Employee Recruitment And Training Rules And Regulations

The rise of enterprises in modern Chinese sense is only a few decades. In the employment system of enterprises, the influence of "people-oriented" is the first. Then, with the development of enterprises and the employment based system, enterprises have different employment systems in different stages of development.

Then the company recruits and Train How to establish the staff system?

Rules and regulations for staff recruitment and training:

Employee recruitment and training system

The first companies employ employees to implement the principle of equality between men and women and national equality.

Second companies recruit employees to implement comprehensive Assessment The principle of selecting the best person, hiring the best person, and selecting the company after the internal selection is not recruiting employees who do not meet the recruitment requirements.

When third employees apply for a company's position, they should normally be 18 years of age (must be 16 years old).

Eleventh employees apply for a company. position When it is necessary to legally terminate or terminate labor relations with other employers, it is necessary to fill in the registration form truthfully and correctly and not to fill in any false contents.

The fourth ID card, graduation certificate, birth certificate and other documents provided by the staff must be my real certificate, and I can not borrow or forge documents to deceive the company.

The company employs employees and does not collect employees' deposits, but does not detain employees' identity cards, diploma and other certificates.

First companies attach great importance to staff training and education, according to staff quality and job requirements, carry out pre service training, vocational education or on-the-job training and training, and cultivate employees' sense of professional pride and professional ethics.

The second company's compensation for the training of employees' vocational skills training and the compensation for staff training for breach of contract shall be stipulated separately in the labor contract. During the probation period, the labor contract is terminated and the labor contract is terminated at the expiration of the contract. The employee does not have to pay the training fee. If the employee has no fault and the company terminates the labor contract, the employee does not have to pay the training fee.

The third labor contract does not have a fixed time to pay for training expenses. If the employee puts forward the termination of the labor contract during the probation period, the company has the right to require the employee to pay the training fee. The specific payment method is: the agreed service period shall be divided into the amount of contribution according to the service period, and the payment shall be reduced by the service period that the employee has fulfilled; if there is no provision for the service period, the payment amount shall be paid according to the equal amount of the labor contract period, and the contract period of the employee has been reduced; no contractual period is stipulated, and the amount of contribution shall be paid according to the 5 year service period, and the payment shall be reduced by the service limit of the employee.

The fourth companies adopt a probationary system for new recruited employees. According to the length of the labor contract, the probation period is 15 days to 6 months: the term of the contract is less than 6 months, the probation period is 15 days; the duration of the contract is 6 months, and the probation period is 30 days; the probation period is 60 days after the term of the contract is less than two years, and the probation period is 3 to 6 months.

The probation period is included in the term of the labor contract and is counted as the working life of the company.