Human resources department management system template collection

Chapter 12 Recruitment Management (5)
Information on the primary election of the manager of the administrative department as of March 3

Interview with the manager of the administrative department on March 3

[-]. The starting time of new employees:
Expected around April 4st

[-]. Recruitment budget

(1) ×× Daily Advertisement Publishing Fee 4000 Yuan

(2) 800 yuan for publishing information on ×× recruitment website

Total: 4800 yuan

(Continued)
[-]. Recruitment schedule
February 2: Draft job advertisement
February 2 to February 21: layout design for job advertisements

February 2: Contact newspapers and websites

March 3: Advertisement in newspapers and websites

March 3st to March 1th: sorting and screening of application materials

March 3: Candidates will be notified for an interview

March 3: Conduct interviews
March 3: Written test for software test engineer (retest), business representative interview (retest)

March 3: Notify those who pass the re-examination to join the job

April 4: New employee induction

Human Resources Department

Nov. 2011, 2

×× Company Recruitment Brochure

×× Company Recruitment Brochure

Executive department file number
Approver Approval Date
Company profile (omitted)
In order to promote the company's business development, ×× company will openly recruit 9 employees from the public.The relevant matters are hereby announced as follows:
[-]. Recruitment conditions

(1) Law-abiding and good conduct
(2) Bachelor degree or above, major in XX, XX

(3) Meet the specific requirements of the recruitment position and be in good health

(4) Meet other conditions stipulated in the recruitment brochure
[-]. Recruitment positions and number of people (see attachment for details)
[-]. Recruitment treatment

Monthly salary of ×× position ×××× to ×××× RMB

Monthly salary of ×× position ×××× to ×××× RMB

(slightly)

[-]. Recruitment procedures

This recruitment is based on the principle of "voluntary registration, fair competition, and merit-based employment", and the examination and assessment are combined.

(Continued)
(1) Registration

凡自愿并符合招聘条件者，请于××××年××月××日至××××年××月××日到××路××号××公司报名。报名时间为每日上午8：30至11：30，下午14：00至17：00。

Materials to be brought for registration: ID card, graduation certificate (fresh graduates are required to provide a two-way employment recommendation form), proof of work experience, and two recent two-inch color photos without hats and bottoms.Applicants from other provinces and cities who cannot register directly for some reason can entrust others to register on their behalf, but must provide the original ID card of the client at the same time.

Candidates can understand the recruitment requirements through the company's website, and send resumes and related materials to the company's designated mailbox through the Internet.

(2) interview

The interview time is from XX day to XX day from XX month, and the location is the lobby on the 1st floor of XX company.

(3) Physical examination
According to the ratio of 1:1 ratio of the number of recruits to be recruited for the recruitment position, the personnel who will participate in the physical examination will be determined from high scores to low scores.If there is a vacancy due to the unqualified physical examination, it can be filled in order from high to low scores among the applicants for the same position.

(4) Investigation (background investigation)
Those who pass the inspection are determined to be employed, and those who fail the inspection (those who falsify their background and academic qualifications will be disqualified from hiring) have vacancies, and they can be filled in order from high scores to low scores among the applicants for the same position.

(5) Employment

The company will sign an employment contract with the recruiter, and the probation period is 13 months (the probation period for fresh graduates is 6 months). During the probation period, the recruiter can enjoy the probationary salary according to the company's regulations.

After the probationary period expires, the company will handle formal employment procedures for the employees who pass the assessment after the probationary period; if the probation fails, the company will terminate the employment contract with them.

[-]. Recruitment policy consultation

Recruitment consultation telephone: ××××××××

Contacts: Mr. Wen, Ms. Wang
Contact number: ××××××××

annex:

List of recruitment positions, number of people and conditions (omitted)

Recruitment example
Taking two companies as examples, the recruitment plan and competition plan are listed for readers' reference.

×× company's 2011 campus on-site recruitment plan

×× company's 2011 campus on-site recruitment plan

Executive department file number
Approver Approval Date
Company profile (omitted)
Overview of the company's business scope and performance (omitted)
The company has a cooperative and innovative team work atmosphere, a people-oriented staff education and training system, and a highly competitive salary and welfare system.The company provides a broad development space for employees, and builds a stage for every joining talent to display their talents.Sincerely welcome outstanding talents who are enterprising, pursuing excellence, full of passion and potential to join us.

The campus recruitment in 2011 has been officially launched, and we hope that outstanding graduates who love transportation and are willing to join XX Company will sign up enthusiastically.

Now recruiting outstanding graduates of 2011

No. Major/Department Recruitment Number Educational Requirements Explanation
1 Traffic planning 35 undergraduate course and above direction: urban expressway planning
2 road 912 master's degree and above include: road design and testing

3Bridge 810 master degree and above include: bridge design and inspection

4. Port channel 15 master degree and above include: port and shipping design, testing and scientific research
……

Job Requirements:

Professional counterparts, excellent grades, solid professional foundation.

Dedicated, strong sense of responsibility.

Candidates with scientific research achievements or related work experience are preferred.

How to apply:

Send copies of your resume, transcripts, scientific research achievements, award certificates, English and computer certificates, etc. to the Human Resources Department, No. ×× Road, ××, ×× City, ×× Province, postcode ××××××;
Or send it to the special recruitment mailbox designated by the company: ××××@×××com.

×× internal competition plan for department heads

×× internal competition plan for department heads

Executive department file number
Approver Approval Date
In order to adapt to the company's development strategy and establish a mechanism in which cadres can go up and down, promote the company's personnel system reform, and improve the overall quality of the company's management, it is proposed to adopt open competition for some positions in the company.

