The main work of the personnel clerk

1, the company's recruiters (new recruits or vacancies) must be filled in by the employing department, reviewed by the competent leader, sent to the Human Resources Department for review whether they meet the staffing and job requirements, and then reported to the general manager of the company for approval, and included in the company's recruitment plan.

Approval process: application by employing department → approval by competent leader → approval by HR director → approval by general manager.

2. The person in charge of the human resources department draws up the recruitment plan and job description according to the personnel demand application form, and uniformly releases the open recruitment information with the appropriate media or selects suitable talents from the company's talent pool.

3. The employment principle of employees at all levels is that morality, knowledge, appearance, ability, experience and physique are suitable for their posts.

4. Daily recruitment: The Human Resources Department receives and makes an appointment for the candidates, instructs them to fill in the job application form, investigates and verifies the authenticity of the information provided by the candidates, cooperates with the employing department for a second interview after preliminary screening, and finally reports it to the general manager for instructions.

Centralized recruitment: the human resources department will primarily select candidates, and then the employing department and company leaders will set up a recruitment assessment team, which will conduct centralized interviews and assessments, and the collective research opinions will be reported to the general manager for instructions.

In case of outstanding talents, the person in charge of the human resources department can report to the general manager at any time and take summary procedures to avoid brain drain.

5. Probation personnel should report to the company's human resources department before taking up their posts, and they can only take up their posts after passing the corporate culture education and pre-job company system training conducted by the human resources department and sending the Notice Form of Employee's Probation to the employing department.

6. Those who pass the probation period assessment (those who perform well can suggest shortening the probation period) shall be filled in by the person in charge of the department after the probation period expires, and the personal evaluation and personal summary shall be filled in by the probationer himself, which shall be reviewed by the person in charge of human resources department and reported to the company leader for approval before going through the formalities of becoming a full member.

7. During the probation period, if the probationary employee's performance is not good, his immediate supervisor should suggest extending the probation period or stopping the probation period, and sign an opinion on the employee's probation notice form, which will be signed by the probationary employee himself for confirmation, and be dismissed after being audited by the director of human resources department.

8. If each department fails to employ personnel without authorization according to the above-mentioned prescribed procedures, the company will not recognize it and will not pay wages.

9. The general employees of the company are interviewed by the human resources department and the department, and reported to the general manager for signature and approval. Employees above the supervisor need to be interviewed by the human resources department and departments before they can be hired by the general manager for final interview confirmation.

Purchase employee social security: fill in the roster of new employees, the roster of labor contract verification, and a copy of employee ID card, and then go to the Social Security Bureau for processing.