Human resources department management system template collection

Chapter 23 Personnel Change Management (1)
Responsibilities and terms of office of personnel change management personnel

The job responsibilities of the personnel change post are mainly: to handle the relevant procedures for the employees who need to adjust their positions after the normal employee flow and after the performance appraisal.Because it is related to the interests of the company and its employees, the staff in this position are not only required to have relevant professional knowledge and skills, but also required to have a correct working attitude, meticulous and conscientious, and be able to complete the tasks quickly and accurately.

Personnel change supervisor job responsibilities
The direct superior of the personnel change supervisor is the HR manager, and the direct subordinate is the personnel change specialist.Its job responsibilities are as follows.

Responsibility 1: Assist the manager to complete the daily work of the human resources department and arrange the work of the department reasonably.

Responsibility 2: Establish necessary working contacts with relevant departments in time to coordinate the work.

Responsibility 3: Responsible for explaining the goals and importance of the work to subordinates in a timely manner.

Responsibility 4: Timely complete the handling of employee appraisal and transfer matters approved by the general manager.

Responsibility 5: Make reasonable adjustments to the company's internal personnel to form a scientific and hierarchical personnel structure.

Responsibility 6: Accurately and timely grasp the information of all aspects of the enterprise, summarize, analyze and process the information of relevant personnel in various departments.

Qualifications for Personnel Change Supervisor
Personnel change supervisors should meet the following qualifications.

Condition 1: Bachelor degree or above in human resource management, with more than 3 years of working experience in human resource management.

Condition 2: Familiar with relevant national laws, regulations and policies, proficient in financial management and labor management.

Condition 3: Familiar with the professional knowledge related to human resource management, understand the subject knowledge of law, management, psychology, politics, public relations and sociology, and master the basic knowledge of computer.

Condition 4: Clearly understand the responsibilities, plans, work priorities and key points of the Human Resources Department.

Condition 5: Familiar with intelligence analysis and judgment knowledge.

Condition 6: Understand the social significance, mission, corporate tradition and main business of each department of the enterprise.

Job Responsibilities of Personnel Change Specialist
The direct superior of the personnel change specialist is the personnel change supervisor and has no subordinates.Its job responsibilities are as follows.

Responsibility 1: Timely receive, copy, save, and forward relevant documents on human resources, and properly handle employee entry, resignation, promotion, transfer, reward and punishment related procedures.

Responsibility 2: Record the data of personnel changes and complete relevant reports.

Responsibility 3: Responsible for answering questions about human resources, or submitting the questions to the supervisor of the question.

Responsibility 4: Complete other human resources daily affairs assigned by the department manager.

Qualifications for Personnel Change Specialist
Personnel change specialists should meet the following qualifications.

Condition 1: Possess a college degree or above in management, and be familiar with the principles and basic knowledge of human resource management.

Condition 2: More than 2 years of working experience related to human resource management, especially experience in employee recruitment, training and promotion.

Condition 3: Be able to independently draw up corporate human resource plans and forecast reports, and have good analytical and judgment skills.

Condition 4: Familiar with the human resources rules and regulations of the enterprise, and have a clear grasp of various labor laws and regulations, salary systems, etc.

The staff in the post of personnel change are responsible for the specific work of handling the procedures for employee post adjustment, so the enterprise should strengthen the training and management of the personnel in this post.Especially when dealing with employee resignation, employees in this position must have a certain legal awareness and operate in strict accordance with the work process: pay attention to retaining written evidence of the employee's application for resignation; sign a resignation agreement with the employee who may have disputes after resignation; do not withhold Files and certificates; issue resignation certificates for resigned employees in a timely manner after the handover; take back signed labor contracts; handle social security transfer procedures for resigned employees in a timely manner.

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Internal staff transfer management
The transfer management of internal personnel in an enterprise refers to the management of changes in job positions due to work needs, employees passing performance appraisal or participating in internal competition.The management of employees' job promotion is relatively simple, and it is enough to complete the relevant procedures according to the regulations, while the management of demotion is more complicated. Generally, companies are more cautious when dealing with this situation. They will first talk and communicate with the demoted personnel. After reaching a consensus, proceed to the next step.

Management Measures for Internal Staff Transfer
Below we list the management methods of ×× company for readers' reference.

×× Management Measures for Internal Personnel Transfer
Executive department file number
Approver Approval Date
General
Article [-] The purpose of these measures is to select outstanding talents, stimulate employees' enthusiasm for work, and achieve
(Continued)
The purpose of "people do their best, people do their duties".

