完善员工晋升制度的重要性
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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,