[-]. Competitive positions and number of people:

(1) Deputy Manager of Human Resources Department, 1 person.

(2) Deputy Manager of Engineering Management Department, 1 person.

(3) Deputy Manager of Purchasing Department, 1 person.

(4) One deputy director of the office.

(5) Deputy Manager of Marketing and Technology Department, 1 person.

(6) One deputy manager of the asset management branch.

Second, the basic conditions for competition:

(1) Be honest and upright, bear hardships and stand hard work, be willing to contribute, and have a strong sense of responsibility.

(2) Have more than 3 years of relevant work experience, be familiar with the business of the competitive position, have certain professional knowledge and application ability, and have good coordination and management ability.

(3) In good health, under the age of 45, male or female, with a college degree or above or a junior professional title or above.For those with outstanding abilities, the requirements for academic qualifications and professional titles can be appropriately relaxed upon approval by the company.

[-]. Responsibilities and job requirements for competitive positions:

(1) Responsibilities of Deputy Manager of Human Resources Department

①According to the company's development strategy, responsible for the preparation of human resources planning, staff technical training, cadre management training, professional training and other educational training arrangements and organizations.

②Responsible for the establishment of the company's organization, the establishment of posts, staffing plans and job descriptions.

③Responsible for the personnel management of various personnel and the organization, appointment and personnel file management of professional and technical personnel's professional title review.

④Manage the company's internal labor service center and organize and manage various affairs of the construction personnel.

⑤ Formulate salary and welfare policies and post performance appraisal methods, and regularly preside over employee performance appraisal and rewards and punishments.

⑥Responsible for social insurance and labor protection.

⑦Responsible for relevant personnel, labor and capital statistics and analysis, and provide basis for management personnel's decision-making.

⑧Responsible for participating in the investigation and analysis of the handling of major casualty accidents of employees and the assessment of disability levels.

(2) Qualifications for Deputy Manager of Human Resources Department

① Formal member of the Communist Party of China.

②Education background: Bachelor degree or above in human resources, psychology, business management or related majors.

(Continued)
③Experience: More than 5 years of work experience, and more than 3 years of work experience in human resource management.

④Professional knowledge: Human resource management professional knowledge has a solid foundation, and is familiar with other enterprise management knowledge.

⑤ Ability and skills: Strong management ability, communication and coordination ability and conflict resolution ability.

(Omitted below)
After the implementation of the new labor law, recruitment demand management not only involves the management of organizational systems and salary costs, but also involves the overall prevention and control of employment risks.Special attention should be paid to the following matters when going through the entry procedures, so as to effectively avoid the employment risks of enterprises.

(1) Sign the labor contract and related agreements on the day of employment, including: labor contract, confidentiality agreement, non-compete agreement and training agreement, etc.

(2) Sign for the employee handbook, job description and other documents on the day of employment.

(3) The employee must ask for a certificate of resignation from the employee. If necessary, the employee can also fill in the "Entry Commitment Letter", promising to have terminated the labor relationship with the former employer.

(4) Investigate whether new employees have signed a confidentiality agreement or non-competition agreement with their former employer.

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It is an important responsibility of the recruitment director and specialist of the human resources department to control the employment risk when the enterprise recruits.For employees who meet the requirements of the enterprise, when deciding to hire them, they should pay attention to the legality of the operating procedures and effectively prevent risks.In law, the "Admission Notice" is only regarded as an invitation, but it can also directly constitute an offer.The main basis for distinguishing whether an "Admission Notice" constitutes an offer is whether the "Admission Notice" has recorded substantive terms.If the "Admission Notice" has the necessary clauses of the labor contract, and the applicant signs the receipt, the labor relationship will be established, and the "Admission Notice" will also have the nature of a labor contract.

The entry procedures may seem simple, but it is the link with the most legal risks.In particular, whether new recruits fill out the "Application Form for Employment" or the "Employee Information Form". The "Application Form for Employment" indicates that the information
It is filled out by the employee before joining the company. If the information is false, the company can terminate the labor contract; and the "Employee Information Form" is a basic information form that the company asks the employee to fill in after the company has formally hired the employee. There is no legal basis for rescinding the labor contract.In addition, for new employees, they should sign labor contracts with them on the day of entry.Even if the materials have not yet been submitted, risks can be avoided by asking them to make a promise in the labor contract or making the submission of materials during the probation period a condition of employment.

Many small and medium-sized enterprises do not attach importance to the establishment of employee files, but from a legal point of view, employee files are important evidence for recording basic information of employees, signing and changing labor contracts, etc. The "Labor Contract Law" also requires enterprises to keep important agreement texts such as labor contracts for more than two years.From the perspective of standardized management, the establishment of employee files can help the human resources department to clearly sort out various rights and obligations, so as to improve the efficiency of human resources management.

The 21st century is an era of talent competition. How to effectively attract, retain, and use talents is an important topic being discussed in the business community. The most complicated thing is how to use the double-edged sword of salary to better motivate talents. .

Compensation refers to the various forms of remuneration received by employees for providing services to their organizations.Salary is related to the vital interests of employees and is one of the important factors to motivate and determine employees' work attitude and work performance.At the same time, salary is also closely related to the economic benefits of enterprises, and is an important issue that enterprises are extremely concerned about.Salary distribution is not only the job that every manager is most concerned about, but also the issue that every employee is most concerned about. The essence of disputes between labor and management is the balance of interests.

How to establish an effective and feasible salary management system?How to maximize the function and role of salary to promote the rapid development of enterprises?How to make salary receive a reasonable return when it is used as human capital investment?Aiming at the above problems, this chapter will specifically describe the system and process of establishing salary management.

(End of this chapter)