招聘管理制度(中英文对照版)知识讲解

1、版次ver01修订日期date2008.3.1修订内容descriptionofrevisionrecruitmentprocedurerevised修订人byappleduan审批人approvedcherriezhu招聘程序022009.8.316相关文件及记录jewnyxiecherriezhurelevantdocumentsandrecords1.目的purpose1.1通过系统化的招聘管理保证公司招聘工作的质量，为公司选拔出合格、优秀的人才。processingrecruitmentthroughsystematicmanagement,selectingqualifiedempl

2、oyees1.2规范人员需求的申请、招聘渠道的评估、面试程序及录用程序，以保证招聘工作满足公司需要并有效控制成本。thecompanyshouldregulateapplication,recruitmentchannelappraisal,interviewprocedureandhiringprocedure,aswellascostcontrolling.2.范围scope本文件适用于*制造（中国）有限公司各涉及招聘工作的部门及人员。thispolicyisapplicableforalldepartments&employeesrelatedwithrecruitmentjobofhu

3、nterdouglasmanufacturing(china)co.,ltd.3.定义与简称（有必要时）definitionandshortenedform(whennecessary)无none4.权责dutyandresponsibility4.1人事行政部负责统筹全司各部年度人力资源招聘计划并在通过审核后执行。hrandadministrationdepartmentisinchargeofannualhrprogram.theprogramwillbecarriedoutaftergainingapproval.4.2各部门经理及时提交招聘需求及岗位说明，并配合面试过程。manager

4、sofeachdepartmentshouldproposerecruitmentrequisitionandjobdescriptionintime.4.3总经理及董事长审核招聘计划并拥有人员录用最终决定权。finialdecisionshouldbemadebygeneralmanagerandpresident.5.程序procedure5.1招聘原则recruitmentprinciple5.1.1公司招聘录用员工按照“公开、平等、竞争、择优”的原则。对公司内符合招聘职位要求及表现卓越的合适员工，将优先给予选拔、晋升。其次再考虑面向社会公开招聘。所有应聘者机会均等。basedonthe

5、principleof“open,equal,competitive”,thecompanywillselectthemostqualifiedemployees.priorityforselectionandpromotionwillbegiventothequalifiedemployeeswithoutstandingperformance.chancesareequalforalltheapplicants.5.1.2不因应聘者的性别、民族、宗教信仰和推荐人不同而给予不同的考虑。differentgenders,nations,beliefsandreferenceswillexert

6、noinfluenceonrecruitment.5.1.3亲属回避原则：凡已在本司就职人员的亲属一律不录用；如亲属关系于后期建立，则公司有权要求其中一方调离原职。relativeavoidance:relativeofemployeesinhdmccannotbehired.forthosewhoestablishrelationshipafterenterthecompany,thecompanyhavetherighttorequireonepartytoquit.5.2招聘政策recruitmentpolicy招聘工作应根据每年人力资源管理计划进行。如属计划外招聘应提出招聘理由，经公司

7、总经理及董事长审批后方可进行。recruitmentshouldbecarriedoutaccordingtoannualhrprogram.unscheduledrecruitmentshouldbeapprovedbygeneralmanagerandpresident.5.3流程procedure5.3.1各部门根据年度工作发展状况，核查本部门各职位，于每年年底根据公司下一年度的整体业务计划，拟定人力资源需求计划，报公司人事行政部。recruitmentrequisitionshouldbeproposedbyeachdepartmentbytheendofyear,andreporte

8、dtohrandadministrationdepartment.5.3.2人事行政部根据公司年度发展计划、编制情况及各部门的人力资源需求计划，制定公司的年度招聘计划报总经理及董事长审批。annualhrprogramshouldbeformulatedbythehrandadministrationdepartmentandapprovedbygeneralmanagerandpresident.5.3.3各部门根据实际业务需求，提出正式的员工需求申请。填写招聘申请表及“岗位说书”，报人事行政部审核。eachdepartmentproposesformalrecruitmentrequisi

9、tion;fillsinrecruitmentapplicationformandjobdescription;getstheapprovalfromhrandadministrationdepartment.5.3.4人事行政部根据招聘计划执行招聘，并及时同有关招聘部门就人员招聘进展状况进行沟通和协调。hrandadministrationdepartmentcarriesouttherecruitmentprogram,communicatingandcooperatingwithdepartmentswhichpresentrecruitmentrequisition.5.4招聘周期re

10、cruitmentperiod指从人事行政部收到招聘申请表起，到拟来人员确认到岗的周期。每一职位的招聘周期一般不超过8周。有特别要求的职位，将视实际情况经用人部门与人事行政部协商后适当延长或缩短招聘周期。recruitmentperiodreferstoaperiodfromthedaywhenhrandadmindepartmentreceivesmanpowerrequisitionformtothedaywhenemployeesstartworking.recruitmentperiodforeachpositionisgenerallywithin8weeks.anyextensio

11、norreductionoftheperiodcanbesetaccordingtodifferentsituations.5.5招聘步骤recruitmentprocedure5.5.1材料搜集渠道：人事行政部应根据岗位的具体需要对于待招募职位进行内部推荐、寻求人才中介机构或猎头公司的推荐、参加招聘会、在报纸杂志刊登招聘广告或在有关网络信息发布与查询。如需刊登报纸广告，应先书面征总经理/董事长批准后方可进行。sourcingchannel:internalrecommendation;recommendationfromhragencyandrecruitmentagency,jobfair

