员工晋升制度考核标准
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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,
员工晋升制度考核标准
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