Implementation plan for employees' competition for posts in the company

Competition for posts is the product of enterprise development under the condition of market economy. Competition? And then what? Hire? Are two sides of the same question. The following is the implementation plan for the company's employees to compete for posts. Please refer to.

Model essay on the implementation plan of competitive recruitment for employees of the company 1 I. Purpose of competitive recruitment for posts

In order to promote the reform of the company's personnel system, constantly broaden the channels for selecting and employing people, and establish? Full employment and stratified employment? The main content is whether employees can enter and exit the employment mechanism. Open selection and competition for posts? As the main way, employees can go up and down. Through reform, standardize the employment system and comprehensively improve the quality of company cadres. Promote motivation by competition, so as to stimulate the enthusiasm and creativity of managers (employees) and promote the all-round development of the company. Combined with the actual situation of the company, this implementation plan is formulated. Second, the implementation principle

(a) adhere to the principles of openness, fairness, impartiality and merit-based appointment;

(two) adhere to the principle of equal emphasis on academic qualifications, work experience and performance;

Three, the establishment of competitive assessment team (hereinafter referred to as? Jury? ), responsible for recommending and comprehensively evaluating candidates' competence. Personnel by:

Fourth, competition for positions.

(1) Administrative Center of Competition Department: 5 people;

(2) 1 director, 2 personnel commissioners and 2 administrative experts;

(3) See the job responsibilities and job requirements (attachment 1).

Verb (abbreviation of verb) competitive recruitment process

(a) announced the competition plan

Through the company's internal documents, publish information such as competitive positions, employment conditions and competitive procedures, and encourage outstanding talents within the company to actively participate in competitive recruitment.

(2) competitive conditions

1, good ideological and political quality, strong sense of organization and overall situation, strong sense of professionalism and responsibility, diligent and positive work, obvious performance and high recognition from the masses;

Have certain organizational leadership and coordination management skills, and have relevant knowledge and work experience required for their own posts and middle-level posts; Work style is solid, fair and upright, honest and self-disciplined, and good at uniting comrades. Healthy and energetic; Be strict with yourself, be honest and clean; Ability to manage employees and give full play to their enthusiasm; Accomplish the task with good quality and quantity, be able to properly coordinate the working relationship with relevant departments, have pioneering and innovative ability in the work, and have good decision-making ability for new problems arising in the work;

2. Participants have a college degree or above, are in good health, and have outstanding ability and political integrity and outstanding work performance. (3) Open registration

1. Any employee who voluntarily recommends to register must fill in the Application Form for Job Competition of Tianyou and Information Supervision Company (see Annex 2) and attach personal recommendation materials of at least 1000 words (recommended materials include personal business skills, management knowledge, ability self-evaluation, understanding of competitive positions, working ideas and working objectives, etc.). ), and attach proof of academic qualifications. Application forms can be obtained from the company administration center.

2. The application form must be submitted directly to the administrative center of the company before.

(4) Qualification examination

1. The company's administrative center shall, according to the requirements of competitive positions, conduct qualification examination on the applicants for competitive positions, preliminarily determine the candidates for competitive positions, and make an announcement.

2. Qualification examination should be completed months ago.

(5) Competitive interview:

1, time of competitive speech: year month day;

2. The content of the competition speech: personal basic situation, competitive advantages, understanding of competitive positions and working ideas, specific objectives and implementation measures, etc.

3. Requirements: Candidates who have passed the qualification examination will make a 7-minute job presentation at the competition. Then compete for leading group members to ask questions at random;

Focus on the applicant's understanding of the post, work ideas, work goals and logical thinking ability.

4. Comprehensive assessment: the competitive assessment team determines the appointee according to the application materials, competitive speeches and comprehensive consideration. The specific assessment methods are as follows:

① The comprehensive quality assessment of employees accounts for 50%;

② 30% of normal working conditions.

③ The interview score is 20% competitive.

(six) to determine the appointment of candidates

1. After the review, the administrative center will inform the review team of the review, and put forward the list of candidates to be hired for publicity throughout the company, and other employees can raise objections within 2 days from the date of publicity;

2. After the end of the objection period, the administrative center will submit the proposed appointment list to the Chairman for final examination and determination.

3. After the list is confirmed, the administrative center will issue a formal letter of appointment and the deadline. For those employees who are not hired, the company will readjust their positions. If the employee does not obey the arrangement, he will go through the resignation formalities in accordance with the relevant provisions of the Labor Contract Law.

Attachment: Job responsibilities

Director of administrative center

Job responsibilities:

human resource management

1, responsible for the preparation of the company's human resources planning.

2, enterprise organizational structure design, staff positions and staffing, and the establishment of talent retention incentive mechanism.

3. Be responsible for formulating employee recruitment management, training management, salary incentive system and personnel turnover management.

