The system of approval dates for the staff recruitment process was formally implemented on 1 january 2017. Rs-2016-x001 department name, process name: level 7 of the staff recruitment process summary of the general manager of the finance department / deputy general manager / department of human resources of the human resources department abcde 1 starts processing and approval of communications applications 2 performance of recruitment 3 interviews 4 pre-training assessments 5 approval of recruitment 6 recruitment of 7 8 9 10 company name of mongolia long march medicines & limited & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & article ii: human resources departments shall submit preliminary observations, based on the staffing situation in each department and the departmental recruitment application, after full communication with each department, to the general manager for approval and approval, and then to carry out the recruitment. Chapter ii. Recruitment principles and mode of recruitment article iii: recruitment principles: fair competition, merit-based recruitment. Article 4: recruitment modalities: external and internal. External employment: internal job offers, recruitment for social registration, recruitment to schools, participation in job fairs and job openings in the labour market, commissioning of professional headhunters and trade associations, and online recruitment. Internal recruitment: within-company employees can compete for employment on the basis of the required job requirements and in combination with their capabilities, but are required to participate in interviews and appraisals organized by the company; chapter iii. Recruiting article 5: candidates should fill out the registration form (schedule 2) in good faith and submit originals and copies of applications such as academic qualifications, curricula vitae, identity cards, various types of job titles. (b) article vi: human resources departments, upon receipt of the applicant's materials, conduct initial examination of the applicant's qualifications in writing with the employer's manager; and article vii: applicants who are qualified in first instance in writing notify the interview or on-site interview. Chapter iv interview article 8: recruitment teams are typically composed of human resources and hiring heads. Article 9: interviews and the role of the recruitment panel: a. Examination of candidates for professional qualifications and qualifications b. Evaluation of candidates ' formal eligibility and comprehensive qualifications. C. After a comprehensive analysis of the panellists ' comments, a preliminary decision is taken. Article 10: interview evaluation: a. Interview panel members shall evaluate the interview results and express their views. B. Evaluation criteria should be based on the firm's actual circumstances and job needs. Article 11: audit of interview results: after the interview (additional test) is completed, the results of the interview are summarized by the department of human resources, and the qualified person will prepare the applicant's material and submit it to the director of human resources for approval. Article 12 is applied to chapter v: once the recruitment list has been established, it is determined and notified in a timely manner; for those who are not selected for the interview and who are not eligible for the interview, the department of human resources compiles their information into the company's talent pool. Article 13: systematic pre-service training of personnel identified for recruitment by the ministry of human resources. Article 14: for the training of qualified personnel, the ministry of human resources consults with the employer on the date of entry into the company and determines the level of post and post-registration for general review and approval. Article 15: procedures for admission of persons to companies: 1. Personal information, including identity cards, academic certificates, experience certificates, etc., as required. Provide formal and effective personnel procedures, such as certificates of resignation or other relevant information. 3. A person who cannot provide the relevant information or make a false statement as required shall be disqualified from recruitment and reported to the head of authority. Chapter vi. Article 16 of the act on the date on which an employee joins the company: the employee himself completes the detailed " registry of the employee's file " (schedule 3) and the attendance machine starts with a fingerprint. Article 17: conducting the corresponding formalities or entering into agreements (as required). Article 18: basic orientation of the company, introduction to departmental personnel, application for office supplies and equipment, etc. Article 19: the department of human resources organizes induction courses, followed by training in business skills. Article 20: all financial problems arising from the recruitment of a person to a previous establishment shall be dealt with by itself. Article 21: any problems arising from the recruitment of a suitable graduate and the previous school shall be resolved by the recruit. Article 22: this provision does not apply to casual workers, hour workers and interns recruited by companies. Principle 1 and the principles of objectivity and impartiality of personnel departments and operators must overcome personal favouritism and select personnel with objectivity and vision in order to be impartial and impartial. 2. Rectification of candidates must be the focus of recruitment for merit-based recruitment, on the basis of which the talent of the candidates must be examined, and both merit-based and merit-based. 3 the personnel and hiring departments, both internal and external, should first select suitable talent from within the company for external recruitment in order to fully utilize and integrate the human resources available to the company. 4. The principle of recusal is a fundamental approach to corporate employment, so that the family and friends who are introduced to the company's current staff will be selected on the basis of a thorough examination, but those associated with them should be actively avoided during the recruitment process, without exerting pressure on the recruitment process or personnel to influence the objectivity and impartiality of recruitment. Chapter ix. Article 23 of the annex: this provision is the responsibility of the department of human resources. Article 24: this provision shall apply from the date of its publication. Request for request for required for presentation of potentials: 6; other requirements: 7; job duties: 1; probationary period: 2; salary: 2; contractual period: 3; contractual period: 3; contractual period: no (specify)
