How to formulate a scientific recruitment management system for enterprises

How can we formulate scientific and reasonable recruitment rules and regulations?

First, it must be reasonable. The value of a system lies in its excellence, not its abundance. For every company, there will be a lot of rules and regulations, but it is unknown how many systems actually work, how many systems have failed, and how many systems are in place but cannot be implemented well. . Especially in some enterprises with relatively complex technological processes, such as electric power enterprises, aviation enterprises, etc., the processes are cumbersome and the systems are very complex. Among them, there are many ineffective and useless systems, but the number of systems every year in the company is still increasing. increase.

The second is to be reasonable. The rationality of the system comes from both internal and external aspects. From an external perspective, a system must consider the interest demands of the company, society, customers, etc., and try to achieve a balance. Internally, the design of the system must take into account the balance between various departments and levels within the company, and must not focus on one at the expense of the other, thus causing conflicts between departments or gaps between company levels. For example, in many companies, there is a deep conflict between front-line technical staff and logistics support staff, especially in terms of salary and career development channels. Front-line technical staff often believe that the company's system is unreasonable and that their efforts and benefits are too little. However, logistics support staff believe that the gap in salary and other aspects between them and front-line technical staff is too large and unfair.

The third is to be legal. The first is to comply with national laws and regulations, which is the most basic requirement. In particular, some financial regulations and some management of human resources cannot be based solely on the company's needs, without considering the requirements of social laws and the needs of employees. Otherwise, the company itself will ultimately suffer. Especially in the current situation, society has higher and higher demands on enterprises. Therefore, the company's formulation must not only meet the requirements of its own development, but also meet the social responsibility requirements of the society for the enterprise. Secondly, it must comply with the company's basic laws, which is the company's articles of association. The formulation of any company system must be based on the company's articles of association and the interests of the company's shareholders as the highest requirement, and must not be based solely on departmental or even personal interests. The third is that the formulation of rules and regulations must be harmonious with other rules and regulations of the company, so as to avoid conflicts and opposition between the systems, which is not conducive to implementation.