The recruitment and resignation management of employees in home improvement enterprises need a model in this respect, thank you!

This management regulation ensures the orderly recruitment of personnel, timely and effectively supplements human resources for the company, and provides necessary training to verify the qualifications of employees of the company, so that employees can have a comprehensive understanding of the company's basic situation, management system, culture, job content and tasks, and have a perceptual understanding of all departments of the company, thus realizing the company's quality commitment. To improve employees' working skills and enhance the competitiveness of products, so as to ensure and improve the quality and work efficiency of products, and thus achieve the sustainable development of human resources.

2. Scope of application

Recruitment and training of all formal employees in the company, including contract workers and agents.

3. Recruitment Procedure

3..1. Each department puts forward recruitment requirements according to the positions they need to fill.

3..2. The company will make a personnel budget at the beginning of each year, and the manager or supervisor of the employing department will make a plan for adding positions and numbers at the same time as the plan for the beginning of the year, which will be approved by the management.

3..3. When the employing department has recruitment requirements, Manpower demand application form > , submitted to the company's management for approval, and then submitted to the relevant person in charge of the personnel department for recruitment.

4., recruitment channels

4..1, the personnel department determines the number of recruits according to the company's manpower demand, and prepares for recruitment.

A, employees can be recruited directly from outside the factory or through the intermediary of labor agencies.

B, managers can be recruited through the talent market, labor agencies.

5.. Screening and interview

5..1. The Personnel Department conducts the first round of screening according to the "Application Form for Manpower Demand" filled out by the department, and compares the received resumes with the "Requirements for Post Quality of Company Personnel", and transfers the candidates who meet the basic requirements to the manager of the Administration Department for the second round of screening.

5..2. The personnel department will take competency test, career interest test, interview, situational assessment and experience of the applied position to evaluate the candidates after preliminary screening.

5..3. The employing department, the managers of the personnel department and the administrative department need to reach an agreement on the evaluation method before the evaluation begins. The personnel department will conduct an interview directly during the interview, and the managers of the administrative department of the personnel department will conduct a collective interview or the management of the company will conduct a direct interview. After the interview, they will discuss and negotiate to determine whether the candidate is hired. According to the needs, the personnel department will confirm the description in the candidate's resume

6. and the employment

6..1. For the confirmed candidates, the personnel department or the manager of the administrative department will determine the salary standard and issue the Employee Registration Form with the Labor Contract and Confidentiality Agreement, which will take effect after the hired candidates fill in their signatures, and the information of the hired candidates will be kept by the personnel department. Physical examination certificate > You can only be formally employed.

6. ... 3. After the new employees join the company, the personnel department will arrange the induction and relevant requirements for training.

7.. Training

7..1. Training for new employees: The personnel department will conduct one-day training and education for each batch of new employees according to items 1 to 12 in the Corresponding Table of Employee Training Contents, organize examinations, record the training examination results in the Employee's Personal Training Record Table, and assign the qualified employees to the corresponding departments.

7..2. On-the-job training: the management personnel of each department will train them for one week according to the operating procedures, operating techniques and standards of their posts. After passing the examination, the department head and the assessment materials will be submitted to the personnel department for signature and seal before they can take up their posts. For those who fail, the department head will discuss with the personnel department to retrain them. If they still fail, they will be dismissed.

7..3. Job-changing training: When it is necessary to transfer personnel to work, the head of the transferred department should fill in the job-changing information contact form and submit it to the personnel department for review and approval. If it is cross-departmental, it should be approved by the manager of the administration department, and then according to the nature of the post, the managers of each department should organize training for the job-changing personnel according to the requirements of 7..2. Those who fail to pass the second training will be transferred back to their original positions.

7..4. Temporary training: If the company requires training due to the introduction of new technology or new equipment or other temporary needs, the department head will make an "employee training plan" in the form of information contact sheet, and submit it to the manager of the administrative department for approval after preliminary examination by the personnel department. The department head shall organize temporary training and record the Employee Training Attendance Form and assessment.

7..5. Promotion training: For the employees promoted by the department head or management due to work needs, the department head where the employee belongs shall fill in the Employee Performance Evaluation Report and submit it to the Personnel Department, and then the manager of the Administration Department shall evaluate it. After approval, the department head shall, according to the Employee Training Content Correspondence Form and 7..2. The qualified personnel department shall change the brand name, sign it and put it on the post for printing, and the promotion shall be terminated for those who fail the second training.

7..6. Off-site training: The Administration Department shall formulate the "Human Resources Off-site Training Plan" according to the needs of the company's business development and submit it to the Chairman for review

for approval. The heads of various departments may apply to the manager of the Administration Department for off-site training according to the actual situation of the department. And submit the approved schedule to the personnel department for unified arrangement and delivery to the off-site training ...

7..7. Annual training: Each department of the company submits a departmental "employee training plan" to the personnel department in the form of an information contact sheet at the beginning of December every year according to the needs of the department, and the personnel department formulates the annual training plan of the company according to the schedule provided by each department, and after submitting it to the manager of the administration department for approval, the personnel department makes overall arrangements for the relevant department heads to organize the training assessment of departmental personnel according to the annual training plan, and records the ".

7..8. Target monitoring: The company ensures that 1% of the employees below the supervisor level receive in-factory training every year, and 5% of the management employees above the supervisor receive out-of-factory training every year, and the effective training reaches 1% after two years. The personnel department makes statistics on different trainings every month. Form a QOS report and submit it to the QOS meeting group for review.

8., employee performance appraisal and incentive

8..1. In December of each year, the administrative department will evaluate its employees together with the heads of various departments to form an Employee Performance Appraisal Report, which will be used as the basis for promotion and salary adjustment.

8..2. For the employees of the production department, through the performance appraisal management measures of the production department, Improve production efficiency.

8..3. In order to give back to all employees' support and dedication to the company, the company organizes the employees of the whole factory to take a trip

during the Golden Week every year, so as to improve the affinity and cooperation ability of employees.

8..4. The administrative department conducts an employee satisfaction survey on employees of the whole company every six months, and collects employees' voices from various aspects to form an "employee satisfaction survey". Rectify the most popular projects, and publish them in the form of a notice after forming a report.

9.. Maintenance of personnel data

9..1. All personal training results must be registered in the personal training record form for filing, and employee personnel data, training implementation textbooks, training assessment results and training achievement reports should be properly kept and archived. Until the employee leaves his job for one calendar year.

11., reference documents

1, employee recruitment as a guide

2, post quality requirements of company personnel

3, employee training content correspondence table

12., document record

1, manpower demand application form

2, personal training record form.