招聘管理制度(中英文對照版)

1、精心打造版次Ver修訂日期Date修訂內(nèi)容Description of Revision修訂人By審批人Approved012008.3.1Recruitment procedure revised 招聘程序Apple DuanCherrie Zhu022009.8.316相關(guān)文件及記錄Relevant documents and recordsJewny XieCherrie Zhu1. 目 的 Purpose1.1 通過系統(tǒng)化的招聘管理保證公司招聘工作的質(zhì)量，為公司選拔出合格、優(yōu)秀的人才。Processing recruitment through systematic managemen

2、t, selecting qualified employees1.2 規(guī)范人員需求的申請、招聘渠道的評估、面試程序及錄用程序，以保證招聘工作滿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. 范圍 Scope本文件適用于*制造（中國）有限公司各涉及招聘工作的部門及人員This policy is applicable for al

3、l departments & employees related with recruitment job of Hunter Douglas Manufacturing (China) Co., Ltd.3. 定義與簡稱 (有必要時 ) Definition and Shortened form ( When necessary)None4. 權(quán)責(zé) Duty and Responsibility4.1 人事行政部負(fù)責(zé)統(tǒng)籌全司各部年度人力資源招聘計劃并在通過審核后執(zhí)行。HR and Administration department is in charge of annual HR

4、 program. The program will be carried out after gaining approval.4.2 各部門經(jīng)理及時提交招聘需求及崗位說明，并配合面試過程。Managers of each department should propose recruitment requisition and job description in time.4.3 總經(jīng)理及董事長審核招聘計劃并擁有人員錄用最終決定權(quán)。Finial decision should be made by general manager and president.5. 程序 Procedure

5、5.1 招聘原則 Recruitment principle5.1.1 公司招聘錄用員工按照“公開、平等、競爭、擇優(yōu)”的原則。對公司內(nèi)符合招聘職位要求及表現(xiàn)卓越的合適員工，將優(yōu)先給予選拔、晉升。其次再考慮面向社會公開招聘。所有應(yīng) 聘者機(jī)會均等。未來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 不因應(yīng)聘者的性別、民族、宗教信仰和推薦人不同而給予不同的考慮。Different genders, nations, beliefs and references will exert no influence on recruitment.5.1.3 親屬回避原則：凡已在本司就職人員的親屬一律不錄用；如親屬關(guān)系于后期建立，則公司 有權(quán)要求其中一方調(diào)離原職。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招聘工作應(yīng)根據(jù)每年人力資源管理計劃進(jìn)行。如屬計劃外招聘應(yīng)提出招聘理由，經(jīng)公司總經(jīng)理及 董事長審批后方可進(jìn)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 各部門根據(jù)年度工作發(fā)展?fàn)顩r，核查本部門各職位，于每年年底根據(jù)公司下一年度的整體業(yè) 務(wù)計劃，擬定人力資源需求計劃，報公司人事行政部。Recruitment requisition should be proposed by each department by the end of year, and reported to HR and Administration department.5.3.2

9、人事行政部根據(jù)公司年度發(fā)展計劃、編制情況及各部門的人力資源需求計劃，制定公司的 年度招聘計劃報總經(jīng)理及董事長審批。Annual HR program should be formulated by the HR and Administration department and approved by general manager and president.5.3.3 各部門根據(jù)實際業(yè)務(wù)需求，提出正式的員工需求申請。填寫 "招聘申請表"及“崗位說書”， 報人事行政部審核。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 人事行政部根據(jù)招聘計劃執(zhí)行招聘，并及時同有關(guān)招聘部門就人員招聘進(jìn)展?fàn)顩r進(jìn)行溝通 和協(xié)調(diào)。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指從人事行政部收到"招聘申請表”起，到擬來人員確認(rèn)到崗的周期。每一職位的招聘周期一 般不超過8周。有特別要求的職位，將視實際情況經(jīng)用人部門與人事行政部協(xié)商后適當(dāng)延長 或縮短招聘周期。Recruitment period refers to a period from the day when HR and Admin department receives未來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 招聘步驟 Recruitment procedure5.5.1 材料搜集渠道：人事行政部應(yīng)根據(jù)崗位的具體需要對于待招募職位進(jìn)行內(nèi)部推薦、尋求人才 中介機(jī)構(gòu)或獵頭公司的推薦、參加招聘會、在報紙雜志刊登招聘廣告或在有關(guān)網(wǎng)絡(luò)信息發(fā)布 與查詢。如需刊登報紙廣告，應(yīng)先書面征總經(jīng)理