12、,andadvertisingrecruitmentinformationthroughnewspaper,magazineandinternet.advertisingshouldbeconductedafterobtainingapprovalofgeneralmanagerorpresident.5.5.2人事行政部对应聘者资料进行收集、分类，按照所需岗位的职位描述做初步筛选。hrandadministrationdepartmentcollectsandclassifiestheinformationofcandidates,conductingprimaryselection.5.5

13、.3拟选人员因岗位不同将经历1-3次面试/测试。面试层次及步骤如下：candidatesaresupposedtohaveonetothreeinterview/testaccordingtodifferentpositions.theinterviewprocedureisstatedasfollow:应聘职位第一次面试第二次面试第三次面试positionfirstinterview经理或主管人事行政部用人部门经理/总监总经理/董事长mangerorsupervisorhr&admindepartment一般人员人事行政部直接上司部门经理otheremployeeshr&admindepar

14、tmentsecondinterviewthirdinterviewdepartmentmanager/supervisorgeneralmanager/boardchairmanimmediatesupervisordeptmanager经过筛选合格的面试者将由人事行政部电话通知面试时间与地点。在到达公司后，面试者需在指定地点填写好“求职申请表”。candidateswillbeinformedbyhr&adminstaffontheinterviewtimeandplace.whentheyarrivethecompany,theyshouldfillinthejobappl

15、icationformfirst.人事行政部招聘人员按照“面试评估表”的内容进行第一轮面试，资格考察外，还需要对面试者的工作背景（如面试司机的，需要核实司机应征者是否曾经有丰富的驾车经验）进行调查与核实。核实的方法可为发问寻找疑问式、调查面试者曾经就职公司的相关负责人等。recruitingpeopleshouldtestandverifytheworkhistoryonprospectiveemployeesonthefirstinterview(e.g.fordrivers,drivingbackgroundshouldbecheckedandconfirmedbeforec

16、onfirmation)bythemeanwhileoftestingthecontentsbyinterviewreport.thewaycanbethroughquestioningandscheckingwiththerelativestaffofthecandidateformeremployer.用人部门根据人事行政部的推荐意见及有关简历材料（身份证、学历证明、职称证明等有关证件的复印件），对初次面谈合格的人选进行二次面试和业务水平测试。arrangingsecondinterviewandtestforthosewhopassthefirstinterview,acc

17、ordingtotheappraisalofhr&administrationdepartmentandpersonalinformationofcandidates(copyofidcard,degreeverification,professionaltitleverification,etc.).对于经理及主管级以上的人员，在通过前两轮面试后，人事行政部将视情况需要安排与总经理/董事长的第三次面谈，包括薪资确定。candidatesapplyingforpositionsofmanagerorsupervisorwouldbearrangedthethirdintervie

18、wwithgeneralmanagerormdbyactualsituation,includingsalaryconfirmation.确认录用后，人事行政部通知录用人员具体上班时间并告知相关注意事项（体检）。体检不合格者再次寻觅新人选。hrandadministrationdepartmentinformsnewemployeesaboutdateofstartworking,andotherrequirements(e.g.physicalexamination).thecompanywillnothirepeoplewhoaretestednotsuitableforth

19、ejobinphysicalexamination经理级及以上人员的背景调查报告将被记录在应聘人员档案中。managerorabovelevelwillberecordedthereferencecheckonbackgroundandfiled.5.5.4人力资源部负责拟制应届毕业生的年度接收计划并具体安排其工作岗位。各部门均不得自行接收安排应届毕业生到本部门实习或见习。hrandadministrationdepartmentisresponsibleforformulatingannualrecruitmentplanforgraduatingstudent.eachdep

20、artmentcannotarrangeanyinternshipwithoutpermission.5.5.5临时用工人员的聘用：公司原则上不同意使用临时人员，特殊情况由公司用人部门提出书面申请，报公司人力资源部和总经理审批。各部门均不得自行安排和接收临时人员。recruitmentoftemporaryemployeesshouldbeapprovedbyhrandadministrationdepartmentandgeneralmanager.5.6人员录用审批权限recruitmentapprovalduty5.6.1年度人力资源范围内主管级及以下正式员工的录用由部门经理及公司总经理

21、审批recruitmentofemployeesinthepositionbelowsupervisorshouldbeapprovedbydepartmentmanagerandgeneralmanager..3临时用工、实习学生的录用由人事主管及总经理审批；recruitmentoftemporaryemployeesandinternsshouldbeapprovedbyhrsupervisorandgeneralmanager.经理级及以上人员一律由董事长签批方生效。recruitmentofmanageroraboveshouldbeapprovedbypreside

22、nt.5.7聘用步骤hiringprocedure5.7.1面试人员经批准聘用后，人事部负责与其签署试用合同并发出“录用通知书”。hrandadministrationdepartmentsignsofferletterwithnewemployeesandsentoutrecruitmentconfirm.5.7.2新员工入职必须提交由其原工作单位出具的解除/终止劳动关系的证明；新员工到岗一个月之内应将其个人人事档案关系转移至公司，包括各种社会保险、公积金等情况。allhiredemployeeshouldprovideacertificateonterminationwithpreviou

23、scompany.thecompanywillkeepapersonnelrecordforeachnewemployeewithinonemonth,andbuytheminsurance,housefunding,etc.5.8内部招聘internalrecruitment5.8.1职位空缺与内部招聘jobvacancyandinternalrecruitment当职位出现或即将出现空缺时，hr将制作内部空缺职位向员工发布通知。但同时公司也会对外发布信息。当外部招聘人员与内部人员资质类似时，公司优先录用内部人员。hrwillinformemployeesbyannouncinginternaljobvacancywhenthereisanyjobvacancy.a