4, responsible for the preparation of annual employee training plan, training organization and implementation and effect evaluation.

5. Be responsible for the company's attendance management, employee labor relations management and retiree management;

(2) Office management

1. Be responsible for holding company office meetings on a regular basis and compiling meeting minutes.

2. Responsible for the annual qualification review of the company and the drafting of important external documents and manuscripts.

3. Be responsible for the release and implementation supervision of the company's management system and management standards.

4. Responsible for the implementation of corporate culture construction;

5, responsible for foreign reception management, office supplies, health, safety, government relations coordination.

(three) to complete other tasks assigned by the leadership.

Job requirements:

1, college degree or above, with more than one year relevant working experience;

2. Good conduct, serious work, strong sense of responsibility and affinity;

3. Good writing skills and familiarity with basic application document writing;

4. Skillful use of office software, strong organization, coordination, communication skills and team management skills.

Wages and benefits:

1, monthly salary system+year-end bonus salary system (average monthly salary: RMB,);

2. Pay five insurances+accident insurance+medical examination subsidy+holiday benefits.

Human resources experts

Job responsibilities:

1, responsible for the recruitment, induction, training, regularization, transfer, promotion, resignation and other related work of the company and attendance management;

2. Be responsible for the qualification management, maintenance and upgrading of the company, find and solve problems in salary and qualification management in time, and provide reasonable and effective suggestions to the direct leaders;

3. Be responsible for the management of the company's official seal and strictly implement the company's official seal and personnel file management system;

4. Be responsible for the company's social security, provident fund and other welfare matters;

5. Complete other tasks assigned by the leaders.

Job requirements:

1, college degree or above, more than one year working experience, major in human resource management or related management;

2, understand the labor laws and regulations and related policies;

3, good communication skills, patience and meticulous, full of responsibility, strong sense of teamwork;

4. Be able to skillfully use all kinds of software and handle daily official documents;

5. Have a strong sense of responsibility, dedication, excellent communication skills, patience, carefulness and rigorous logical thinking ability.

Wages and benefits:

1, monthly salary system+year-end bonus salary system (average monthly salary: RMB,);

2. Pay five insurances+accident insurance+medical examination subsidy+holiday benefits.

administrative commissioner

Job responsibilities:

1, responsible for the management of archives and related materials, timely sorting out and filing the materials of various departments, drafting, distributing and filing all kinds of official documents of the company;

2. Responsible for purchasing, purchasing, filing and distributing office supplies;

3. Responsible for the supervision and management of daily office environment (work order, office supplies, safety) and vehicle management;

4. Be responsible for the daily affairs of the company (canteen, reception, booking tickets).

5. Complete other tasks assigned by the leaders.

Job requirements:

1, college degree or above, more than one year working experience, major in management;

2. Received training in official document writing, file management and public relations etiquette. , and have knowledge of secretarial, public relations, administrative management and other related knowledge;

3. Strong communication skills, expression skills, adaptability and time management skills, and strong organizational skills;

4. Honest, earnest, patient and meticulous, enthusiastic and positive;

5, skilled use of office automation equipment.

Wages and benefits:

1, monthly salary system+year-end bonus salary system (average monthly salary: RMB);

2. Pay five insurances+accident insurance+medical examination subsidy+holiday benefits.

In order to adapt to the task of the strategic stage of the group company, model article 2 sets up the position of information statistician of the group company for four cooperative pastures, each cooperative ranch 1. In order to promote the requirements of the group company for information management of pasture, close the basic data, establish the basic database, and realize the standardization, authenticity and integrity of pasture information management, this implementation plan is specially formulated for the allocation of cooperative pasture information statisticians. Details are as follows:

I. Guiding ideology and purpose

Through competition for posts, we will establish an employment mechanism in which employees can get in and out, get up and down, and compete for posts on the basis of merit, so as to realize the optimal allocation of human resources in the company and make the best use of their talents. Establish? Position depends on competition, and salary depends on performance; Work by ability and get paid by contribution? Consciousness, enhance the sense of urgency and mission of employees, realize the optimal allocation of human resources, fully mobilize the enthusiasm and creativity of employees, and further adapt to the needs of the company's development.

Second, the basic principles

1. The principles of openness, fairness, impartiality and merit-based competition. It is reflected in the procedures, methods and results of competition for posts. Make the implementation plan and related policies, the number of posts, employment conditions, assessment results and competition results public, and enhance the transparency of competition for posts.

2. The principle of equal competition. All employees have the right to participate in the competition, so as to achieve equal opportunities and equal competition, so that employees on the job are under pressure and employees waiting for the job are motivated.

3. The principle of two-way selection, that is, the combination of individual voluntariness, free post selection and company arrangement. Combine the company's employee selection and employee selection.

4. The principle of combining inspection with investigation. Combine the test results with employees' morality, ability, diligence and performance, make comprehensive evaluation and ranking, and choose the best one to take up the post.