Article [-] These measures regulate the transfer of personnel within the company and are applicable to the management of the flow of employees within the company.

Mobilize
Article [-] The transfer within the company is divided into the following four situations:

(1) The rank and title are promoted together.

(2) The rank is promoted and the position remains the same.

(3) The rank remains unchanged and the post is promoted.

(4) The rank and title remain unchanged.

Article [-] When employees are transferred within the company due to the following reasons, they should go through the internal transfer procedures:

(1) When the employee participates in the competition for other positions within the company and is hired.

(2) When the department is adjusted due to work or production needs.

(3) When the employee is adjusted to the post because he is not suitable for the original post.

(4) When an employee is promoted or demoted.

Article [-] Transfer of internal recruitment:

(1) When the company formulates a personnel recruitment plan, it should first recruit within the company, and all qualified employees can apply for new jobs.

(2) When competing for new positions with external employees, under the same conditions, the company will give priority to hiring its own employees.

(3) After the internal employees are recruited through the prescribed procedures, the Human Resources Department is responsible for issuing the "Notice of Internal Adjustment of Employees" and completing the relevant employment procedures for them.

Article [-] Adjustment of jobs:

(1) Internal transfer within the department: it refers to the internal adjustment within the department when it is unable to adapt to the current job due to work and production needs, or due to factors such as the health and skills of the employees.Employees can only be transferred after passing the assessment. The head of the department fills in the "Notice of Internal Adjustment of Employees" and submits it to the general manager for approval, and then submits it to the Human Resources Department for archiving.

(2) Inter-departmental transfer: When it is necessary to adjust the employee's job position across departments due to work and production needs, or due to changes in the department to which he belongs, the relevant department should make a suggestion, and the department to be transferred should fill out the "Approval Form for Internal Personnel Changes of Employees" After being reviewed and approved by the employee himself, the supervisor of the transferred department, and the general manager, the Human Resources Department is responsible for formulating the adjustment plan and organizing its implementation.After the employee passes the assessment, the department to be transferred fills out the "Notice of Internal Adjustment of Employees", which will be approved by the supervisor of the transferred department and submitted to the general manager for approval, and then submitted to the Human Resources Department for archiving.

(3) When an employee cannot adapt to the current job due to factors such as physical fitness and skills, the employee should submit a request to the department to which he belongs.

For job adjustment applications, the department shall firstly adjust internally, and the adjustment results shall indicate the reason for the adjustment and report to the Human Resources Department for filing; if the department cannot solve the problem, you can fill out the "Application Form for Internal Transfer of Personnel", and the manager of the department you belong to will write in the application form. Report to the Human Resources Department after signing the opinions on the board, and the Human Resources Department will coordinate and arrange among departments.

(4) When employees adjust their jobs across departments, the Human Resources Department needs to issue an "Employee Internal Adjustment Notice" and submit it to the relevant departments or responsible persons.

(Continued)
(5) If the employee is not suitable or competent for the original position, and still cannot adapt or be competent after adjusting the position, the company can terminate the labor contract with him in accordance with the relevant provisions of the "Labor Contract Law", and the Human Resources Department will handle it for him. Complete the relevant procedures.

Article [-] Employees are promoted or demoted.

When an employee is promoted or demoted, the human resources department will complete the relevant transfer procedures according to the company's personnel appointment and dismissal decision or the personnel appointment and dismissal letter signed by the general manager.

Article [-] Conditions for employee promotion.Those who have excellent results in the personnel assessment every quarter and meet the following conditions may be considered for promotion:
(1) Possess high job skills.

(2) Possess relevant work experience and qualifications.

(3) Outstanding performance in on-the-job work.

(4) Have completed relevant training courses required for the position.

(5) Possess strong adaptability and potential.

Article [-] There are two types of promotion time within the company: regular and irregular.

(1) Regularly: Fixed on × month × day of each year, and implemented uniformly according to relevant performance appraisal methods and organizational operation conditions.

(2) Irregularly: Employees who perform exceptionally well in the usual performance appraisal or have made special contributions to the company can be promoted at any time, but the number of exceptions promoted each year should be controlled at about 10%.

Article [-] Treatment of employees after promotion:
(1) The basic salary is based on the salary of the new post.

(2) Seniority wages continue to increase, and the specific standards are implemented in accordance with the company's relevant regulations.

