扶苗招聘管理制度(中英文对照版)

2021年1月21日发(作者：featured)
精心打造



版次

Ver
01
02



修订日期

Date
修订内容

Description of Revision
修订人

By
审批人

Approved
2008.3.1
2009.8.31






Recruitment procedure revised
招聘程序

6
相关文件及记录

Relevant documents and records
Apple Duan
Jewny Xie



Cherrie Zhu
Cherrie Zhu




1.
目的
Purpose
1.1
通过系统化的招聘管理保证公司招聘工作的质量，为公司选拔出合格、优秀的人才。

Processing recruitment through systematic management, selecting qualified employees
1.2
规范人员需求的申请、招聘渠道的评估、面试程序及录用程序，以保证招聘工作满足公司需要并
有效控制成本。

The
company
should
regulate
application,
recruitment
channel
appraisal,
interview
procedure
and hiring procedure, as well as cost controlling.

2.
范围
Scope
本文件适用于
**
制造（中国）有限公司各涉及招聘工作的部门及人员。

This policy is applicable for all departments & employees related with recruitment job of Hunter
Douglas Manufacturing (China) Co., Ltd.

3.
定义与简称

（

有必要时

）
Definition and Shortened form ( When necessary)
无

None

4.
权责
Duty and Responsibility

4.1
人事行政部负责统筹全司各部年度人力资源招聘计划并在通过审核后执行。

HR and Administration department is in charge of annual HR program. The program will be
carried out after gaining approval.
4.2
各部门经理及时提交招聘需求及岗位说明，并配合面试过程。

Managers of each department should propose recruitment requisition and job description in time.
4.3
总经理及董事长审核招聘计划并拥有人员录用最终决定权。

Finial decision should be made by general manager and president.

5.
程序
Procedure
5.1
招聘原则
Recruitment principle
5.1.1
公 司招聘录用员工按照“公开、平等、竞争、择优”的原则。对公司内符合招聘职位要求
及表现卓越的合适 员工，将优先给予选拔、晋升。其次再考虑面向社会公开招聘。所有应
聘者机会均等。

未来
1
精心打造

Based
on
the
principle
of
“
open,
equal,
competitive
”
,
the
company
will
se
lect
the
most
qualified
employees.
Priority
for
selection
and
promotion
will
be
given
to
the
qualified
employees with outstanding performance. Chances are equal for all the applicants.

5.1.2
不因应聘者的性别、民族、宗教信仰和推荐人不同而给予不同的考虑。

Different genders, nations, beliefs and references will exert no influence on recruitment.
5.1.3
亲属回避原则：凡已在本司就职人员的亲属一律不录用；如亲属关系于后期建立， 则公司
有权要求其中一方调离原职。

Relative
avoidance:
relative
of
employees
in
HDMC
cannot
be
hired.
For
those
who
establish relationship after enter the company, the company have the right to require one
party to quit.

5.2
招聘政策
Recruitment policy 招聘工作应根据每年人力资源管理计划进行。如属计划外招聘应提出招聘理由，经公司总经理及
董事 长审批后方可进行。

Recruitment
should
be
carried
out
according
to
annual
HR
program.
Unscheduled
recruitment
should be approved by general manager and president.


5.3
流程
procedure
5.3.1
各部门根据年度工作发展状况，核 查本部门各职位，于每年年底根据公司下一年度的整体业
务计划，拟定人力资源需求计划，报公司人事行 政部。

Recruitment requisition should be proposed by each department by the end of year, and
reported to HR and Administration department.
5.3.2
人事行政部根据公司年度发展计划、编制情况及各部 门的人力资源需求计划，制定公司的
年度招聘计划报总经理及董事长审批。

Annual
HR
program
should
be
formulated
by
the
HR
and
Administration
department
and approved by general manager and president.
5.3.3
各部 门根据实际业务需求，提出正式的员工需求申请。填写

招聘申请表


及“岗位说书”，
报人事行政部审核。

Each
department
proposes
formal
recruitment
requisition;
fills
in
Recruitment
Application
Form
and
Job Description
; gets the approval from HR and Administration department.
5.3.4
人事行政 部根据招聘计划执行招聘，并及时同有关招聘部门就人员招聘进展状况进行沟通
和协调。

HR
and
Administration
department
carries
out
the
recruitment
program,
communicating
and
cooperating
with
departments
which
present
recruitment
requisition.

5.4
招聘周期
Recruitment period
指从人事行政部 收到

招聘申请表

起，到拟来人员确认到岗的周期。每一职位的招聘周期一般不超过
8
周。有特别要求的职位，将视实际情况经用人部门与人事行政部协商后适当延长
或缩短招聘周期。

Recruitment period refers to a period from the day when HR and Admin department receives
未来
2