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为了(le)帮助公(gong)司广大员(yuan)工(gong)了(le)解和(he)掌(zhang)握相(xiang)关(guan)人(ren)才政(zheng)策(ce),更好地招聘(pin)人(ren)才、留(liu)住(zhu)人(ren)才、用好人(ren)才,现将公(gong)司内目(mu)前施行的有关(guan)人(ren)才政(zheng)策(ce)摘要如下:


一、员工职业多通道发展

为(wei)加(jia)强和(he)(he)规范公(gong)司员工职(zhi)业生涯管理,引导员工职(zhi)业生涯发展的途径和(he)(he)方向,充(chong)分调动全(quan)体(ti)员工的主动性和(he)(he)积极性,留住(zhu)优秀(xiu)的骨干人才,公(gong)司为(wei)员工设计并建立了多(duo)轨(gui)制职(zhi)业发展通道(dao)。

员工(gong)的(de)横向职业发展通(tong)道主(zhu)(zhu)(zhu)要是通(tong)过(guo)两种(zhong)方(fang)式(shi)(shi)实现,即生产(chan)类员工(gong)主(zhu)(zhu)(zhu)要是实行一专多能的(de)方(fang)式(shi)(shi)来(lai)(lai)实现,管理类员工(gong)主(zhu)(zhu)(zhu)要是通(tong)过(guo)岗位轮换的(de)方(fang)式(shi)(shi)来(lai)(lai)实现。

而员工(gong)(gong)的纵向(xiang)职业(ye)发展(zhan)通道主要(yao)包括:1)、技(ji)能(neng)型(xing)员工(gong)(gong)→中(zhong)级技(ji)术工(gong)(gong)人(ren)(ren)(ren)→高级技(ji)术工(gong)(gong)人(ren)(ren)(ren)→技(ji)师→高级技(ji)师→首席技(ji)师(享受主任(ren)工(gong)(gong)程(cheng)师待(dai)遇(yu));2)、专(zhuan)业(ye)技(ji)术人(ren)(ren)(ren)员→助理(li)(li)(li)工(gong)(gong)程(cheng)师→工(gong)(gong)程(cheng)师→高级工(gong)(gong)程(cheng)师→主任(ren)工(gong)(gong)程(cheng)师→中(zhong)层管理(li)(li)(li)人(ren)(ren)(ren)员;3)、基层业(ye)务人(ren)(ren)(ren)员→业(ye)务管理(li)(li)(li)骨干→基层管理(li)(li)(li)人(ren)(ren)(ren)员→中(zhong)层管理(li)(li)(li)人(ren)(ren)(ren)员。


二、专业技术带头人、职业技能能手的评选

为充分发挥公(gong)(gong)司优秀专(zhuan)业技(ji)术(shu)(shu)人(ren)才和(he)(he)职业技(ji)能(neng)(neng)(neng)能(neng)(neng)(neng)手在各(ge)专(zhuan)业、技(ji)术(shu)(shu)工(gong)作的(de)(de)(de)(de)带头作用和(he)(he)培养(yang)公(gong)(gong)司专(zhuan)业技(ji)术(shu)(shu)人(ren)员、技(ji)术(shu)(shu)工(gong)人(ren)队(dui)伍的(de)(de)(de)(de)传(chuan)帮带作用,加强公(gong)(gong)司专(zhuan)业技(ji)术(shu)(shu)人(ren)才和(he)(he)技(ji)术(shu)(shu)工(gong)人(ren)梯队(dui)建(jian)设,培养(yang)更多(duo)的(de)(de)(de)(de)高(gao)层次(ci)专(zhuan)业技(ji)术(shu)(shu)人(ren)才和(he)(he)一专(zhuan)多(duo)能(neng)(neng)(neng)、独当一面的(de)(de)(de)(de)技(ji)术(shu)(shu)工(gong)人(ren),为公(gong)(gong)司的(de)(de)(de)(de)发展提(ti)供人(ren)力资源支持,促进(jin)公(gong)(gong)司的(de)(de)(de)(de)发展,公(gong)(gong)司制定了(le)相(xiang)应的(de)(de)(de)(de)《专(zhuan)业技(ji)术(shu)(shu)带头人(ren)和(he)(he)职业技(ji)能(neng)(neng)(neng)能(neng)(neng)(neng)手评(ping)选管理办法(fa)》。

公司在(zai)岗的(de)专(zhuan)(zhuan)业(ye)技(ji)(ji)术人(ren)(ren)员、职业(ye)技(ji)(ji)能型(xing)人(ren)(ren)才可参加两年一次的(de)专(zhuan)(zhuan)业(ye)技(ji)(ji)术带头人(ren)(ren)和职业(ye)技(ji)(ji)能能手的(de)评选活动,在(zai)管(guan)理期限(xian)内,专(zhuan)(zhuan)业(ye)技(ji)(ji)术带头人(ren)(ren)和职业(ye)技(ji)(ji)能能手每(mei)月(yue)发放一定额度的(de)奖(jiang)励金。