(3) Others: Benefits, etc. will be implemented according to the new post standards.

No.11 Operating procedures for employee promotion.

If the department reports employee promotion, it needs to prepare the following materials:

(1) "Employee Internal Adjustment Notice".

(2) Performance appraisal form for promoted employees.

(3) Submit the appraisal opinion of the head of the department.

(4) Convincing examples and other relevant materials.

No.12 Arrival:

(1) After receiving the "Employee Appointment and Removal Notice", employees should complete the handover procedures within the specified time limit, and fill out the "Work Handover Details Sheet" and submit it to the Human Resources Department for filing, and report to the specified department as scheduled.

(2) During the transfer of personnel within the company, the human resources department should supervise the transfer process, and the transfer-out and transfer-in departments should cooperate to complete the handover.

by-laws
Article No.13 The human resources department fills out the "Notice of Appointment and Removal of Employees" according to the contents of the "Notice of Internal Adjustment of Employees",
(Continued)
There are two copies, one for myself and one for archiving.

No.14 Human Resources Department is responsible for the final interpretation of this management method.

Article No.15 These administrative measures shall come into force on the date of promulgation.

Internal personnel transfer process and work standards

When personnel flow within the unit, attention must be paid to the handling of relevant procedures.The transfer process within a department is relatively simple, and we will mainly describe the transfer process across departments below.For the transfer of cross-departmental personnel, you should pay attention to the process: the operation of the employee's independent application and competitive recruitment is somewhat different from the transfer department's application-the employee's independent application and competitive recruitment do not need to determine the list of transferred personnel.

×× internal personnel transfer process and work standards

Executive department file number
Approver Approval Date
The employee name is transferred from the department to the general manager of the human resources department of the department transferred in

(Continued)
Workflow Work Standards
proposed position
Change application
(1) It can be proposed by the employee himself.The employee himself applies in writing to the head of the department.

(2) It can be proposed by the head of the department.The person in charge of the department should conduct an interview with the employee to understand the employee's wishes before submitting the employee's job change application according to the needs of work and production.

internal position
Transaction approval
(1) The person in charge of the department where the employee is transferred out (if the employee applies personally, the employee shall fill in) the "Approval Form for Internal Personnel Changes of Employees".

(2) The department manager or superior manager of the department transferred out by the employee signs the opinion.

(3) The department manager or superior manager of the department the employee intends to transfer to sign the opinion.

(4) The general manager of the company signed the opinion.

Implementation position
Change
(1) After the job change approval is completed, the Human Resources Department is responsible for issuing the "Employee Appointment and Removal Notice".

(2) After receiving the notice, the employee completes the work handover.

Internal Transfer Form
The commonly used tables for internal personnel changes are listed below for readers' reference.

Employee job suitability self-assessment form
Employee job suitability test form
Fill in the department file number
Specific content
Reference options
ABC
Do you often go to work with a happy mood?yes occasionally no
Do you rarely pay attention to how long you have until get off work?pay attention occasionally

Are you missing your lunch break with work?Often, occasionally, never
If required by work, can you work overtime on holidays?Can be basically unacceptable

Does your job often make you feel stressed?never once in a while so often
Do you feel that your work has a future?yes generally no

Are you satisfied with your current salary?Satisfied Generally dissatisfied
Do you think your work brings out your strengths?Can or can't

Do you think your work environment has a good learning space?yes generally no

(Continued)
Do you like to discuss topics related to your work with your family or friends?often talk about occasionally so never
Have you received due affirmation and respect in your work?yes occasionally no

Do you often read some work-related materials?Read often Occasionally never
Are you looking forward to accepting the challenge of a higher position?yes can try no
In addition to the current professional knowledge, are you willing to strengthen other talents?Willing to try or not
Do your friends and family support what you do now?Strongly Support Non-Intervention Oppose
Do you feel that you have a good relationship with your superiors and colleagues?Yes or not
Are you willing to accept criticism and instructions from superiors?willing or not

Do you have a clear understanding of your field of work and tasks?yes or not

Do you love what you do?yes or not
Have you set a corresponding work plan or goal for yourself?Already enacted, in progress, never thought of
Instructions (the following do not need to be provided to employees during testing):

For the above questions, choose A, worth 3 points; choose B, worth 2 points; choose C, worth 1 point.

The specific meaning of the score representation:
5060 points: It means that the employee is excellently qualified for the current position, has a clear understanding of his own abilities and values, the current position is in line with the employee's personality and expertise, and the employee is full of confidence in his career.

