Employee career planning management

1. The Human Resources Department is responsible for system design and organization and coordination. Its responsibility is to formulate the company's employee career planning and management implementation methods, clarify job classification, job requirements, development direction, promotion conditions, etc., and organize the implementation of the establishment of an employee quality evaluation system to provide a basis for evaluating the employee career development capabilities. Establish an employee training system that matches career planning and management, and organize the implementation of training supervision, guidance of each unit staff career planning and management.

2. Each employing department specifically implements career management. Its main responsibility is to clarify the human resource needs of the unit, provide employees with feasible development directions, prepare the employee responsibility requirements of each position in the unit, conduct a comprehensive evaluation of the knowledge, ability and performance of employees, fill in the application for employee training plan, provide training and education opportunities for employees, and supervise, guide and adjust the career development of employees.

 

occupational classification

According to the nature of the work and the difference in the content of the work, the company's jobs are divided into three major occupational categories: technology, management and skills.

Technical occupations: including positions such as product engineer, process technology, equipment technology, development and research.

Management occupations: include positions that perform various management functions in the production, sales and business activities of enterprises, including production management, financial management, human resource management, procurement management, warehouse management, etc.

Skilled occupations: includes all kinds of technical jobs engaged in product production, research and development, including direct production positions and auxiliary production positions.

 

Career development direction Career development direction includes "vertical career development direction" and "horizontal career development direction".

1. Vertical career development direction: within the company, according to the job requirements, salary and other factors, the positions are divided into different levels, and a sequence of positions from low to high is formed, along which employees are gradually promoted. The vertical career development direction follows the principle of step-by-step promotion, and no leapfrog promotion is allowed.

2. Horizontal career development direction: that is, career conversion, which refers to the conversion of employees between different occupational categories under the conditions of meeting the job requirements and possessing relevant professional knowledge.

 

Skills Class

A, employees can be transferred between mutual positions and between operation and technical management positions;

B. Encourage technical employees to switch careers into other categories of career development channels;

C, engineers and the following positions can enter the management career development channel.

 

Management Class

Employees achieve horizontal career development through rotation and communication between various management positions.

 

Skills Class

A, employees through multi-skill development to achieve horizontal career development;

B, mechanic or above can serve as workshop technician, enter the production management career development channel;

C, technicians can enter the engineer position five

 

5. vocational training

In the process of employee career development, to ensure that employees achieve career development goals and the implementation of various types of training:

1. Induction training The basic education and induction training for new employees after entering the factory shall be centrally organized by the Human Resources Department, various functional departments and relevant employing departments;

2. Job transfer training The training organized before employees change jobs and occupations (types of work), with job skills and related work systems, work procedures, etc. as the main content, is organized by the employing department.