三、人力资源培训与开发

员(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)享有根据工(gong)(gong)(gong)(gong)作(zuo)需要(yao)参加(jia)培(pei)训(xun)与(yu)(yu)开发(fa)(fa)(fa)(fa)的(de)权(quan)利和接受培(pei)训(xun)与(yu)(yu)开发(fa)(fa)(fa)(fa)的(de)义务。培(pei)训(xun)与(yu)(yu)开发(fa)(fa)(fa)(fa)是引导员(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)做好个人职(zhi)(zhi)业的(de)发(fa)(fa)(fa)(fa)展(zhan)规划,并负责为员(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)创造学(xue)(xue)习(xi)环境和机会,逐步(bu)建立(li)员(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)职(zhi)(zhi)业发(fa)(fa)(fa)(fa)展(zhan)体(ti)系和终(zhong)身学(xue)(xue)习(xi)机制(zhi),促进员(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)培(pei)训(xun)由“要(yao)我培(pei)训(xun)”向“我要(yao)培(pei)训(xun)”转(zhuan)变(bian),实现员(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)职(zhi)(zhi)业发(fa)(fa)(fa)(fa)展(zhan)与(yu)(yu)企业发(fa)(fa)(fa)(fa)展(zhan)的(de)双(shuang)赢。公(gong)司(si)全体(ti)员(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)要(yao)树立(li)工(gong)(gong)(gong)(gong)作(zuo)学(xue)(xue)习(xi)化(hua),学(xue)(xue)习(xi)工(gong)(gong)(gong)(gong)作(zuo)化(hua),学(xue)(xue)习(xi)生(sheng)活化(hua),学(xue)(xue)习(xi)终(zhong)身化(hua)的(de)学(xue)(xue)习(xi)理念。

员工培(pei)(pei)(pei)训与开(kai)发应根据其所从事的实(shi)际工作需要(yao),结(jie)合个(ge)人职业生涯规(gui)划来开(kai)展,以岗(gang)位培(pei)(pei)(pei)训、专业技能培(pei)(pei)(pei)训、内部培(pei)(pei)(pei)训、不(bu)脱产培(pei)(pei)(pei)训为主(zhu)。

经营(ying)管理(li)(中(zhong)层管理(li)、后(hou)备)人才培训(xun)与开发方式(shi)主要有:外(wai)出(chu)脱产短期(qi)培训(xun)学(xue)习(xi)、到(dao)兄弟厂家考察交(jiao)(jiao)流、参加相关行(xing)业(ye)组织的交(jiao)(jiao)流会,外(wai)出(chu)进修(xiu)培训(xun)、参加公开课培训(xun)等。

专业(ye)技术人(ren)才(cai)的培(pei)训与开(kai)发方式(shi)主要(yao)有:参加所属(shu)专业(ye)的继(ji)续教(jiao)育(如企(qi)业(ye)法律(lv)顾问、质量工程(cheng)师(shi)、监理工程(cheng)师(shi)、造(zao)价师(shi)、注册(ce)(ce)安(an)全工程(cheng)师(shi)等执业(ye)资质注册(ce)(ce)继(ji)续教(jiao)育培(pei)训)、行业(ye)协会组织(zhi)的交流会、研修(xiu)班、学术活(huo)动、考察、进修(xiu)等。

技能型人才(cai)的培训与开发(fa)方式主要有(you):个(ge)别指导(dao)(师带徒)、办讲座班(ban)、案例分析、模(mo)拟(ni)演(yan)练、事故处置训练、轮岗培训、多工种培训等。


四、师带徒活动

以(yi)公(gong)(gong)司(si)具(ju)有(you)较高企业管(guan)理(li)(li)知(zhi)识和专(zhuan)业理(li)(li)论知(zhi)识、丰富的(de)工(gong)(gong)作(zuo)实践经验的(de)管(guan)理(li)(li)人才、专(zhuan)业技(ji)术(shu)(shu)人才作(zuo)为(wei)导师,将(jiang)公(gong)(gong)司(si)有(you)发展潜力(li)的(de)专(zhuan)业技(ji)术(shu)(shu)、经营(ying)管(guan)理(li)(li)等(deng)岗(gang)位的(de)骨(gu)干作(zuo)为(wei)学生,建立(li)(li)师徒(tu)关(guan)系(xi)(xi);以(yi)具(ju)有(you)精湛技(ji)艺(yi)、专(zhuan)业理(li)(li)论知(zhi)识的(de)技(ji)师或(huo)具(ju)有(you)较高技(ji)术(shu)(shu)专(zhuan)长和实践经验的(de)能工(gong)(gong)巧匠、技(ji)术(shu)(shu)能手(shou)、技(ji)术(shu)(shu)骨(gu)干作(zuo)为(wei)师傅,将(jiang)公(gong)(gong)司(si)重要(yao)、关(guan)键(jian)生产和维护(hu)岗(gang)位的(de)有(you)潜力(li)的(de)技(ji)能型人员作(zuo)为(wei)徒(tu)弟,建立(li)(li)师徒(tu)关(guan)系(xi)(xi);以(yi)岗(gang)位主要(yao)操作(zuo)人员作(zuo)为(wei)师傅,将(jiang)新招(zhao)聘人员、转岗(gang)、试岗(gang)人员作(zuo)为(wei)徒(tu)弟,建立(li)(li)师徒(tu)关(guan)系(xi)(xi)。通过开(kai)展“师带徒(tu)”活动,更(geng)快、更(geng)好地(di)鼓励员工(gong)(gong)不断成长,充分挖掘现有(you)人力(li)资源的(de)潜力(li),为(wei)公(gong)(gong)司(si)的(de)发展提供(gong)人力(li)资源支(zhi)持。

“师(shi)带徒”的(de)(de)导师(shi)(师(shi)傅)承担了(le)相(xiang)应的(de)(de)责任,履行了(le)相(xiang)应的(de)(de)义务,应享有(you)相(xiang)应的(de)(de)“师(shi)带徒+”津贴,该津贴在(zai)协议期(qi)满经考核后(hou)及时支付(fu)。

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