Human resources department management system template collection

Chapter 9 Recruitment Management (2)
No.20 After passing the inspection of the two documents, the human resources department is responsible for notifying the employing department, the information department, and the finance department on the day the employee enters the job.The content of the notification includes: employee name, employee number, entry date, department, work location, direct superior, etc.

No.20 Three Articles On the day when an employee joins the job, the Human Resources Department is responsible for preparing two copies of the labor contract. After the new employee reads, understands and approves the terms of the contract, he signs for confirmation; the Human Resources Department distributes the "Employee Handbook", relevant rules and regulations and Forms, etc. After the employee signs and confirms the receipt, the Human Resources Department will save the "Receipt Information Form" in their personal files.

(Continued)
No.20 Four Articles The human resources department is responsible for organizing and arranging the induction training for new employees: introduce the company's relevant situation and structure to new employees, and introduce them to other colleagues. Regulations and workplace facilities, etc.

No.20 Article [-] When an employee enters the job for one month, he/she shall recycle and confirm the "Job Entry List" and save it in his/her personal file.

No.20 Article [-] Employees apply for social insurance in the month of employment. If due to personal reasons, the employee cannot apply for insurance in the month of employment, the employee must explain the reasons in detail in writing and sign a written statement to confirm that all consequences arising therefrom will be borne by the employee himself.

Probation

No.20 Article 6 Unless the probation period can be exempted or shortened under special circumstances, all hired personnel must have a probationary period, and the probationary period should not exceed [-] months.The agreement on the probationary period shall be subject to the "Employment Notice" issued by the Human Resources Department. :
(1) For employees in general positions with a contract period of 3 years or more, the probationary period shall not exceed 3 months.

(2) For employees in higher management positions with a contract period of more than 3 years, the probationary period shall not exceed 6 months.

No.20 eight probation period management:

(1) The Human Resources Department is responsible for reminding the employee's direct supervisor to evaluate the employee's performance during the probationary period two weeks before the employee's probationary period expires.

(2) One week before the expiration of the employee probationary period, recall the employee's "New Employee Trial Period Evaluation Form".

(3) Notify the employees who have passed the probationary period that they have been converted into regular employees of the company.

(4) Explain the reason to the employees who fail the probationary period, and issue the "Notice of Termination of Labor Contract".

(5) The "New Employee Trial Period Evaluation Form" needs to be stored in the employee's personal file.

by-laws
No.20 Nine Articles The Human Resources Department is responsible for the drafting and modification of this system, and it will be implemented after approval by the general manager.

No.30 Human Resources Department is responsible for the final interpretation of this system.

Recruitment Process
The recruitment work is relatively complicated, and its work process is divided into: recruitment demand management, internal recruitment management, recruitment and employment management, new employee entry management and employee probation management, etc.

Recruitment demand management process

×× company recruitment demand management process

Executive department file number
Date Approved by Approver
General Manager of Human Resources Department

Recruitment and hiring management process and working standards
×× company recruitment and employment management process

Executive department file number
Date Approved by Approver
(Continued)
General Manager of Human Resources Department

Workflow Work Standards
Identify vacancies and apply for employment needs

(1) If the recruiting position is a staff member, the employing department shall obtain and fill in the "Employee Demand Approval Form" from the Human Resources Department, and submit it to the Human Resources Department after being signed and approved by the Human Resources Manager and the general manager of the company.

(2) If the recruiting position is for non-staff personnel, the employing department needs to apply for an increase in staffing in writing, submit it to the general manager of the company for approval, and submit it to the Human Resources Department for archiving.At the same time, receive and complete the "Employee Demand Approval Form", and submit it to the Human Resources Department after being signed and approved by the manager of the Human Resources Department and the general manager of the company.

Clarify recruitment requirements (1) For existing positions, the Human Resources Department is responsible for formulating job requirements and qualifications based on the "Job Description" and the "Employee Demand Approval Form".

(2) For new positions, the Human Resources Department is responsible for cooperating with the employing department to formulate work requirements and terms of employment.

(Continued)
Post recruitment information
The Human Resources Department is responsible for releasing the recruitment information within two working days after receiving the demand from the employing department and confirming the recruitment requirements.

Selected interview program
At the same time as the information is released, the human resources department and the employing department will jointly discuss and select the interview plan.

Collect and select resumes, issue interview notices
(1) The human resources department collects and preliminarily selects resumes, and the number of primary candidates is guaranteed to be more than three times the number of candidates to be hired.

(2) Recommend resumes to the employing department.

