Why not recruit college students from railway children to solve the employment problem for railway workers?

China Railway mainly recruits people from several traditional railway colleges (Southwest Jiaotong University, Lanzhou University, East China Jiaotong University, Tieshi University, etc.). ), as well as technical secondary schools and technical schools within the railway system. If employees' children happen to attend these schools, under the same conditions, they should be naturally hired after interviewing, written examination and other recruitment processes.

China Railway originally belonged to the Ministry of Railways. After the reform in 2000, it was separated from the Railway Bureau (now China National Railway Group Co., Ltd.). Railway Bureau is the operating unit and China Railway is the construction unit. (Note: Many people can't tell the difference. Later, I will also talk about some practices of China Railway in recruiting children. )

In the eyes of China Railway people, the Railway Bureau is a good unit with a relatively fixed working place and good welfare benefits. Therefore, after China Railway completed the construction of the new railway line in the 1990s, some employees moved with the new railway line and became employees of the Railway Bureau.

At that time, some colleagues went to Houyue Line and Beijing-Kowloon Line to work in a work area or a small station, 20 days a month, 10 days off. The work intensity is lighter than that of China Railway, and it can also take care of the family. In recent years, their income may not be as good as that of China Railway. In the exchange, I also learned that their children are not employed in a unified way, just like I said before.

China Railway has different policies on the employment of employees' children. The succession of employees' children is the product of a special era, which has long since ceased to exist. Many bureaus are also included in the campus unified recruitment, but within the scope of recruitment agencies, there is no problem with professional counterparts.

Some bureaus are still adopting transitional policies (it may be cancelled soon, which has become a fashion): considering the actual situation of the construction unit, employees are away for many years, and children's learning, education and growth cannot be fully considered. In order to stabilize the workforce and solve the worries of employees, professional counterparts who meet the requirements of public full-time undergraduate education will be hired as regular employees, even if they are not within the scope of the recruitment agency, but they must follow the normal recruitment process and pass the written interview.

College degree, professional counterparts, tertiary subsidiaries will consider sending personnel to work according to construction services or labor services, which is not considered as a formal employee, and may have the opportunity to become a regular employee if they meet the requirements later. No longer arrange secondary school education, at least junior college level.

Using the second and third generation iron companies also has its advantages. I have known the nature of the company since I was a child and have been relatively stable since I joined the company. They can work with peace of mind and recognize the corporate culture. Because their children visit relatives in the project, their emotional intelligence is generally high. Many of them developed well and took on heavy responsibilities in the later period. As for whether internal children will have nepotism, care arrangements and promotion, this phenomenon cannot be ruled out, but it is an example on the whole. The construction unit still needs to work hard. If you don't have enough ability, you will be fidgety when you push to that position.