13、/董事長批準(zhǔn)后方可進(jìn)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、部對應(yīng)聘者資料進(jìn)行收集、分類，按照所需崗位的職位描述做初步篩選。HR and Administration department collects and classifies the information of candidates, conducting primary selection.5.5.3 擬選人員因崗位不同將經(jīng)歷1-3次面試/測試。面試層次及步驟如下：Candidates are supposed to have one to three interview/test according to different positions. The interview proce

15、dure is stated as follow:應(yīng)聘職位經(jīng)理或主管一般人員物-次面試人事行政部人事行政部第二次面試用人部門經(jīng)理/總監(jiān)直接上司第三次面試總經(jīng)理/董事長部門經(jīng)理PositionManger or SupervisorOther EmployeesFirst interviewHR & Admin departmentHR & Admin departmentSecond interviewDepartment manager/supervisorImmediate SupervisorThird interviewGeneral manager/board cha

16、irmanDept Manager 經(jīng)過篩選合格的面試者將由人事行政部電話通知面試時間與地點。在到達(dá)公司后，面試者需在指定地點填寫好“求職申請表”。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. 人事行政部招聘人員按照“面試評估表”的內(nèi)容進(jìn)行第一輪面試，資格考察外，還需要對面試者的工作背

17、景（如面試司機(jī)的，需要核實司機(jī)應(yīng)征者是否曾經(jīng)有豐 富的駕車經(jīng)驗）進(jìn)行調(diào)查與核實。核實的方法可為發(fā)問尋找疑問式、調(diào)查面試者 曾經(jīng)就職公司的相關(guān)負(fù)責(zé)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. 用人部門根據(jù)人事行政部的推薦意見及有關(guān)簡歷材料(身份證、學(xué)歷證明、職稱 證明等有關(guān)證件的復(fù)印件)，對初次面談合格的人選進(jìn)行二次面試和業(yè)務(wù)水平測 試。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.). 對于經(jīng)理及主管級以上的人員，在通過前兩輪面試后，人事行政部將視情況需要 安排與總經(jīng)理/董事長的第三次面談，包括薪資確定。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. 確認(rèn)錄用后，人事行政部通知錄用人員具體上班時間并告知相關(guān)注意事項(體 檢)。體檢不合格者再次尋覓新人選。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 經(jīng)理級及以上人員的背景調(diào)查報告將被記錄在應(yīng)聘人員檔案中。Manager or above level will be recorded the reference check on background and filed.5.5.4 人力資源部負(fù)責(zé)擬制應(yīng)屆畢業(yè)生的年度接收計劃并具體安排其工作崗位。各部門均不得自行 接收安排應(yīng)屆畢業(yè)生到本部門實習(xí)

22、或見習(xí)。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 臨時用工人員的聘用：公司原則上不同意使用臨時人員，特殊情況由公司用人部門提出書面 申請，報公司人力資源部和總經(jīng)理審批。各部門均不得自行安排和接收臨時人員。Recruitment of temporary employees s

23、hould be approved by HR and Administration Department and general manager.5.6 人員錄用審批權(quán)限 recruitment approval duty5.6.1 年度人力資源范圍內(nèi)主管級及以下正式員工的錄用由部門經(jīng)理及公司總經(jīng)理審批Recruitment of employees in the position below supervisor should be approved by department manager and general manager.5.6.2 臨時用工、實習(xí)學(xué)生的錄用由人事主管及總經(jīng)理審

24、批；Recruitment of temporary employees and interns should be approved by HR supervisor and general manager.5.6.3 經(jīng)理級及以上人員一律由董事長簽批方生效。未來4Recruitment of manager or above should be approved by president.5.7 聘用步驟 Hiring procedure5.7.1 面試人員經(jīng)批準(zhǔn)聘用后，人事部負(fù)責(zé)與其簽署試用合同并發(fā)出“錄用通知書”。HR and Administration department sig

25、ns Offer Letter with new employees and sent out Recruitment Confirm.5.7.2 新員工入職必須提交由其原工作單位出具的解除/終止勞動關(guān)系的證明；新員工到崗一個月之內(nèi)應(yīng)將其個人人事檔案關(guān)系轉(zhuǎn)移至公司，包括各種社會保險、公積金等情況。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 內(nèi)部招聘 Internal recruitment5.8.1 職位空缺與內(nèi)部招聘 Job vacancy and internal recruitment當(dāng)職位出現(xiàn)或即將出現(xiàn)空缺時，HR將制作內(nèi)部空缺職位向員工發(fā)布通知。但同時公司也會對外發(fā)布信息。當(dāng)外部招聘人員與內(nèi)部人員資質(zhì)類似時，公司優(yōu)先錄用內(nèi)部人員。HR will inform employees by announcing internal job vacancy when there is any job vacancy. Any ch