Company promotion system

I. General principles

This system is formulated in order to further improve the personal quality and ability of employees, fully mobilize the initiative and enthusiasm of all employees, create a fair, just and open competition mechanism within the company, and standardize the promotion and promotion workflow of employees.

Two. Power and responsibility 1. The human resources department is responsible for formulating the company's employee promotion system. 2. Managers of relevant departments are responsible for the assessment of employees' promotion. 3. The general manager is responsible for the final review of employee promotion.

Three. Contents and procedures

(1) Promotion principle 1. The promotion of company employees must meet the development needs of the company. 2. The promotion of managers must be based on the assessment results, follow the principle of improving their comprehensive quality, and pay attention to cultivating managers' comprehensive management ability. 3. When there is a vacancy in the middle-level leadership position within the company, employees with development space and potential within the company should be considered first.

4. The promotion of employees within the company aims to improve the overall quality of employees, and the number is appropriate, so that talents can give full play to their own advantages, which is conducive to enhancing the cohesiveness and sense of belonging of employees and reducing employee turnover. (II) Content The company may make appropriate adjustments to employees' posts or positions when necessary according to work needs. In the case of vacancies in the company, employees can also apply for transfer between departments of the company according to their own wishes. 1. Employee promotion can be divided into intra-departmental promotion and inter-departmental promotion: (1) Intra-departmental promotion refers to the post change of employees in the department, which is arranged by the managers of each department after assessment according to the actual situation of the department and reported to the Human Resources Department for filing. (2) Promotion between employee departments refers to the flow of employees between departments within the company, which needs to be reviewed by the managers of the departments involved, reported to the general manager for approval, and then filed by the Human Resources Department. 2. Employee promotion is divided into three types (1): position promotion and salary promotion (2) position promotion and salary unchanged (3) position unchanged and salary promotion. 3. The forms of employee promotion can be divided into regular or irregular (1) regular: the company uniformly promotes employees at the end of each year according to the company's operating conditions. (2) Irregular: In the annual work, employees who have made special contributions to the company and performed well will be promoted at any time. (3) Probation employees who perform well during the probation period are recommended by the probation department and promoted in advance.

(III) Staff Promotion Basis (1) The average employee of the company has worked in the original post for half a year (excluding the probation period) and was assessed as excellent by the department manager. (2) The manager-level employees of all departments of the company have worked in their original posts for one year (excluding the probation period) and were assessed as excellent by the general manager. (3) Promotion under other circumstances specially approved by the general manager due to the needs of the company.

(IV) Employee promotion authority (1) The deputy general manager and assistant to the general manager shall be examined and approved by the general manager. (2) The department manager is proposed and approved by the general manager. (3) The promotion of ordinary employees is proposed by the department manager, submitted to the general manager for approval, and notified to the Human Resources Department.

(5) After employees are promoted, the Human Resources Department and relevant departments must do a good job in departmental training for new employees. When necessary, the relevant departments can designate special personnel to lead or guide.

(six) after the employee is promoted, the probation period is within one month, and the employee's salary will not be adjusted temporarily during the probation period.

(VII) The salary after the probation period will be implemented according to the employee's performance during the probation period and with reference to the company's salary standard. For employees who fail to pass the probation period, the company will resume their original posts with the same salary.

(8) The employees of the company are late for 15 times and leave early, absent from work 1 times or more, and other behaviors that violate the company's rules and regulations, and cannot be promoted to their posts and wages in the following year.

Four, the company employees at all levels after receiving the promotion notice, should complete the transfer formalities within the prescribed time, as a new job.

Verb (abbreviation of verb) The right to interpret this system belongs to the Human Resources Department, and the Human Resources Department and the general manager have the right to modify this system according to the actual situation of the company.

Six, this system is discussed by the department manager and implemented immediately after the approval of the general manager.