1. Purpose

In order to effectively realize the strategic objectives of enterprise development, better select and appoint talents, promote the sound development of various businesses and encourage employees to increase their value, this competitive employment management method is formulated.

II. Ways

For vacant positions, the company gives priority to internal recruitment and implements open competition for posts. Among them, the management class adopts the combination of competitive employment proposal, ability inspection, comprehensive performance evaluation, public speech and defense, while the ordinary staff class adopts the combination of written examination, ability inspection and comprehensive performance evaluation.

III. Principles

1. Principles of openness, fairness and justice

2. Combination of competition and merit

3. Combination of employee application and job requirements

4. Matching of people, events and posts

5. Principle of two-way selection

Chapter II Competition for posts and scope

1.

2. when an enterprise establishes a new branch, subsidiary or project department, it will conduct centralized competition in combination with its post setting scheme;

3. When there are individual job vacancies, individual competition will be conducted according to job requirements.

this competitive recruitment method is mainly aimed at situations 1 and 2.

II. Requirements for competitive positions

The announcement of competitive positions should put forward the requirements for post qualifications, skills and abilities in combination with its Job Description, and publicize the responsibilities of the position to employees.

III. Scope of Competition

Competition is announced in public. All full-time employees are eligible for competition. They can choose any qualified position to apply for competition (see Appendix 1 "Application Form for Competition"), and apply for no more than 3 positions at most.

interns and probationary employees will not participate in the competition temporarily.

chapter iii organization and evaluation of competitive recruitment

I. centralized competitive recruitment

when conducting centralized competitive recruitment, a special leading group for competitive recruitment should be set up, which is composed of relevant leaders of the company and is responsible for the organization and leadership of this internal competitive recruitment. The competition leading group is headed by the general manager or the deputy general manager in charge, and consists of a competition office, a competition evaluation team and a competition supervision working group, which are as follows:

1. Competition office

The competition office is located in the Human Resources Department. The competitive recruitment office is responsible for organizing the daily work of competitive recruitment, and its specific responsibilities are:

(1) Implementing relevant documents and policies, drawing up a competitive recruitment plan and submitting it to the competitive recruitment leading group for approval;

(2) announce the competitive recruitment plan;

(3) announce the competitive positions and qualifications;

(4) Prepare and distribute relevant materials and forms;

(5) collect and sort out performance evaluation data;

(6) accept the competitive recruitment registration and sort out the registration materials;

(7) publish the list of candidates and the results of performance evaluation;

(8) publish the competitive speech score and comprehensive score;

(9) announce the candidates for employment;

(11) Be responsible for filing the competitive recruitment data.

2. competitive recruitment evaluation team

competitive recruitment evaluation team is responsible for reviewing, evaluating and determining the candidates in the competitive recruitment work. The competition assessment team is divided into middle-level managers' competition assessment team, general managers' competition assessment team and ordinary employees' competition assessment team.

(1) Middle-level managers (mostly department managers and ministers) compete for the appointment of evaluation team

Team leader: general manager or deputy general manager in charge

Members: relevant leaders of the company and external experts

The middle-level evaluation team of the department is responsible for reviewing, evaluating and finally appointing middle-level management candidates. After each department manager is hired, he can participate in the competitive assessment of general managers by the competitive assessment team.

(2) evaluation team for competitive recruitment of general managers

The evaluation team for competitive recruitment of general managers consists of the vice president in charge, the director, the heads of all departments and external experts (or members of the evaluation team for competitive recruitment of middle-level departments and managers of all departments). The evaluation team for general managers is responsible for reviewing, evaluating and appointing general managers.

(3) Evaluation Team for Ordinary Employees

The evaluation team for ordinary employees is composed of directors, ministers, human resources ministers and other relevant personnel, and is responsible for reviewing, evaluating and hiring ordinary employees.

for those employees who have applied for multiple positions and passed the competition, the competition leading group and department leaders will consult with each other and make a decision.

3. competitive recruitment supervision working group

the competitive recruitment supervision working group is composed of other middle and senior managers outside the competitive recruitment evaluation team, and is responsible for supervising the whole process of competitive recruitment according to the principles of fairness, justice and openness, accepting employees' feedback and reporting major issues to the competitive recruitment leading group.

second, individual competition

individual competition is conducted by a competition team composed of the employing department and the human resources department, and the selection and evaluation work is carried out according to the requirements of the competitive position.

Chapter IV Workflow

The order of job competition is first high-level, then middle-level and then low-level; Management personnel first, then ordinary employees.

