotion. 2.It can also be the result of employee dereliction or poor performance, that is, the organization has to reassign those employees who are unable to perform their jobs or who have caused losses to the organization due to major mistakes to less demanding positions. 3.It may be due to the employee's own health reasons or changes in work intentions that he is no longer suitable to work in the original position and changes to a low-level position with a lighter workload. 4.It can also be the result of organizational layoffs or downsizing of organizational hierarchy.In this case, some senior positions are eliminated, but the organization still wants to retain high-quality employees, so they are placed in lower-level positions.As compensation, organizations often keep these people's original salary and benefits package. (2) Matters needing attention when adopting demotion 1.The demotion decision should follow a set of reasonable procedures, and the factual materials that can fully support the demotion decision should be obtained first, so as to be well-founded.Employees should not be demoted based on the personal likes and dislikes of business leaders. 2.The intention and specific reasons for the demotion should be communicated to the demoted employee, allowing them to raise different opinions and communicate with them calmly and fully. 3.After announcing the demotion decision, we should take into account the emotional reactions of the demoted employees, strive to maintain their self-esteem, and when necessary, patiently and meticulously persuade and persuade them. The employee's job transfer is firstly submitted by the employee himself, and then reported to the personnel department after being signed by the department head.After approval, the employee shall go through various formalities with the list of procedures that the resigned personnel should go through. 1. Matters needing attention in personnel transfer (1) When personnel are transferred out of the enterprise, various formalities must be strictly handled, on the one hand to ensure the normal operation of the enterprise's production and operation activities, and on the other hand to avoid unnecessary losses to the enterprise. (2) Arrange relevant personnel in a timely manner, continue to mobilize personnel to work, and ensure the smooth progress of the work. 2. Personnel Transfer Procedure (1) Obtain and fill in the "Approval Form for Transferring Personnel" from the Human Resources Department. (2) Signature and seal of the transferring unit and the competent department. (3) Persons transferred from outside urban areas need to provide the following materials: 1.realistic performance. 2.The transfer department at the location where the transfer is made agrees to the transfer letter. 3.Original and copy of education background, professional title, ID card. 4.Proof of household registration relationship of transferred personnel. 5.Proof of family planning. 6.Recent physical examination certificate from a hospital above the county level. 7.Certificate of household registration of accompanying persons. (4) After passing the examination, the talent service center will send a letter to transfer files. (5) Pay the handling fee at the Finance Office. (6) Transfer files at the location of the transferred personnel. (7) After reviewing the files, the transferees should fill in the "Registration Form for Transferred Personnel". (8) Issue a "Residence Notice" and go to the public security household administration department to apply for a residence registration permit. (9) The talent service center issues a transfer order to transfer in formally. (10) Transfer the administrative and salary introduction letter to the transferred unit or competent department. Schedule 1 Resignation Application Form Staff No.: Date of Form Filling: Name Unit Educational Position Arrival Date Contract Expiration Date Reservation Resignation Date Resignation Type: □Resignation □Resignation □Contract Expiration 1. Reason for your resignation: □Low salary □Bad benefits □Promotion opportunities □Working environment □Long working hours □Unable to adapt to shift work □Interpersonal relationship □Going to school for further study □Health factors □Unable to transfer personnel relationship □Family factors □Inconvenient transportation □Others 2. Your suggestion to the current service unit: 3. Your suggestion to the company: Interview Record: Interviewer: General Manager Business Unit Management Team General Manager The head of the company's management department is directly in charge of the general manager of the group, the executive director of the group, and the management department of the group headquarters. Remarks: This form shall be approved step by step according to the approval authority. Resigned employee→direct supervisor→department supervisor→company management department→company general manager→business management group→business department general manager→group headquarters management department→group executive director→group general manager Schedule 2 Employee Resignation Notice Service unit title, name, date of arrival, date of departure, date of departure, date of salary, reason for resignation, automatic passive, weak and sick, military service, dismissal, and dismissal because of 〖5〗probationary failure, other items returned or deductible The amount to be deducted and the items to be done have been recovered or the recipient or manager of the amount to be deducted Continuation The service unit has handed over and clarified the outstanding matters, which have been clarified. The general affairs unit has clothing, food, welfare, loan, furniture or stationery, and other deductions. Personnel unit: Unit supervisor: Resigned person: Year, month, day Attached Form 3 List of Procedures for Resigned Personnel year month day Name, Department, Position, Program, Undertaker, Matters to be Deducted, Handler 1. Human Resources Department 1 salary settlement 2 Take back the employee identification card 3 Liquidation of benefit accounts 2. Department 1 appointed agent 2 handover work 3. Comprehensive office 1 Clean up odd tools and materials 2 Archival documents recovered 4. Finance Department 1 salary 2 Payment should be deducted 5. The reference room cleans up borrowed books and materials Remark: Instructions from the general manager: Signature: year month day Continuation Signature of the resigned person: Year, Month, Day Schedule 4 Resignation Application Form Applicant's name, position, department head, date of resignation, date of joining the company, reason for resignation Signature of superior supervisor's opinion: Signature of HR supervisor: Signature of HR director opinion: Schedule 5 Employee Dismissal (Resignation) Notice Filling date Name, Department, Position, Arrival Date, Year, Month, Day, Date of Resignation, Date, Year, Month, Day, Salary, Reason for Dismissal (Resignation) Signature of superior supervisor's opinion: Signature of HR supervisor: Signature of the Vice President of Human Resources: Note: This notice is in triplicate, one for the individual, one for the supervisor, and one for the HR department. Attached Form 6 Personnel Change Application Form Name: Employee Number: Gender: Date of Birth: Serial Number: Application Items (e.g. Hiring, Promotion, Transfer, Resignation, etc.): Application Date: Expected Effective Date: Since Job Title: Salary Scale and Salary: Service Department: Department Code: To Job Title: Salary Scale and Salary: service department: Department code: (if employing personnel, please fill in this column) Required number of people: Shift: Job proposed: Qualification requirements: Age: Education level: Gender: Experience or special skills: Other: signature of Applicant: Phone Number: Approver (Department Manager): Signature: Position: Applicant Applicants for assistance personnel required by the unit Reason for Assistance Dates from 1/2/2019 to 1/2/2020 to assist staff work Schedule 7 Personnel Transfer Application Form apply for transfer The name of the personnel transferred by the unit, the date of transfer, the date of transfer, the reason for the transfer to the unit Appraisal of the unit supervisor on the transfer Opinion of personnel unit