5. The principle that people do their best and are suitable for their posts. Provide space and platform for employees to give full play to their talents, arrange the right talents to the right positions, and adhere to the employment standards of virtue, ability, diligence and performance.

6. The principle associated with distribution. Strengthen the performance salary assessment of employees, adopt a salary distribution model with specific tasks, give full play to the incentive role of salary distribution, and promote the rational flow of employees.

Three. Scope and conditions of implementation

(A) the scope of competition

All employees who meet the requirements of post competition can participate in post competition. Those who need to compete for posts should register with the Human Resources Department of the Group.

(two) the basic conditions that the competition should have.

1. Be able to consciously abide by the company's rules and regulations, work discipline, and no violation of discipline.

2. Be healthy and able to work normally and stably.

3. Have certain office operation skills, scheduled analysis and summary ability, and good communication skills.

4. Be able to operate and work independently, and strictly perform the responsibilities of this position.

5. Strong working principles, strong sense of responsibility, professional quality and comprehensive mentality in place, hard-working and hard-working. 1

6. Be able to accept the adjustment and arrangement of post working hours at any time according to post requirements. (three) the organization and implementation of competition for posts

The President's Office is responsible for the release and collection of competitive recruitment information, and the Human Resources Department and the President's Office organize and coordinate the organization and arrangement of all work in the competitive recruitment process.

(D) the way of competition for posts

For those who apply for competitive positions, the competition methods are defense, practical examination and comprehensive quality evaluation: (1) the weight ratio of each achievement.

Defense, practice, comprehensive quality evaluation (2:4:4) (2) calculation of competition results.

A. Arrange employees in the ranking order from high to low in total score. B if there are parallel scores at the same time, the one with the highest comprehensive quality score is preferred. (III) Contents of competitive defense, practical operation test and comprehensive quality evaluation ① Defense (oral test, 100)

Defense: Use 10 minutes (no more than 15 minutes at most) to mainly state the reasons for competitive positions, their own advantages and disadvantages, their advantages and disadvantages for competitive positions and their plans after taking office. See attached table 1 for details.

② Basic skills test (100)

It mainly examines employees' data sorting ability, thinking ability, information integration ability, information analysis ability and practical problem solving ability. The basic skills examination adopts computer operation and written defense, and the marking adopts multi-person marking system.

③ Comprehensive quality evaluation (100)

Comprehensive quality evaluation: It mainly evaluates the comprehensive quality of competitors from four aspects: basic employment conditions and morality, ability, diligence and performance. ◆ Basic conditions for employment: refer to the above contents. ◆ Virtue and diligence:

Answer? De? Mainly refers to personal morality, ideological quality, professional ethics, professional ethics, honesty and trustworthiness, fairness and decency, overall awareness, love and dedication to the enterprise, sense of responsibility and loyalty to the enterprise.

b？ what's up : Mainly refers to their comprehensive professional quality and ability, good at learning, communication, adjustment and coordination, and the ability to solve practical work and problems.

c？ Diligence? : It mainly refers to diligence, hard work, initiative, diligence, dedication, work attitude and perseverance.

d？ Performance? : It mainly refers to the content that the task is completed with good quality and quantity, and the work quality, work efficiency and work performance are obvious.

◆ Comprehensive quality evaluation combined with the evaluator's incomplete understanding of the information of the competing personnel can not objectively evaluate the relevant specific information of the personnel. Draw lessons from the ranking method of performance appraisal, and push back the most unsuitable candidates when you have vague understanding. The evaluation team composed of 2 people from each department of the group company 1-2, in an objective, fair and responsible manner, sorted out the last 2-3 people you think are the most unsuitable. According to the number of votes, the specific accounting formula is: 100- actual votes/theoretical votes. Please refer to Appendix 2 of the evaluation form for details.

(4) Achievement cashing and result publicity

① Achievement summary ranking: The President's Office and the Human Resources Department will summarize the achievements of the candidates and rank them from high to low.

Model essay on the implementation plan of competition for posts for employees of the company 3 I. Guiding ideology and work purpose

In accordance with the provisions of the Company Law of People's Republic of China (PRC), we will conscientiously implement the articles of association and the resolutions of the shareholders' meeting, adhere to the principles of openness, equality, competition and merit selection, introduce a competition mechanism, further broaden the channels for selecting and employing people, make outstanding talents with both ability and political integrity, outstanding performance and popular support stand out, encourage all employees to be dedicated, conscientious and enterprising, and strive to build a high-quality management team.

