Human resources department management system template collection

Chapter 11 Recruitment Management (4)
([-]) Party B shall strictly abide by the national and local laws and regulations, abide by the rules and regulations formulated by Party A and post discipline, and obey the leadership and management of Party A.

([-]) If Party B violates the rules and regulations and post discipline, Party A will have the right to give criticism and education, and give appropriate punishment according to relevant regulations.

[-]. Working conditions

([-]) Party A is responsible for the material and technical support required by Party B to perform its duties, providing necessary working conditions and effective labor safety and health protection measures.Party A shall inform Party B of the job conditions offered to Party B in writing.

([-]) Party A must strictly implement the relevant national regulations on working hours and holidays for employees, and implement Party B’s compliance with
(Continued)
A working day system in line with the characteristics of the profession.

([-]) Party A shall arrange training for Party B in terms of professional ethics, professional skills, business knowledge, production safety and rules and regulations according to work needs.

[-]. Salary benefits and social insurance benefits
([-]) Party A shall pay Party B's remuneration and treatment in full and on time in the form of currency in accordance with national policies, relevant regulations of the unit, the position held by Party B, and Party B's work performance, work achievements and contributions.The composition and standard of Party B's remuneration are as follows:

([-]) Party B's salary adjustment, bonuses, subsidies and salary payment under special circumstances must be implemented in accordance with national policies and relevant regulations of the unit.

([-]) Party B enjoys various welfare treatments stipulated by the state and the unit.For the rights and interests not covered in this contract, Party B's work-related or non-work-related disability, illness and death during the contract period shall be implemented in accordance with national policies and relevant regulations of the unit.

([-]) For units participating in social insurance, Party A will pay unemployment insurance, medical insurance, endowment insurance and other social insurance for Party B on schedule in accordance with relevant national and local regulations.Party A may withhold the part of Party B's personal payment from Party B's salary, go through relevant procedures uniformly, and notify Party B in writing in a timely manner.

[-]. Changes to the Employment Contract
([-]) The corresponding content of this contract can only be changed if both parties reach a consensus through consultation.

([-]) When the laws, regulations, rules and policies on which this contract is based change, the relevant content of this contract must be changed according to law.

([-]) If the contract really needs to be changed, Party A and Party B shall sign the "Employment Contract Change Letter" in accordance with the prescribed procedures, and determine the content of the change in written form.

([-]) If Party B’s annual assessment or employment period assessment fails, Party A may adjust Party B’s position or arrange for Party B to adjust his position after leaving the post to receive training, issue a “Position Adjustment Notice” to Party B, and make corresponding adjustments to this contract. change.

[-]. Termination of Employment Contract
([-]) Party A and Party B can terminate this contract if they reach a consensus through consultation.

([-]) Party A may unilaterally terminate this contract at any time under any of the following circumstances:
(1) Continuous absenteeism exceeds 10 working days or cumulative absenteeism exceeds 20 working days within a year.

(2) Going abroad without the approval of Party A or not returning after going abroad.

(3) Violating work regulations or operating procedures, causing liability accidents, or causing serious consequences due to dereliction of duty or dereliction of duty.

(4) Seriously disrupting the work order, causing Party A or other units to fail to work normally.

(5) Sentenced to criminal detention, fixed-term imprisonment with probation, or a penalty of fixed-term imprisonment or above, or sent to reeducation through labor.

During the probation period, if it is proved that it does not meet the requirements of the position and does not agree to the position adjustment, Party A can also unilaterally terminate this contract at any time.

(30) In any of the following circumstances, Party A may unilaterally terminate this contract, but shall notify Party B in writing [-] days in advance:

(Continued)
(1) Party B suffers from illness or non-work-related injury, and after the medical treatment period expires, he is still unable to engage in the original job or other jobs arranged by Party A.

(2) Party B fails the annual assessment or employment period assessment, and does not agree to Party A's job adjustment, or agrees to the job adjustment, but still fails the assessment after arriving at the new position.

([-]) Party A shall not terminate this contract under any of the following circumstances:
(1) Party B is sick or injured and within the prescribed medical treatment period.

(2) Female employees during pregnancy, childbirth and lactation.

(3) Injured due to work, and after the treatment is completed, the labor ability appraisal agency evaluates as 14-level incapacity.

(4) Suffering from occupational diseases and major diseases or mental illnesses that cannot be cured under existing medical conditions.

(5) Party B is undergoing disciplinary review but has not yet reached a conclusion.

(6) Under other circumstances that the state stipulates that the contract cannot be terminated.

([-]) In any of the following circumstances, Party B may unilaterally terminate this contract at any time:
(1) Those who are still in the probationary period.

(2) Those admitted to regular colleges and universities.

(3) Those hired or transferred as civil servants.

(4) Performing military service according to law.

In addition to the above circumstances, if Party B proposes to terminate this contract but fails to reach an agreement with Party A, Party B shall continue to work and continue to perform this contract; This contract may be terminated unilaterally.

([-]) If the objective conditions on which this contract is based have undergone major changes, resulting in the inability to perform the contract, and if both parties fail to reach an agreement to modify the contract through negotiation, both parties may unilaterally terminate this contract.

([-]) In any of the following situations, Party A shall give Party B economic compensation according to the working years of Party B in the unit:
(1) Party A proposes to terminate the contract, and Party B agrees to terminate the contract.

(2) Party B is sick or injured due to non-work, and after the medical period expires, he is still unable to engage in the original job or other jobs arranged by Party A, and Party A unilaterally terminates this contract.

(3) If Party B fails the annual assessment or the employment period assessment, and does not agree to Party A’s job adjustment, or agrees to the job adjustment, but still fails the assessment after arriving at the new position, Party A unilaterally terminates the contract.

