瑞声达听力技术(中国)有限公司人力资源管理制度（中英文）.docVIP

瑞声达听力技术(中国)有限公司 发行日期: 2006年1月1日 大北欧通讯设备(中国)有限公司 文件编号: GN-02-P01 第  PAGE 26 页 共  NUMPAGES 26 页 版本号: 3.00 劳动人事制度 Labor and Personnel Regulation PURPOSE This regulation is compiled to clarify the framework of labor and personnel management. SCOPE This regulation applies to all the employees in GN China. Definitions These definitions apply to all the policies released by HR Dept. 3.1 Company: refers to GN ReSound China Ltd., GN Netcom China Ltd., GN Netcom Logistics Xiamen Ltd. and GN GROC Ltd. 3.2 Departmental manager: refers to managers who report directly to the GM or executives of the same level. 3.3 Handover period: refers to the duration of one month prior to the last working day of the resigning employee. RECRUITMENT 4.1 Recruitment Sources All the recruitment activities should be conducted by the HR Department or under the authorization of the HR Department. The recruiting channels are as follows: Internal: Employee transfer External: Universities and Colleges / Vocational Technical Schools / Recruitment Advertisements / Labor Bureau / Talent Exchange Center / Recommendation / Internet 4.2 Recruitment Procedure “Manpower Requisition Form” should be submitted first. The recruitment shall be conducted upon approval of the HR Manager or the GM or executives of the same level as the GM. Approval from the GM or executives of the same level is a must for unbudgeted personnel request. For recruitment of new positions, the hiring department should also provide the job description. The HR Dept. will arrange interviews for the eligible applicants and recommend qualified candidates to the hiring department for further interview. The first interview can also be conducted by the HR Dept. together with the related department. The GM or executives of the same level will conduct a final interview for candidates for positions of departmental managers and above as well as some key positions. The interviewer shall evaluate the interviewee and fill in “Interview Re