Second, the post setting

1. The general manager is directly appointed by the board of directors.

2. The secretary is appointed by the Party committee elected by the Party branch.

3. Competitive position: (to be determined)

According to the needs of the work, there are 2 deputy general managers, 1 assistant to the general manager, 1 office, 4 departments (finance department, security department, production operation department and technology department) and 2 departments (archives department and statistics department). The archives are managed by the office, and the statistics department is managed by the finance department. The department-level department shall have a section chief, and the department-level department shall have a business sponsor (the section chief and office director may be concurrently held by the deputy general manager or assistant general manager and branch secretary).

4. The specific post and level setting of each department shall be planned and set by the section chief or part-time leader and submitted to the company office for examination and approval, and then posted for publicity.

Three, the basic conditions and qualifications of competition for posts

1, have the theoretical knowledge and organizational management ability required to perform their duties, have a strong sense of professionalism and responsibility, have a sense of reform and innovation, can consciously implement democratic centralism, keep close contact with the masses, be honest and self-disciplined, have a decent style, be good at uniting comrades, abide by the law, be fair and upright, and be strict with yourself.

2. The person competing for each position should have the abilities and skills required for the position and be competent for the job.

3. Age requirements: Except for the original posts, the newly appointed posts above the section chief are under 55 years old for men and 50 years old for women.

4, nearly three years of annual assessment for more than competent (including competent).

5, good health, can adhere to normal work.

6. Comply with the relevant provisions of the Articles of Association.

7. In order to encourage competition and make outstanding talents stand out, those who have both ability and political integrity and outstanding work performance may appropriately relax their qualifications to participate in open competition.

Four, the procedures and methods of competition for posts

1, publicity. Hold relevant meetings, and organize employees to learn the spirit of documents related to post competition for all staff, such as Company Law and Articles of Association. The leaders of the board of directors of the company mobilized to publicize the purpose and significance of competition for posts, so that the broad masses of employees could unify their thinking, raise their awareness, correct their attitude and actively participate.

2. announce your position. Announce matters such as competitive positions, qualifications, and working procedures for competitive positions.

3. Open registration. All employees who meet the requirements of competitive positions can sign up. Candidates are required to fill in the Registration Form for Competitive Employment, and briefly describe their work experience and their advantages and conditions for competing for the position. Each person who has hired a department-level position or above can only choose one position, and those who have hired a comprehensive department position can choose two positions at the same time.

4. Competitive recruitment steps. The competition is divided into two parts, one is the competition for middle-level positions, and the other is the competition for general positions.

5. According to the qualification conditions of competitive positions, the inspection team is responsible for the qualification examination of applicants.

6. Those who pass the qualification examination will give a speech within the prescribed scope, introducing their resumes, competitive advantages, ability and political integrity, work performance and ideas of competitive positions. And answer the relevant questions raised by the evaluation team. Before or after the speech, the speaker should submit an idea about competitive positions to the evaluation team.

7. According to the competitor's speech defense scores and evaluation results, the evaluation team puts forward a recommendation list, selects the best candidate, posts the list, and the investigation team conducts an investigation. The contents of the inspection include cadres' morality, ability, diligence and achievements.

8. According to the investigation results and the authority given to the general manager by the Company Law and Articles of Association, the appointment of personnel shall be decided by the general manager, and if it needs to be submitted to the board of directors for deliberation, it shall be submitted to the board of directors for approval.

9. The general post double-front system means that employees can choose departments and specific positions, and department leaders can choose to hire or not to hire all the personnel competing for positions, with a term of three years, including a probation period of three months.

Enjoy the same treatment during the probation period. Those who fail to pass the examination after the probation period will not retain their posts and welfare benefits (only basic salary will be paid) and will be kept on probation for three months. After three months, those who fail to pass the examination will terminate the labor contract.

For the original employees who failed in the first competition, the company will designate a post to be held for three months. They will enjoy the same level of treatment during the waiting period. After the waiting period, they can apply for competitive recruitment again If the competitive position is unqualified again, the labor contract shall be terminated.

Organizational leadership of intransitive verbs

Competition for posts is conducted under the direct leadership of the board of directors of the company, and the general manager is responsible for specific work under the guidance of the board of directors.

1, set up an evaluation team. The evaluation team consists of leaders of the board of directors, leaders of the shareholders' meeting or designated representatives.

2. Establish an investigation team: composed of shareholders and the board of directors. The general manager is responsible for the specific work.

It is an important measure for our company to deepen the reform of personnel system to implement the competition for posts for all employees. Shareholders and board members should strengthen ideological and political education, guide all employees of the company to correctly understand the purpose and significance of competitive recruitment, and encourage qualified employees, especially outstanding young employees, to actively participate in competitive recruitment; It is necessary to educate all employees to put their work and career first, treat themselves correctly, treat the organization correctly, treat the masses correctly, and treat post competition correctly. It is necessary to strictly organize the work discipline of competition for posts, severely investigate and deal with violations in competition for posts according to relevant laws and regulations, and ensure the healthy and smooth progress of competition for posts.