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HR planning

HR planning

A recruitment policy planning

     1, the recruitment needs

     According Positions and staffing plan, mainly the lack of such deputy general managers, and is hiring investment managers and planning manager, experienced administrative secretarial, legal staff, chief accountant and other staff, the whole society to recruit each positive kinds of talent.

     2, recruitment

      a, school social recruitment and recruitment (mainly middle-level jobs, supervisor-level)

      b, schools in recruiting (as trained, lower-level managers)

     3, recruitment strategies

     Recruitment mainly through participation in school graduates Fair, held talks in schools in recruiting, hiring release posted online recruitment of four forms; primarily through participation in the community to recruit talent exchange, advertised, online recruitment, overseas labor export agencies form.

     4. Select the mode adjustment programs

     2016 will improve the college staff selection procedures and to strengthen examine non-intellectual factors, another focus of the recruitment, use "water system interview", namely human resources, employing direct supervisor, employment sector, employment centers, corporate vice president etc. have different emphases, were involved in the interview, the interview in order to improve efficiency.

Second, the performance of policy planning

     2016 performance evaluation policy will make the following adjustments:

     1, the establishment of target-oriented program management performance appraisal system, the evaluation results of the work of departments and positions has a corresponding key indicators;

     2, the establishment of evaluation system of communication by direct superior at the end of each month with the job evaluation carried out assessment of communication;

     3. Establish a monthly reporting system in writing, so that the central level and above leaders to keep abreast of the evaluation department of the staff positions;

     4, the company-wide implementation of "assessment results and wages" strictly linked to ways to make employees more clearly which indicators they should be done on the job;

     5, strengthen the training Publicizing the performance management system, reducing evaluation errors, improve the reliability and validity of the evaluation.

Third, the training policy planning

     2016 training policy will make the following adjustments:

     1, to strengthen pre-service training efforts, new employees quickly integrated into the group.

     2, the company unified management training by a combination of internal and external, can hire outside professional training institutions combination of internal training, focusing on the company's existing management, management ideas, system procedures, investment banking and other aspects to carry out.

     3, the training will be binding on all positions should learn theoretical knowledge and skills.

Fourth, the policy planning and compensation system

2016 plans to adjust remuneration policy:

     1, according to job rank and personal competence were given salary remuneration;

     2, staff salaries directly linked with the performance results, do a good dry to prevent poor have the same situation;

     3, the introduction of talent and outstanding enterprises to learn, especially to a successful corporate learning its advanced compensation system;

     4, the distribution of income for talent break with the inherent mode, not to engage in seniority, greater autonomy;

     5, for senior personnel and successful business managers can use salary system.