(3) After the employing department determines the interviewees, the relevant personnel of the Human Resources Department are responsible for notifying the applicants, compiling the "Interview Schedule", and notifying the employing department of the interview plan one working day in advance.

Organize Level [-] Interviews
(1) Preliminary test: The human resources department will recommend suitable candidates to the employing department through the written test of business ability or preliminary interview.The focus of the initial test is to: check the authenticity of the resume information; understand the applicant's personality, strengths and hobbies; judge and evaluate the basic quality of the applicant, and determine whether the applicant meets the company's employment standards.

(2) Re-examination: The direct superior of the recruiting position and the human resources department will complete the interview together, and discuss and determine the candidate to be hired; for important positions, the human resources department will submit the resume of the candidate to be hired to the general manager.The focus of the re-examination is to understand and determine whether the applicant meets the requirements of the proposed position in terms of ability and experience.

(3) Final Examination: After passing the interview with the general manager or the approval of the general manager, the recruitment will be decided.The focus of the final test is to determine whether the applicant meets the company's employment standards and whether the applicant agrees with the company's values ​​and corporate culture based on the results of the first two levels of interviews.

Personnel investigation
Within 3 working days after the decision to hire, the Human Resources Department is responsible for conducting a comprehensive, objective, and specific personnel investigation on the applicant, and feeding back the investigation opinions to the employing department to decide whether to formally hire.

Issuance of "Appointment Notice"

Within 1 working day after completing the personnel investigation and finally confirming the recruitment, the "Admission Notice" will be issued to the recruited personnel by E-mail or letter, and a phone call will be made at the same time.The main content of the notice is: entry time and relevant information to be provided, including education/degree certificate, photo, original and copy of household registration book and ID card, resignation certificate of the original unit, etc.

Internal Recruitment Management Process
×× company's internal recruitment management process
Executive department file number
Date Approved by Approver
(Continued)
General Manager of Human Resources Department

Onboarding process and work standards for new employees
×× company's new employee entry process and work standards
Executive department file number
Date Approved by Approver
Employee Function Department Human Resources Department

(Continued)
Workflow Work Standards
Handling entry (1) Notify new employees of the time of entry and the relevant information to be provided.

(2) Assist new employees to fill in the "Personnel Information Card", apply for badges, distribute office supplies, etc.

(3) Organize induction interviews, including: introduction of departments and positions, salary, probationary period, induction training plan, direct superior manager, etc.

(4) Cooperate with the department manager to arrange workstations, computers, etc. for new employees to complete the handover.

Sign the labor contract (1) After the employees go through the entry procedures, they will sign a labor contract with the company. The contract period for general employees is 1 year; the contract period for managers and above is 2 years; the contract period for fresh graduates accepted by the company is 35 years .

(2) According to specific circumstances, important positions and positions involving commercial secrets must also sign a "non-compete agreement".

(3) After the employee signs, the human resources department will submit the labor contract to the general manager for signature and take effect, and the company and the employee each hold a copy.

Arrange new employee induction training (1) According to the new employee training plan formulated by the company, arrange training for new employees. The training content includes: corporate training courses, professional training courses and reading plans. The Human Resources Department is responsible for guidance, supervision and coordination.

(2) The superior manager of the new employee evaluates the training effect, and fills in the "New Employee Pre-job Training Evaluation and Feedback Form", and applies the results to the new employee's regularization, grading, post transfer and retraining.

(3) Select career guidance personnel.

Transferring file relationship (1) According to the need, the Human Resources Department will handle the transfer procedures for the employee, and issue a "Letter of Consent for Transferring", and the employee will hand it over to the unit where the relationship is located.

(2) The employee shall bring the relevant relationship and the "Letter of Consent to Transfer Out" issued by the original unit to the Human Resources Department to handle the transfer-in procedures of the file relationship.

(3) After the completion of the work, the human resources department will hand over the receipt to the employee and forward it to the original file management unit.

Apply for or transfer to social insurance

(1) The Human Resources Department issues the "Notice on Applying for Social Insurance" to the employees themselves and asks them to sign for confirmation.

(2) For employees who have not participated in social insurance, they need to submit their photo, household registration book and ID card copy to the Human Resources Department to receive the "Social Insurance Personal Information Registration Form". Go through the addition procedure a few days ago.

(3) For employees who have participated in social insurance, they need to submit the transfer certificate of social insurance relationship and medical insurance manual to the Human Resources Department. The Human Resources Department is responsible for filling in the relevant reports and going through the procedures for adding them before the 23rd of the month.

(Continued)
Track work status after employment

The Human Resources Department is responsible for regularly communicating with the employees themselves and their department heads about the work situation of new employees and providing corresponding support.