The economic compensation shall be based on Party B's salary of one month's average monthly salary in the previous year for each year of working in Party A; if the average monthly salary is more than three times the local average monthly salary, it shall be calculated as three times the local average monthly salary.

(3) After the contract is terminated, Party A shall issue a "Certificate of Termination of Employment Contract" to Party B and complete relevant procedures for it.Party A and Party B shall complete the transfer procedures of personnel files within [-] months.Party A shall not withhold Party B's personnel files under any pretext, and Party B shall not fail to handle file transfer procedures without reason.If the specified economic compensation conditions are met, Party A shall give Party B corresponding economic compensation in accordance with relevant national and local regulations.

([-]) If Party B works in a secret-related position, the termination of this contract shall comply with the relevant state regulations on the management of secret-related personnel.

(Continued)
[-]. Termination of Employment Contract
([-]) This contract shall be terminated under any of the following circumstances:
(1) The contract period has expired.

(2) The conditions for the termination of the contract agreed by both parties appear.

(3) Party B retires or resigns according to relevant national regulations.

(4) Party B dies or is declared dead by the court.

(5) Party A is canceled, revoked or dissolved according to law.

([-]) After the employment contract is terminated, Party A shall issue a "Certificate of Termination of Employment Contract" to Party B and complete relevant procedures for it.

[-]. Renewal of Employment Contract
Before the expiration of this contract, Party A and Party B can follow the prescribed procedures to handle the renewal of the employment contract, and the renewal of the employment contract should be handled within 30 days before the expiration of the employment contract.The term and work content of the renewed employment contract shall be customized by both parties through consultation, and the "Employment Contract Renewal Letter" shall be signed.If the employment contract expires, if the formalities for terminating the employment contract are not completed and there is an actual employment relationship, it will be regarded as a continuation of the employment contract. The term of the continuation of the employment contract is the same as the original contract period, but shall not exceed the number of years before Party B reaches the retirement age.

[-]. Responsibility for breach of employment contract
([-]) Party A's liability for breach of contract

(1) Party A shall pay compensation to Party B under any of the following circumstances:
① Withholding or delaying Party B's salary without reason.

② Failure to pay compensation to Party B in accordance with relevant regulations after the termination of this contract.The payment standard of compensation is:

(2) If Party B suffers losses due to Party A's breach of this contract, Party A shall compensate Party B according to Party B's actual losses.If Party A violates the provisions of this contract and causes Party B to suspend the performance of the contract, it shall continue to perform the contract and compensate Party B for its economic losses during the suspension of the contract.

([-]) Party B's liability for breach of contract

(1) If Party B proposes to terminate the contract after the original service period has not expired after the training funded by Party A, Party B shall pay Party A the training fee, the standard is:

(2) If Party B violates the provisions of this contract and causes or allows others to use Party A's intellectual property rights and technical secrets, it shall bear legal responsibility.

(3) If Party A suffers losses due to Party B’s violation of this contract, Party B shall compensate Party A according to Party A’s actual losses.If Party B violates the provisions of this contract, causing Party A to suspend the performance of the contract, it shall continue to perform the contract and at the same time compensate Party A for its economic losses during the suspension of the contract.

([-]) Other liability clauses for breach of contract agreed by both parties
(1)

(Continued)
(2)

[-]. Other matters agreed by both parties
(One)

(two)

[-]. Dispute handling

Disputes arising from the performance of the employment contract between Party A and Party B shall be resolved through negotiation between the parties.The parties may also apply for arbitration to the competent personnel dispute arbitration committee within 60 days from the occurrence of the dispute; if they are dissatisfied with the arbitration award, they may file a complaint with the basic people's court in the place where Party A is located or where the employment contract is performed within 15 days after receiving the arbitration award. litigation.If one party fails to file a lawsuit or perform the arbitral award within the statutory period, the other party may apply to the people's court for enforcement.

[-]. Supplementary Provisions

(1) Party A has the right to formulate its own rules and regulations in accordance with national and local laws and regulations and relevant policies, and announce or inform Party B in an appropriate manner as the basis for the performance of this contract.Party B shall clarify and strictly abide by the rules and regulations of the unit.

(2) This contract is in triplicate, the employing unit and the employee each hold one copy, and another copy is stored in the personal file of the employee.

Party A (signature) Party B (signature)
Legal representative or date

Authorized agent (signature and seal) date
Recruitment copywriting
The copywriting about recruitment listed below is for readers to read and refer to.

×× company recruitment plan

×× company recruitment plan

Executive department file number
Approver Approval Date
(Continued)
[-]. Recruitment objectives (personnel needs):

Job Title Personnel Requirement Quantity

Qualifications
3 software testing engineers under the age of 35, with more than 3 years of relevant work experience, bachelor degree or above

5 business representatives have more than 1 year of relevant work experience, bachelor degree or above

1 person at the front desk is under 30 years old, over 162cm in height, female, college degree or above
[-]. Information release time and channels
(1) ×× reported on March 3

(2) ×× recruitment website March 3

[-]. List of recruitment team members

Team leader: Wang XX (manager of human resources department) is fully responsible for recruitment activities

Member: Han ×× (Salary Specialist of Human Resources Department) is responsible for receiving applicants and sorting out application materials

Li ×× (Recruitment Specialist of Human Resources Department) is responsible for posting recruitment information, arranging interviews and written tests

[-]. Selection plan and schedule

(1) Software test engineer
Data primary selection test manager as of March 3

Preliminary test (interview) Test manager March 3

Re-examination (written examination) The proposition group of the testing department March 3

(2) Business representative

Data primary selection of business manager as of March 3

Preliminary test (interview) Business Manager March 3

Re-examination (interview) Vice President of the Ministry of Commerce March 3

(3) front desk

(End of this chapter)