A brief introduction to Beijing personnel

1. How old can you be to do personnel work in Beijing? 2. Beijing Municipal Personnel Dispute and Labor Dispute Arbitration Measures. 3. Telephone number of Beijing Personnel Examination Center. How old can you be to do personnel work in Beijing?

< p>According to relevant information query, the male is 60 years old and the female is 55 years old. Personnel work also refers to human resource management work, which includes six modules: human resource planning, recruitment, training, performance, compensation and employee relations. Human resources staff refer to people who are engaged in human resources work and are an important position in the company. The department responsible for the company's personnel work is called the Personnel Department or Human Resources Department. The retirement age is 60 years old for men and 55 years old for women. Beijing Arbitration Methods for Personnel Disputes and Labor Disputes

■The scope of acceptance of cases of personnel disputes and labor disputes is different. The Beijing Arbitration Methods and Institutions for Personnel Disputes are applicable to matters arising from the personnel relationship between public institutions and their staff in this city. Disputes arising from establishment, modification, termination, etc., as well as other personnel disputes that should be arbitrated in accordance with relevant regulations of the state and this city. Specifically, they include: personnel disputes between the employed person and the employing unit over issues such as open recruitment, employment procedures, periodic or period-of-employment assessments, dismissal and resignation, and placement of unemployed personnel; personnel disputes between state agencies and staff due to recruitment and transfer Disputes; disputes arising from resignation or dismissal between public institutions and staff; other personnel disputes that can be arbitrated in accordance with relevant regulations of the state and this city. When the personnel dispute arbitration committee accepts personnel dispute cases, it must strictly comply with the provisions of laws and regulations and avoid arbitrariness. The "Beijing Municipal Personnel Dispute Arbitration Measures" came into effect on May 1 this year. Various personnel disputes that occurred before the promulgation of the regulations will, in principle, be coordinated and resolved by the superior competent authority of the disputed department in accordance with the relevant policies and regulations at the time. The Beijing labor dispute arbitration regulations and institutions apply to labor dispute cases between central and municipal Sino-foreign joint ventures, Sino-foreign cooperative enterprises and wholly foreign-owned enterprises located in the city and suburbs; Sino-foreign joint ventures and Sino-foreign cooperative enterprises in other provinces and cities and labor dispute cases between the offices or branches of wholly foreign-owned enterprises in Beijing and workers; labor dispute cases that have a significant impact on the city; and other labor dispute cases that the Municipal Arbitration Commission deems should be accepted by this commission. The content of labor disputes accepted includes: labor disputes arising from the dismissal, removal, dismissal, resignation, and voluntary resignation of employees; disputes arising from the implementation of national regulations on wages, insurance, welfare, training, and labor protection; disputes arising from the performance of labor contracts Disputes arising from the determination of invalid labor contracts, conclusion of labor contracts under specific conditions, employee mobility, employer layoffs, economic compensation and compensation; other labor disputes that should be handled according to laws and regulations. ■The time limit for personnel disputes is different from that of labor disputes. The Personnel Dispute Arbitration Measures mention the issue of time limit in many places. The most important time limit includes that the parties shall submit a written submission to the competent personnel dispute arbitration agency within 60 days from the date of occurrence of the personnel dispute. The arbitration committee may not accept the application if it is submitted after the deadline. When a party files an arbitration application, the accepting institution must make a written decision on whether to accept or reject the application within 15 days and notify the applicant. The arbitral tribunal handles personnel dispute cases and concludes the case within 60 days from the date of formation of the arbitral tribunal. In special circumstances, it can be extended for 30 days with the approval of the arbitration committee. Wang Youzhi, director of the Personnel Dispute Arbitration Division of the Personnel Bureau, said that in the past, when personnel disputes occurred, they were resolved through petitions, which usually took half a year or a year to resolve. The relevant regulations on labor dispute arbitration in Beijing stipulate that after a labor dispute occurs, the parties shall apply for arbitration in writing to the Labor Dispute Arbitration Commission within 60 days from the date they know or should know that their rights have been infringed. This is excepted if the parties exceed the above-mentioned time limit for applying for arbitration due to force majeure or other legitimate reasons. ■Personnel disputes and labor dispute arbitration committees have different jurisdictions. Arbitration of personnel dispute cases shall be subject to hierarchical jurisdiction. According to the provisions of the arbitration methods, cities, districts and counties must establish personnel dispute arbitration committees. The Beijing Municipal Personnel Dispute Arbitration Commission accepts personnel dispute cases involving municipal-level state agencies and their affiliated institutions. The district and county-level arbitration committees are responsible for accepting personnel dispute cases involving district and county-level state agencies and their affiliated institutions. The central government agencies and institutions in Beijing are responsible for accepting personnel dispute cases. Personnel dispute cases involving units shall be handled by the Personnel Dispute Arbitration Committee of Public Institutions directly under the central state administrative agency in Beijing. According to Wang Youzhi, Director of the Personnel Dispute Arbitration Division of the Personnel Bureau, in principle, personnel disputes before May 1 will not be accepted and will be resolved by the superior authority or through petitions.

The arbitration of labor dispute cases does not implement hierarchical jurisdiction, but implements territorial jurisdiction. ■The rights of the parties involved in personnel disputes are different from those of labor disputes. The Beijing Municipal Personnel Dispute Arbitration Measures stipulates an arbitrator selection system. The arbitration tribunal is composed of three arbitrators. When a personnel dispute occurs, the chief arbitrator and two other arbitrators form the arbitration tribunal. The chief arbitrator is appointed by the arbitration committee, and the other two arbitrators are both parties. The parties are free to select one arbitrator from among all the arbitrators of the arbitration committee. This can increase the openness and equality of the arbitration. This practice is the first in the country. First case. However, there is no such provision in the arbitration of labor dispute cases. Beijing Personnel Testing Center phone number

Beijing Personnel Testing Center phone number: 010-63959012

Beijing Personnel Testing Authority (Beijing Personnel Testing Authority) was established in February 1993 by Beijing Personnel. A public institution affiliated to the Municipal Human Resources and Social Security Bureau.

Beijing Personnel Testing Authority (Beijing Personnel Testing Authority) was established in February 1993 by Beijing Personnel Bureau. It is a public institution affiliated to Beijing Personnel Bureau. Mainly responsible for various professional (professional) qualification examinations, professional and technical qualification examinations, and civil servant recruitment examinations implemented by the Ministry of Personnel and relevant ministries and commissions in Beijing. Beijing Personnel,

socialized entrusted examinations, socialized professional title reviews, and Act as an agent for designated examinations of foreign examination institutions. Under the guidance of the National Ministry of Personnel and relevant ministries and commissions examination agencies, the center follows the principles of "fairness, impartiality and openness", standardizes management, pioneers and innovates, and creates high-quality products.

In 2002, with the approval of the Beijing Organization and Establishment Office, Beijing Personnel added the brand of "Beijing Professional Qualifications Evaluation Center (Beijing Professional Qualifications Evaluation Center)", forming "one set of people, two brands" "The development trend of two-wheel drive.

The center mainly focuses on national policy examinations, supplemented by civil servant recruitment examinations, open selection of leading cadres, open recruitment of public institutions and various trainings. It is an important "window" for the government to serve the society and select talents. The center adheres to the people-oriented service concept. After more than ten years of pioneering and innovation, it has gradually formed the Beijing Personnel Examination brand, which is widely recognized by the society.