招聘计划书(英文)

RecruitmentplanCompanyProfileChinaICBC(IndustrialandCommercialBankofChina)wasestablishedinJanuary1,1984.AsChina'slargestcommercialbankassets,after27yearsofreformanddevelopment,ChinaIndustrialandCommercialBankofChinahasenteredthequalityandefficiencyandscalecoordinateddevelopmenttrack.CorporateCultureMissionProvidingsuperiorfinancialservices-Customerservice-Returnstoshareholders-Staffachievements-ContributingtosocietyVisionBuildthemostprofitable,mostexcellentandmostrespectedworld-classmodernfinancialenterpriseValuesWorkingoodfaithtoProsperity-Integrity,people,sound,innovationandexcellenceRecruitmentpurposesToattractthebesthumanresourcestomeetthebusinessdevelopmentdemandfortalent.RecruitmentPrinciplesFair,just,open,competitive,merit-basedGiveprioritytointernalrecruitmentJobResponsibilities-Tosupportrecruitingactivities:screen&routeresumes;shortlistcandidates;arrangeinterviews,newhire’sonboardprocess-TomaintainpersonnelfilesandotherHRfiles-ToassistHRMforAdhoctaskRequirements:-Diplomadegreeandabove,majorinHRmanagementispreferred-Preferablyhaveinternshipexperiencewithmulti-nationalcompany-Strongverbalandwrittencommunicationabilities-GoodEnglish/Chinesecommunicationskills-Attentiontodetail,resultsorientated,goodorganizational,analyticalandplanningskillsandpersonalinitiative.-Abilitytoworkeffectivelyunderpressure-Flexibleteamplayer;willingnesstoassistothersasneeded-ProficientMicrosoftOfficeskills-KnowledgeinPBOC/SAFE/CBRCregulations-GoodknowledgeofCMS,trade,cashcounterandAccounting-Creativenessingeneratingconstructivenewideas-GoodcommandofHumanresourcemanagementandoveralloperationriskcontrol.RecruitmentMethods1.CollegeRecruiting2.JobFairs3.InternetJobBoards4.EmployeeReferralOrganizationstructureMeasurementofthehumanresourcesmanager,executiverecruiter,supervisor,managerassistant,recruiters,assessmentcommissionerResponsibilities:1.Responsibleforhumanresourcesdemandplan,recruitmentplan2.Beresponsiblefortherecruitmentchannelsdevelopmentandmaintenance3.Responsibleforrecruitingtalentsassessmentandselectionintheprocessofwork4.Responsiblefortherecruitmentofspecificimplementationwork5.ResponsibleforbuildupareservepersonnelselectionschemeandpersonnelreservemechanismPower:1.Thedemandforhumanresourcesplanning,recruitmentplanoftheaudit2.Onthebasisofqualifications,hasthepowertotalentselection3.CarryouttheworkofdepartmenthaveautonomyRecruitmentprocessHiringdemandanalysis:thescientificanalysisoftherecruitmentrequirements(jobanalysis,competencecharacteristics)Hiringneedsassessment:reasonableforrecruitingneedsassessmentSethiringstandards:carefulforrecruitingplantodeterminetheneedtorecruitpositions,Numbers,time,etcSelectionandrecruitmentchannels:selecttheappropriaterecruitmentchannelstoreleaseinformation,suchasrecruitment,employmentagencies,schools,recruiting,etcApplyforrecruitmentplan:recruitmentadvertisingcreativedesign,recruitmentplan:determinewhatjobsneedforrecruiting,hiring,postjobdescriptions,andjobrequirementsReleaserecruitmentinformationResumescreeningReceptionoftheapplicantInforminterview:willconformtotherequirementsofthepersonnelinformationtocarryonthesummary,toconformtotherequirementsofthepersonnelinformationscreeningInterviewandsecondaryscreening:throughtheinterviewinvestigation,filteredagain,willmeettherequirementsintheprocessofinterviewingstaffinformationsummaryagainThethirdfilter:delivertheinformationpersonneldepartmentsupervisorreview,screenedagain.Departmentforaninterview,topasstheinterview,thehumanresourcesdepartmenttoinformthepreparationsfortheinterviewertobeforegoingtoworkPre-servicetrainingTheresultsofassessment:1.Thecostbenefitassessment2.Thequantityandqualityevaluation3.Thereliabilityandvalidityofevaluation,thereliabilityismainlyreferstothereliabilityoftheresultsorconsistency,validityreferstothevalidityoraccuracy