4049 points: It means that the employee is basically qualified for the current position, and can be analyzed according to his specific situation. If he is interested in this, but his ability needs to be improved, he can be arranged for relevant professional training to make him better. work performance.In addition, it can also guide them to plan their medium and long-term work goals.

Less than 39 points: It means that the employee is not competent or suitable for the current job.It is suggested to pay more attention to him. After calm analysis and thinking, help him fully understand his desired working environment and goals according to his personality characteristics, hobbies, abilities and expertise.If there is an opportunity for reappointment, consideration may be given to reassigning him from his original post.

Management promotion plan

Management promotion plan

Fill in the department file number
From which position to promote or choose promotion conditions
position first
priority second
priority third
priority fourth
priority promotion
point work
Years performance appraisal experience other must

capacity

General Manager Director Supervisor Vice President

Manager 15 points

More than 5 years

above above
Grade A exceeds
10 years financial management
rational ability

(Continued)
vice president

Manager Factory Director Business
General manager
Engineer other department

door manager 10 points

More than 4 years

above above
Grade A exceeds
5 years of production or
business manager

Test

Chief Engineer
senior engineer
engineer technology

Senior section chief
Researcher 10 points

More than 4 years

above above
Grade A exceeds
5 years technology and
product open
hair experience

Factory Director Deputy Factory Manager Production

Section Chief
section chief 8 o'clock

More than 4 years

above above
Grade A exceeds
5 years field management
rational ability

Deputy Director Production

Section Chief
Section chief technology

Section chief other
section chief 7 o'clock

More than 3 years

above above
Grade A exceeds
5 years technical or
Site tube

rational ability

……

Note: One year of service for promotion is one point, and one point for each grade in performance appraisal; experience is calculated based on the number of years of similar management work in the past, one point per year.

Scoring Form for Selection of Cadre Candidates

Scoring Form for Selection of Cadre Candidates

Fill in the department file number
Employee Name: Department: Date: Year Month Day
Service Unit Time of Employment Full Year Salary

date of birth sex education
Current job title Current address
Own job
jobs
number of years
exceed
10 years over

5 years over

3 years over

1

10742
Corporate policy

policy execution

degree
Whole surface
Carry out
most of the implementation

Partial implementation
Small part

10862
Management
能力
yes or no training required

10620
company regulations

chapter familiar

degree
Familiar with generally more familiar with less familiar

10862
(Continued)
to the company

Suggest
exceed
10 times over

5 times over

1 time none
10740
jobs
attitude
Enthusiastic, rigorous, cooperative and conservative
10862
development of
potential
wisdom knowledge judgment opinion

10101010
scoring
Comprehensive comments:

The above are graded by the panel of judges

Education
University junior high school junior high school
10864
Our company

years of service

limit

exceed
10 years over

5 years over

3 years over

1

10742
Commuting
Occasionally on time
Being late often asking for leave

rule
10620
company set

Will attend

Happening
Participate Occasionally Not Participate

10740
reward
Rewards for great and small achievements
93105
punishment
Big and small and admonishment warning-
9-3-10
The above is graded by the personnel unit

total score
Approve
Signature of the personnel unit:

Approval Form for Internal Personnel Changes of Employees

Approval Form for Internal Personnel Changes of Employees

Fill in the department file number
Filling date: year month day
Employee's name Original job title

The time for the approved change of the proposed position name
(Continued)
Change reasons and specific reasons

work handover
Recipient's signature: Date: Year Month Day
My opinion
Signature of the employee himself: Date: Year Month Day

call out department opinion
Signature of the person in charge: Date: Year Month Day
Call in department opinion
Signature of the person in charge: Date: Year Month Day
company approval
Signature of the person in charge: Date: Year Month Day
Remarks
Application form for internal transfer of personnel

Application form for internal transfer of personnel

Fill in the department file number
Employee Name Job Number Gender Date of Birth Number
Application Matters Application Date Expected Effective Date

□Employment □Promotion □Transfer □Resignation □Others

Original job title:
Rank and Salary:
Department:
Department code: to job title:

Rank and Salary:
Department:
Department Code:

applicant:
signature:

Phone/Mobile Number: Approver (Department Manager):
signature:

Position:

Employee Internal Adjustment Notice

Employee Internal Adjustment Notice

Fill in the department file number
(End of this chapter)