招聘管理制度(中英文对照版)

1、精心打造版次Ver修订日期Date修订内容Description of Revision修订人By审批人Approved012008.3.1Recruitment procedure revised 招聘程序Apple DuanCherrie Zhu022009.8.316相关文件及记录Relevant documents and recordsJewny XieCherrie Zhu1. 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。Processing recruitment through systematic managemen

2、t, selecting qualified employees1.2 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。The company should regulate application, recruitment channel appraisal, interview procedure and hiring procedure, as well as cost controlling.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This policy is applicable for al

3、l departments & employees related with recruitment job of Hunter Douglas Manufacturing (China) Co., Ltd.3. 定义与简称 (有必要时 ) Definition and Shortened form ( When necessary)None4. 权责 Duty and Responsibility4.1 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。HR and Administration department is in charge of annual HR

4、 program. The program will be carried out after gaining approval.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。Managers of each department should propose recruitment requisition and job description in time.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。Finial decision should be made by general manager and president.5. 程序 Procedure

5、5.1 招聘原则 Recruitment principle5.1.1 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。未来5Based on the principle of open, equal, competitive ”, the company will select the most qualified employees. Priority for selection and promotion will be given to the qualified

6、 employees with outstanding performance. Chances are equal for all the applicants.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。Different genders, nations, beliefs and references will exert no influence on recruitment.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。Relative avoidance: relative of

7、employees in HDMC cannot be hired. For those who establish relationship after enter the company, the company have the right to require one party to quit.5.2 招聘政策 Recruitment policy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，经公司总经理及 董事长审批后方可进行。Recruitment should be carried out according to annual HR program.

8、Unscheduled recruitment should be approved by general manager and president.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。Recruitment requisition should be proposed by each department by the end of year, and reported to HR and Administration department.5.3.2

9、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。Annual HR program should be formulated by the HR and Administration department and approved by general manager and president.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。Each department proposes formal recruitment requis

10、ition; fills in Recruitment Application Form and Job Description ; gets the approval from HR and Administration department.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。HR and Administration department carries out the recruitment program, communicating and cooperating with departments which pres

11、ent recruitment requisition.5.4 招聘周期 Recruitment period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。Recruitment period refers to a period from the day when HR and Admin department receives未来2Manpower Requisition Form to the day when employees start

12、working. Recruitment period for each position is generally within 8 weeks. Any extension or reduction of the period can be set according to different situations.5.5 招聘步骤 Recruitment procedure5.5.1 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

13、/董事长批准后方可进行。Sourcing channel: Internal recommendation; recommendation from HR agency and recruitment agency, job fair, and advertising recruitment information through newspaper, magazine and internet. Advertising should be conducted after obtaining approval of general manager or president.5.5.2 人事行政

14、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。HR and Administration department collects and classifies the information of candidates, conducting primary selection.5.5.3 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：Candidates are supposed to have one to three interview/test according to different positions. The interview proce

15、dure is stated as follow:应聘职位经理或主管一般人员物-次面试人事行政部人事行政部第二次面试用人部门经理/总监直接上司第三次面试总经理/董事长部门经理PositionManger or SupervisorOther EmployeesFirst interviewHR & Admin departmentHR & Admin departmentSecond interviewDepartment manager/supervisorImmediate SupervisorThird interviewGeneral manager/board cha

16、irmanDept Manager 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”。Candidates will be informed by HR & Admin staff on the interview time and place.When they arrive the company, they should fill in the Job Application Form first. 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

17、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。Recruiting people should test and verify the work history on prospectiveemployees on the first interview (e.g. for drivers, driving background should be checked and confirmed before confirmation)by the meanwhile of testing th

18、e contents by Interview Report. The way can be through questioning and checking with the relative staff of the candidate's former employer. 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。Arranging second interview and test for those who pass the first interview,

19、 according to the appraisal of HR & Administration Department and personal information of candidates (copy of ID card, degree verification, professional title verification, 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。Candidates applying for positions of manager or s

20、upervisor would be arranged the third interview with general manager or MD by actual situation, including salary confirmation. 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。HR and Administration department informs new employees about date of start working, and other requirements (e.g. p

21、hysical examination). The company will not hire people who are tested not suitable for the job in physical examination 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。Manager or above level will be recorded the reference check on background and filed.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

22、或见习。HR and Administration department is responsible for formulating annual recruitment plan for graduating student. Each department cannot arrange any internship without permission.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。Recruitment of temporary employees s

23、hould be approved by HR and Administration Department and general manager.5.6 人员录用审批权限 recruitment approval duty5.6.1 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审批Recruitment of employees in the position below supervisor should be approved by department manager and general manager.5.6.2 临时用工、实习学生的录用由人事主管及总经理审

24、批；Recruitment of temporary employees and interns should be approved by HR supervisor and general manager.5.6.3 经理级及以上人员一律由董事长签批方生效。未来4Recruitment of manager or above should be approved by president.5.7 聘用步骤 Hiring procedure5.7.1 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”。HR and Administration department sig

25、ns Offer Letter with new employees and sent out Recruitment Confirm.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。All hired employee should provide a certificate on termination with previous company. The company will keep a personnel record for each new employee wi

26、thin one month, and buy them insurance, house funding, etc.5.8 内部招聘 Internal recruitment5.8.1 职位空缺与内部招聘 Job vacancy and internal recruitment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。HR will inform employees by announcing internal job vacancy when there is any job vacancy. Any ch