China Telecom Personnel System

The new rules of personnel system established by China Telecom are: posts depend on competition, performance depends on assessment, use needs training, cadres need communication, and work needs supervision. This rule covers all aspects such as selection, employment and resignation, and is forming a system and closed loop.

The combination of open recruitment, competition for posts, democratic recommendation and organization inspection has become the biggest feature of China Telecom's talent recruitment. Starting from 200 1, China Telecom began to try out open selection and competition for posts from the level of ordinary employees. After that, the scope of open selection was expanded from employees to third-level manager deputy, third-level manager deputy and second-level manager deputy; The selection area has also expanded from the unit to the local area and even the whole industry. Jiangxi Telecom recruits 8 managers at a time, and 5 are from external systems. The group company employs 9 people at one time, and 8 people come from outside the system. Although the second-level managers of group companies and the top leaders of provincial companies still adopt the methods of democratic recommendation, organization inspection and party group appointment, they have expanded the participation, knowledge, selection and supervision of employees in the process of selection and appointment, and the traditional methods have been given more and more new ideas. At present, China Telecom carries out open selection and competition for all positions except the top leaders of provincial companies and the second-level managers of group companies.

It is the key for China Telecom to make good use of talents by continuously strengthening the training and training of employees and improving their quality. Based on the principle of "training by use instead of training", China Telecom has formulated a three-year rotation training plan for leaders, including sending personnel abroad for further study and inspection, sending them to various colleges and institutions for training, and holding training courses to create a good growth environment for talent growth. Strengthen the exchange of cadres. Since 2003, the proportion of employees who go to the grass-roots level to exercise every year in the group company has reached 5% of the total number of employees, of which the third-level manager accounts for 50%. The up-and-down communication and horizontal communication of provincial companies are also expanding year by year. Through democratic appraisal, public debriefing, outgoing audit and other measures, we will strengthen the work supervision of leaders and help them grow up healthily.

By strengthening the assessment and perfecting the system, people can be removed from the exit channel. At present, the group and the provinces have basically established an assessment system for leaders, formed a related index system, and adopted different assessment methods such as democratic appraisal and 360-degree scoring, and linked the assessment results with bonuses and cadre appointment. In last year's year-end assessment, seven middle-level cadres of Chongqing Telecom Company were dismissed and eight middle-level cadres were demoted because of their mediocre performance. Foshan Branch of Guangdong Telecom Company failed to complete the annual performance appraisal index, and the main members of the leading group were demoted and used. The last elimination system has been implemented in China Telecom Headquarters for three years. Last year, two second-level managers were adjusted and three third-level managers were demoted. While strengthening the assessment, China Telecom has gradually implemented the tenure system and appointment system. All members of the leading bodies of listed companies are appointed. Through the appointment system and tenure system, we have established a mechanism and atmosphere in which the competent are superior and the mediocre are inferior, breaking the "iron law" in which leaders can be promoted but not dismissed.