Staff Career Development Guidance
The human resources department and its subordinate departments have a preliminary understanding of the personal development needs of employees, and provide guidance based on current job arrangements.

Employee Trial Management Process
×× employee trial management process
Executive department file number
Date Approved by Approver
General Manager of Human Resources Department

Staff conversion and grading process and work standards

The process and work standards for employees of ×× company to become full-time employees

Executive department file number
Date Approved by Approver
Workflow Work Standards
The person in charge of the notification department shall send a notice to the new employee whether to become a full-time employee within 5 working days before the new employee becomes a full-time employee.

Employees who have received the notification of becoming a full-time employee shall receive and fill out the "Application Form for Employee Conversion to Regular Grade" from the Human Resources Department.

(Continued)
Evaluation and approval (1) The manager of the department to which the employee belongs signs the opinion according to the relevant system of the company.

(2) The Human Resources Department signed the opinion.

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

(4) For employees who have been approved to become full-time employees, the Human Resources Department will issue the "Notice of Employee Grade-Up to Regular Status" to them.

(5) For those employees who have not been confirmed as regular employees, after discussion and decision by the company, the Human Resources Department is responsible for handling procedures such as probationary period extension, post change or dismissal for them.

Interview (1) After the employee confirms that he can become a full-time employee, the person in charge of his department is responsible for conducting an interview with the employee.

(2) Clarify the main content of the positive transfer interview: salary adjustment results, employee performance during the probationary period, strengths and weaknesses.

(3) Interview content for extending the probationary period, arranging job changes or dismissal: explain the reasons to the employees and detail the specific arrangements.

Employee career planning Career planning needs to be carried out based on the employee's performance before becoming a full-time employee, personal development needs and the employee's career development designed by the company.

recruitment form
In the recruitment work, the recruitment form is used frequently, it runs through the whole process of the recruitment interview, and some forms are an important part of the employee's personal file.

Human Resources Department Annual Recruitment Plan Approval Form
Human Resources Department Annual Recruitment Plan Approval Form
Fill in the department file number
date

department related
Situational recruitment
department
Recruitment position overview assessment method and others

Number of positions Professional qualifications Assessment method Recruitment scope Recruitment objects
Company determined
number of establishments
(Continued)
Within the year

Missing number
Annual budget
Reduce the number of staff
Within the year

Number of people to be hired
Remark

Employee Request Approval Form
Employee Request Approval Form
Fill in the department file number
Apply for department manager
Reason for application
□Employee resignation □Employee resignation □Business aggravation □Add new business □New department

Description
Demand Planning Description

Position work overview Required number of people The latest start date Qualifications and conditions

position 1
Professional knowledge
work experience
business skills

Others
position 2
Professional knowledge
work experience
business skills

Others
total person

salary standard
Position 1 Basic Salary Other Benefits
Position 2 Basic Salary Other Benefits
(Continued)
Opinion signature of the employing department:

Date: Year Month Day
Signature of Human Resources Department:
Date: Year Month Day
Signature of general manager's opinion:
Date: Year Month Day
Application form for internal staff positions

Application form for internal staff positions

Fill in the department file number
Applying for the job title Department of the application time

Applicant's name Current department position
Entry time of direct superiors
Working conditions in the company

Job Title Department Job Start and End Date Job Responsibilities Overview Salary Level

training experience
Training course Training start and end date Training department
Awards

Reason for applying for this position:

Information source channel:

(Continued)
Overview of competitive advantages:

Completion Instructions:

(1) Ensure that the information filled in is true and reliable, and submit it to the Human Resources Department together with your resume within the specified time after completing it.

(2) Pay attention to the deadline for job recruitment, if it is overdue, it will be invalid.

Candidate registration form

Candidate registration form

Fill in the department file number
Basic personal information
name gender ethnicity
Hometown

date of birth ID number

Title and qualification

照片
Political Aspect Education Major/Department
Account location
file location
Home address and zip code

Contact number ∕ mobile phone

Personality Traits and Specialties:
What advantages do you think the experience accumulated in previous work has for the position you are applying for now:
family member
Name and Personal Relationship Age Work Unit and Position Contact Number/Mobile Phone

Educational experience (from high school onwards)
Start and end date school/professional graduation (study) certifier and phone number

(Continued)
work experience
Start and end date Work unit position certifier and phone number
Obtain certificates and awards (including foreign languages ​​and computers)
Certificate Name Obtained Date Certificate Number Remarks
please answer the following question

Have you ever been punished by your school or company for violation of discipline?If yes, please outline why.

Do you have a criminal record other than minor traffic violations?If yes, please outline why.

