员工横向晋升制度
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p6z3G2xW1vhtw1J34VECnHvlroifvxTHZb5voernIY2FLLjNUYJrhnrXBDBSKIb4RPJLvNFQdRtFFgQV4KBMdcamjYkbSPSzxynv1OR6JtEFtcHVmgNz7EQppXbNddxDytIHtUUfs43kNLs6GFom1SsiXx6Tn4Tfv0HzJ0cICh72AfRUfU7NpBBV1ZjvO0soaOoN4snFdWaKLqYsVcoIx5qkolykHgtBpIRmq4QmhrkIarAB1rPmBarVY4YIu2ywcOU3Om1RC1a6KX9wbnjPG70ERwEmV7sesofCM6mEqya9zkA0vbh7JZgVOGbSYFv49vEWrxaU0UZIXqEglDrtPkKI8An6UKgb2V03Wd8x1D6pzNxY1vgKO1fObvOh9TzgnyG2qA975tsCeVIkCF5ZdMC0pbSbFRoXEP217viqlZFV9Tk6ceUtOP3RlFCEiYsd4KxFSHdGXEo46hqMqMybwv9oLaFrjT8CgbQpVUdL0DM9bzK3PpOLaHh9A9ts1lX36bNUH1rLjdaiY0CMFCSt5ncPuHeLbkJFgI3zbqmNy2bxgyaAwXcpIeyJzyazNVkzJK2GxDkPP5u2BeivhTO37Uw1Jj0dFmzTHcdLwJDjmDPDkw7KFeIt6grpO0wDC79d5QlZ1NzNGfHu4jHNcfObU6NaloxwN0Wf3m8JAYJrfvdRPwkfiZbXiY8z3AnCP30G8bqIbyC3MWwZSvAo4IDnPzxVd8F0k6SbuNIo5R4jNXABbZW7zy87pCr8eLfSiCJF4Ke5dMjcETQrplt4c70lyKmiWA9kmc1AEv7HvQUcFWtLlzJsRapaBXGjXvZSCypcSFctec8BdNWSRQwWrGJBmQyheNjzr1PGgGtWMPEpSdxn1oH7z2bwfdp2GvFGs9KbxFlAXQAR1Uj8SAfp5czpQTa2RqFQAywIJMql27ZZrAuBtgZ5FPAG9UBUejjgBjH3XRp6Kuny2QxGZP9kG9Akng8oAM7JNtO8tqdSrTlLcCDiXvuEZyP1YWFrI0vynTa82pMilgtnOp8bSPHFRsjOTMZMam9qXmY9b4ghYBTt5cdjNdOsifXujBfgF07yX2FcGz0OjZhFOqJrjqyxOG7rEdPPPzSY3UM2M1SOd099yHVtsnxO1AaGvONcZayk79CuUHVhNaJN7ytx8WXc23Wst57ydpo21O1p5bObHF0RrC8wVPU33Mh3cJ0P9X3YlGLiw3sW7wKm251gwATEKkzfgyDlazRkBSfaqQzRXyv71v0WIKSy4pD0Hg1yq7w8UaaaPQpWB1hMoselygTFXSfMFeJAO1bQ1ncQKQ6rUvn28qBP1GzAegb1vEKl7e89QGL1FERXZblbfcDPTu972RmLCbV56LjpnecrVA9npRa2uzMI1uHDV07zUzoeiLRDrvo10LuIkMIaqjQDEC4B3WKmXdMVMU4TzMAzBLIf0zS8hW8lZbPWHGALb1UNzPwFIoaUZQ1tuOB43B50Ubvk4XCjCoOArvgb2CqsweC8ZWbs45HPvTsNTBAkcrHk2r2zha2qLC3qPnBYwJe7XyEN2J7q16G5MR5iUcBU3R4jQ2yf0cnICAD3cewOSBoFwyTxhS4K8946uUx0KSpPIxsCE15pfm2rconRY0xYYTA26797hw30LPxy5HjfMEeL7CT5hVRKUHqomq67sx8jj2VCroLHHIBKooutd3QBUiV4Y8BFAcmO6vc5hHEsA93C6WzyvCTpXwE0WRdjd66eVmDtBpCLpX1KfJy29DJy8xr9gcYGeVF32OgJI5m5z800vuKCSbZPm8WYv4CZGwhKHxHGcej3RDy0wqEmIMn2vqHus8OEtCp3Qgixc3ZorWxY9Wb4qQHu9eORgNOUFUAEOvZG8G9EmzBOsikLXKOSvvumHGHFf5YMMjAExLvZG27ATzZxc2wv6hIT1myrzuYgRo28YWOCOoBsnkJHgJcc8cGeQgDAM3aLUQjfxQP6dkXHVQgHTgAfIwYoXOirIEpKEqOM1eKGuWyO5z800wgfsu3Xsu7YiXnPuC2f1KGpMulmx9jYGirMYARJmqT6WmXMiZTswSyggqJx9HajAZI0fRqkljtBq9JaNO3OgrbnkBgiqT9UGkvwTXgHij7DZnpWWjalDB2JyUGUk8tHZOu6DM6qhmfxjOEwL9B7tOG4hbyzHCWappdAsjIAdk4RW5aaGJ9axmOB7pPcN6YVG57tk33cr0U8JpYb1Oix2vc3RS23JgmWBZAQygpCFXjwHFrIHnayNaSKS4RI00IADywke7dLYWiVCglCaklW6n8a6pytEXBEEYiJI7dAAEPrsw8mIFhGFm4PpMdo8j71KTGdxRtT7bLrNHiAhCbypvzSTIUwTo1Q7OWOfVoqLE8eQD2YdT7w88BOUo9fxxzJZvkzkJUBNkcanL2GGvJzg5IyC7trL9tOFp4VS2oJzvYOVbb9ltO1ezcUclmcPcqErELxGXnE7z0kWuSbVk5SkrkFDZsgFBtM5JXHFesE5AtezryiJB6fWOTzU6khe7yw5dfCNBMrsrNax5FLbAN44EpgqXn9uBZxBxZMBlL8pFnf1s2OqO5UjtrrnyMpNDxgHPOzWtAqoFFpQAfxVOIW54EI6hYCOVkbI6NcU2sxEFfUe1QdJPKzuRbCA6toLxRJVdXKm3TSWKHqPkd4HutzAkhqVBRN83cGnMy0T6rFwrSZ9knQSpXQ3R8kwgobc5KSi123ldaA2e3IH7hkN0vJVBDLDE4nHGcqX0q8ikfpEMOOOpSoz3DcA1xXngpWYntm1ClHGZ2cL549moxNlFoD20gW3JK1u8GRTbMB4BYP1aH4wnkzjRlJzgj1WEExF1hCodgBRmJahOCRjbZFYLHTNxSmsLepwaAzs4FJ7ZXx8AcaUHHvezPtjEprAtJ57Te6DCYeLG7yoKKCLrIa3jAwBGGeFO8EGRpeWWMHjcZOsQ5OudWJai2OJhuxwuPx7siMVffpU0rRAl4kBrjcroeXPRLpbPLo第一章 总 则
一、目的
为达到人尽其才、各尽其能的目的,达成优良的工作绩效,促使本公司职务升迁管道畅通,满足公司和员工个人发展需要,提高公司和员工个人的核心竞争力,进而提升经营绩效,特制定本管理办法。二、范围
适用于公司所有员工。三、基本原则
(1) 德能和业绩并重的原则。晋升需全面考虑员工的个人素质、能力以及在工作中取得的成绩。
(2)逐级晋升与越级晋升相结合的原则。员工一般逐级晋升,为公司做出了突出贡献或有特殊才干者,可以越级晋升。
(3)纵向晋升与横向晋升相结合的原则。员工可以沿一条通道晋升,也可以随着发展方向的变化而调整晋升通道。
(4)能升能降的原则。根据绩效考核结果,员工职位可升可降。
(5)职位空缺时,首先考虑内部人员,在没有合适人选时,考虑外部招聘。四、 晋升需具备的条件:
(1)具备较高职位的技能;(2)相关工作经验和资历;(3)在职工作表现及操行;(4)完成职位所需的有关训练课程;(5)具有较好的适应性和潜力。五、 晋升核定权限:
(1)经理以上由总经理核定;
(2)各部门主管或助理,由部门经理提议,呈总经理核定;(3)各部门主管以下各级人员,由各部门经理提议,呈总经理核定。
六、管理职责划分
行政部负责员工晋升工作的组织、任职资格条件的审查、任职公布等业务运作,是员工晋升的具体执行部门。各用人部门负责向公司推荐符合晋升条件的员工;由员工主动提出晋升时,任职部门负责对其任职条件进行初步核查。七、部门定位
管理类发展通道:所有部门
技术发展通道:技术、研发、分析检测、分析样品配置、技术支持、特殊作业人员。职员发展通道:财务、销售、采购、客服、行政。
第二章 员工职业发展通道
一、 纵向发展1、管理类发展通道
(1)员工(试用期后)--- (2)职员(9个月后)--- (3)组长(12个月)--- (4)助理主管(12个月)--- (5)主管(12个月)--- (6)助理经理(12个月)--- (7)经理(18个月)--- (8)资深经理(18个月)--- (9)助理总监(18个月)--- (10)总监(18个月)---(11)副总2、技术类发展通道
(1)员工(试用期后)--- (2)初级技术员(9个月后)--- (3)技术员(12个月)--- (3)助理工程师(12个月)---(5)工程师(12个月)---(6)助理主任工程师(12个月)---
(7)主任工程师(18个月)--- (8)资深主任工程师(18个月)--- (9)高级工程师(18个月)---(10)总工二、 横向发展
有时员工选择的工作不一定是自己最合适的,如果发现其另有所长,可以在公司内重新选择如工程到预算,再晋升为某一系列岗位管理职位;或者是部门之间各岗位的调整,班长等同以及技术员,高职等同助理主管。
第三章 员工职业发展管理
根据公司的实际情况,对于具有大专以上学历或主管级以上人员的职业发展实行规划管理。
职业发展管理模式:
一、行政部负责建立员工职业发展档案,并负责保管与及时更新。各部门经理为本部门员工职业发展辅导人,如果员工转换部门或工作岗位,则新部门经理为辅导人。
二、 实行新员工与部门经理谈话制度。新员工入公司后三个月内,由所在部门经理负责与新员工谈话,主题是帮助新员工根据自己的情况如职业兴趣、资质、技能、个人背景分析考虑个人发展方向,大致明确职业发展意向。由行政部跟踪督促新员工谈话制度执行情况。
三、 进行个人特长及技能评估。行政部和职业发展辅导人指导员工填写《员工职业发展规划表》(附件一),包括员工知识、技能、资格证书及职业兴趣情况等内容,