I. competitive recruitment procedures for management positions

competitive recruitment for management positions adopts the methods of competitive proposal, ability investigation, comprehensive performance evaluation, speech and defense, and is carried out according to the following steps:

1. information release

The competitive recruitment office simultaneously releases internal competitive recruitment information, including departments, job categories, job names, number of people and job responsibilities, by using OA, intranet and bulletin boards.

2. Personal application

The competition office will issue the Application Form for Internal Competition (see Annex I) to the relevant units, and the relevant employees must collect it within the specified time. If they don't collect it, they will be deemed to have abstained automatically and have no right to participate in this competition. The employee must submit the completed Application Form for Internal Competition to the competition office within the specified time, and if it is not paid on time, it will be deemed as automatic waiver.

3. competitive proposal

the applicant shall submit a competitive proposal to the competitive office at the same time as the application form for internal competitive employment, with the content of planning, assumption and prospect for the management of the competitive position. The number of words required for the proposal for middle-level managers is about 3,111 words, and that for general managers is about 2,111 words.

4. arrangement of application form and performance evaluation data

the application form for competition (with personal data) is submitted by the employee himself to the competition office, and at the same time, the relevant units submit the Statistical Table of Comprehensive Performance Evaluation of Employees (see Annex 2) to the competition office, which will sort out the relevant data.

5. Qualification examination of applicants

The competitive recruitment office examines the competitive recruitment qualifications of the personnel competing for each position, and submits the competitive recruitment materials and comprehensive performance evaluation materials of the middle-level managers who have passed the examination to the competitive recruitment leading group for approval; Submit the competitive recruitment data and comprehensive performance evaluation data of qualified general managers to the competitive recruitment evaluation team for approval. After examination and approval, the competition office will publish the list of participants and comprehensive performance evaluation scores. The competitive employment supervision working group supervises the process.

after excluding those who are not qualified for competitive recruitment, the application form should be returned to me, and the reasons for the return should be indicated on the application form. Individuals have the right to appeal to the competitive recruitment supervision team.

6. The interviewer confirms that

the competitive recruitment evaluation team will organize the evaluation of the management proposal, and check the scores in comprehensive performance evaluation. According to the papers and comprehensive performance evaluation results, the interviewees will be determined from high to low (the general managers will be selected according to the ratio of 1:4). Competitive employment supervision working group carries out process supervision. The competition office will publish the list of interviewers, papers and assessment scores.

7. Speech and defense in competition

The competition evaluation team will arrange the candidates to give speeches and defense in an open environment, and the competition evaluation team will be responsible for asking questions, scoring according to the speeches and defense, and accounting the total score on the same day. Supervision of the competitive employment supervision working group.

if a competitor applies for two or more positions at the same time, he/she should give a speech and reply to the positions he/she applied for, and the competition committee will score the positions he/she applied for according to the speech and reply.

8. Employment of personnel

On the day of competition, the competition office will announce the speech score and total score, and the competition evaluation team will initially determine the personnel to be employed, and after reporting to the competition leading group for approval, the competition office will announce the personnel to be employed.

9. After taking office

the employment results are announced in the competition office, if the employees have significant feedback and submit it to the competition evaluation team, they can postpone their employment according to the actual situation; If there are no special circumstances, the employed person will formally take up his post after signing an employment contract with the employer.

since the competitive hiring staff took part in the competitive hiring speech, the original position was dissolved by themselves, but they still took full responsibility for the work of the original position until the newly hired staff took office. And must conscientiously fulfill the responsibility of work handover, the original office equipment, office furniture, office materials and offices must be handed over at the same time.

Appendices IV, V and VI are competition evaluation forms for the competition evaluation team to score.

ii. competitive recruitment procedures for ordinary employees

the competitive recruitment of ordinary employees adopts the combination of written examination, ability inspection and comprehensive performance evaluation, and is carried out according to the following steps:

1. information release

the competitive recruitment office releases internal competitive recruitment information, including departments, job categories, job titles, number of people, main responsibilities of posts, academic qualifications and professional requirements, ability and skill requirements, working years requirements, etc.

2. Personal application

The competition office will distribute the Application Form for Internal Competition (see Annex I) to the relevant documents, and the relevant employees must collect it within the specified time. If they don't collect it, they will be deemed to have abstained automatically and have no right to participate in this competition. Employees must submit the completed Application Form for Internal Competition to the competition office within the specified time.