Please briefly describe the relevant positions, duties and work performance in the work experience.

Original Salary Standard Expected Salary Standard

In addition to the above information, other situations that need to be explained:

Year, month, and day of the initial review opinion of the human resources department
Internal personnel competition interview evaluation form

Internal personnel competition interview evaluation form

Fill in the department file number
Candidate's name Department of the position

Qualification/Degree Entry Date

Evaluation Content Human Resources Department Evaluation Employing Department Evaluation Company Senior Leader Evaluation External Expert Evaluation

dress up
Spirit
Psychological quality
(Continued)
Professional level
Learning ability
language expression skills
Communication skills

Sudden response ability
Organizational skills
Decision-making capacity
Overview
Human Resources Department

Critics
Recruitment status □Accepted □Reserved □Not accepted

Employing department
Critics
Recruitment status □Accepted □Reserved □Not accepted

Company senior leaders
Critics
Recruitment status □Accepted □Reserved □Not accepted

External experts
Critics
Recruitment status □Accepted □Reserved □Not accepted

Final recruitment decision □Admission □Reserve □Rejection
Interview Selection Comparison Table
Interview Selection Comparison Table
Fill in the department file number
Candidate name gender age
Graduation institution major/department degree/degree

Date of application for the position
evaluation item
rating
excellent good average poor
Manner and behavior
Professional knowledge
Matching degree of work experience and applied position

language expression skills
Analysis and Judgment
(Continued)
Ability to handle emergencies
emotional control
Overview
HR opinion

Critics
Recruitment status □Accepted □Reserved □Not accepted

Opinion from the employing department
Critics
Recruitment status □Accepted □Reserved □Not accepted

General manager opinion

Critics
Recruitment status □Accepted □Reserved □Not accepted

Final recruitment decision □Admission □Reserve □Rejection
interview schedule

interview schedule

Fill in the department file number
The number of people required for the recruitment position of the employing department
The name of the main tester (initial test) the number of participants in the initial test

The name of the main tester (retest) the number of participants in the retest

The name of the main tester (final test) the number of participants in the final test

Candidate's name, gender, contact number ∕ mobile phone interview time

(Initial test) appointment time
(Reexamination) Appointment time
(final test)
Interview Evaluation Form

Interview Evaluation Form

Fill in the department file number
Elements Observation Content Questions Project Evaluation Key Points
etiquette
Demeanor ① Appearance.

② Behavior.

③Knock on the door, walk, sit and stand, etc.

④Spoken language.

① Dress neatly, decently, not excessively, without obvious mistakes.

② Steady, calm and generous.

③ Knocking on the door, walking, sitting and standing, etc. conform to etiquette.

④ Elegant and polite.

Apply for a job
Cause
① Reasons for choosing to work in the company.

②Which aspect of the company do you value most?

③ What do you know about the company?

④ How do you want the company to arrange your work and salary.

① On the basis of taking into account personal interests, whether the development of the enterprise is the goal.

②The answer is appropriate, comprehensive and complete.

③ persuasive.

Language
expression
能力
①Whether you can convey what you want to express to the other party in an orderly, logical and clear manner.

②Whether the cited examples and words are appropriate and accurate.

③Whether the speech and tone meet the requirements.

④ Whether the expression and posture are appropriate when talking.

① Briefly describe your strengths and weaknesses.

② Briefly describe your strengths and hobbies.

③According to your own situation analysis, what do you think is the most suitable job for you?

① The conversation is coherent.

② The theme and language expression are concise and clear.

③The logic is clear.

④ persuasive.

⑤ Words are appropriate and accurate.

Social
能力
① Briefly introduce your family situation.

②What kind of impression do you leave on your friends?

③What kind of direct superior leader do you want to have?

④What do you pay most attention to when you make friends?

① Self-knowledge and evaluation.

②The ability to communicate and communicate with others.

(Continued)
mood
control
①Whether you can accurately judge the situation you are facing.

②Whether it has the ability to deal with emergencies.

③Whether you can quickly answer the other party's questions.

④ Response to dealing with embarrassing problems.

①If Company A and Company B hire you at the same time, how will you choose?

②If the company's work is very difficult, how will you treat it.

③Why can't you even understand such a question.

④You don't seem to be suitable for the company's work.

① Understand the problem accurately and quickly.

②The ability of self-judgment.

③ Is it a logical judgment or an emotional judgment?

④ have their own unique insights.

action and cooperation
adjustment ability and
work experience
①Whether you can stick to what you have decided to the end.

②The work rhythm is tense and orderly.

(End of this chapter)