内部招聘中英文

1.0 Purpose:

目的:

The internal job posting process is designed to promote personal development opportunities by informing employees of internal job opportunities as they occur.

为了让员工了解公司内部招聘职位，提供个人发展机会而设置内部招聘程序。

The company reserves the right to hire applicants from outside Southco when it determines, in its sole discretion, that hiring outside applicants is necessary or desirable.

根据用人需要，公司保留从外部招聘员工的权利。

2.0 Scope:

适用范围

The policy applies to all facilities in Asia Pacific.

本政策适用于亚太地区所有工厂。

3.0 Reference:

参考文件

N/A

无

4.0 General Rules

通则

4.1Eligibility

适用对象

?Any employee who has recently been hired, transferred, promoted, or put on

probation must wait for a period of six months before submitting an application to

apply for an internal job opening.

凡新入职、转部门、晋升及试用期内的员工，必须在6个月后才能申请内部招

聘职位。

?Employees under disciplinary action are not eligible to apply for open positions.

纪律处分期内员工无资格申请内部招聘职位。

4.2Job opennings for Direct level positions will be posted at the local facility on the Human

Resource Department Bulletin Board. Job openings for Indirect level positions will be

emailed to all Asia Pacific associates and also post on SPIN.

直接员工的内部招聘职位在工厂人力资源部公告栏公布，间接员工的内部招聘职位

人力资源部将以邮件的形式发送给所有亚太区的员工同时发布在SPIN上。

4.3Job opennings for indirect level positions will have 15 days and direct positions will have 3

days priority for employees applying.In this period ,no external candidate will be

interviewed.

内部申请者申请直接员工的内部招聘职位有3天的优先申请期，申请间接员工的内部招聘职位有15天的优先申请期，在此期间，将不对外部申请者安排面试。

4.4Job Postings will include information to enable individuals to make informed personal

decisions concerning their own candidacy. The Job Posting will include the following:

为了让员工充分了解内部招聘职位，以便员工决定是否申请该职位，公布内部招聘职位时应包括以下信息：

?Job Title--职位名称

?Number of Opennings—招聘数量

?Department/Facility—部门/工厂

?Reporting Relationship —汇报关系

?Deadline for application—截止日期

4.5Eligibility requirements and job-related selection criteria—任职需求及与工作相关的甄选

标准

4.6Relocation Eligibility—工作地点变动

4.7Employees who wish to be considered for an open position should complete an Internal

Application Form and together with the latest resume submit to the Human Resources

Department on or before the deadline of the Posting. Meanwhile, the employee should notice the current department manager.

内部应聘的员工必须填写“内部招聘职位申请表”，在限定时间当天或之前附加最新的简历提交到人力资源部, 并同时告知当前部门经理。

4.8Human Resources will screen applications for basic qualifications, and double check the

current department manager has been noticed before informing the candidates for interviews.

Human Resources will also inform those candidates who are not selected. This will include an explaination detailing why they are not being considered for the position.

人力资源部对申请者基本资格条件进行筛选,并在安排面试前跟当前的部门经理确认已经被告知；同时，人力资源部也会通知未获选申请者，并解释未获选的具体原因。4.9Human Resources will notify the hiring manager of any qualified applicants and will

coordinate the interviewing process. Without the Human Resources’ coordination, the

employee and the hiring manager should not conduct the interview.

人力资源部通知用人部门经理合格人员名单，并安排面试。申请者和用人部门经理，在没有人力资源安排的前提下，不得私底下进行任何形式的面试。

4.10If an internal candidate is qualify for a position at another department through interview , the

hiring department manager and the current department manager should collaborately discuss and finally get alignment on the hiring decision and respective transition plan with the

support from Human Resources .

如果内部申请者通过面试，符合申请职位的要求，用人部门经理和当前部门经理应该

合作性的讨论，并在人力资源部的协作下最终达成一致的录用结果和工作交接计划。

4.11If hiring and current managers agree on the hiring decision, the Human Resources will

initiate a “ Personal Movement Requisition Form “ and send it to both managers for

signature. Before the form completed ,any parties can’t deliver the result to the applicant.

如果用人部门和当前部门经理就录用结果达成一致，人力资源部将填写“人事变动申

请表”交予双方签字并完成所有的审批程序，在申请表完成前，任何一方不得将结果

告知申请者。

4.12If the 3 parties can not get alignment on the hiring decision or the transition plan, Human

Resources should pass the case to the next level manager(s) Without the final approval by the

next level manager(s), Human Resources will decline the application, and the employee

should still working in the current department.

如果三方在招聘结果或交接计划上无法达成一致，人力资源部将该情况交予下一级别

的经理处理，如果下一级别的经理不予批准，人力资源部将撤销该申请，该员工继续

在当前部门工作。

4.13Before the 1st day working in the new position, Human Resources should ensure the

transition plan is complete d. Both managers should close the “ Tansition Plan” with

signatures.

在申请者正式到新职位工作前，人力资源部要确保交接计划已经完成，并由双边经理

签字确认。

4.14If the transfer results in a promotion, the promotion policy should be followed

如果涉及提升，将按员工晋升相关政策执行。

4.15 Compensation and benefits, if changed, will become effective on the first day worked in the

new position.

如果薪酬福利有变动，员工在新职位工作的第一个工作日开始生效。

4.16If a transfer to another facility is eligible for relocation, as indicated in the job posting, the

relocation policy will be applicable.

如果按招聘公告中所注明的需变动工作地点的，将按工作地点变动政策执行。

5.0 Appendix:

附件

5.1 Internal Job Application Form—内部招聘职位申请表

5.2 Personnal Movement Requisition Form—人事变动申请表

REVISION HISTORY REV. DATE DESCRIPTION OF CHANGE