Interim Measures for the Management of Internal Talent Recruitment Market (Bank)

China xx Bank xx Branch Branch Internal Talents

Interim Measures for the Management of Recruitment Markets

Chapter I General

Article 1 In order to establish a vertical and horizontal rational allocation mechanism for the human resources of the provincial branch, and promote the scientific, active and orderly flow of internal talents, this interim measure shall be formulated in accordance with the actual situation of the xx bank branch of China xx Bank.

Article 2 The internal talent recruitment market referred to in the Interim Measures refers to the establishment of an internal talent exchange platform for the provincial branches of the province by using the information service website of the xx provincial branch as the carrier.

Article 3 The following principles are adhered to for the management of internal talent recruitment market:

Openness, equality, competition, and merit-based principles;

Employer and human resources are responsible for the principle of partial work;

The principle of doing things according to law.

Article 4 The internal talent exchange and the external talent introduction are coordinated and developed, and the internal talent market and the external talent market jointly form the talent resource allocation library of the Bank.

Chapter II Scope of Internal Talent Recruitment

Article 5 The post for the implementation of internal talent recruitment shall be the xx post and the professional technical post below the x level of the xx bank xx provincial branch headquarters.

Article 6 The situation of recruitment of internal talent market may be implemented:

If the post period or contract expires, the employee must be re-employed;

After the post is compiled, there is a lack of editing;

Approved newly established posts;

After institutional reform, restructuring, or adjustment of existing personnel, it is necessary to re-recruit employees;

He needs to implement internal talent market recruitment.

Article 7 Jobs that are not suitable for entry into the internal talent market are not included in the scope of internal talent market recruitment.

Chapter III Qualifications and Conditions for Internal Talent Recruitment

Article 8 Employees who participate in the recruitment of internal talent market shall meet the following conditions:

It shall comply with the “Regulations on the Administration of Posts and Posts of the xx Bank Branch of China xx Bank” and the “Implementation Measures for Professional and Technical Positions of xx Banks in China xx Banks”.

Compliance with other qualifications and conditions approved by the Human Resources Department.

Chapter IV Internal Talent Recruitment Program

Article 9 The recruitment of internal talent market is generally carried out according to the following procedures and methods:

The employer shall formulate a recruitment plan and a recruitment notice, which shall cover the detailed evaluation of the required personnel positions and the qualifications for the employees to be employed, and report to the human resources allocation center of the human resources department of the provincial branch;

The Human Resources Configuration Center will review the department's recruitment plan, and publish it on the provincial branch information service website after the approval, and also specify the application form, the application deadline, etc.;

Employees included in the recruitment scope are obtained by the provincial branch information service website;

Employees who meet the published qualifications fill out the “China xx Bank xx Provincial Branch Internal Internal Talent Market Employee Recruitment Registration Form” and appoint the employer within the prescribed time limit;

The employer passes the written test or interview or according to the assessment of the corresponding employer, and selects the candidate to make the best choice. The interview is divided into three parts: self-report, answer and on-site communication. The interview team is determined by the employer. The interview team scores according to the pre-determined scoring criteria. After the interview, the employer determines the candidate's selection of the human resources allocation center based on the written test, the interview score, and the candidate's comprehensive situation;

The Human Resources Allocation Center will review the candidates and candidates for the candidates. If the requirements are met, the candidates will be selected according to the relevant approval procedures;

Handling appointments and in-house transfer procedures;

The employee works in the employer.

Article 10 For those who have found that the quality of virtues and talents found in the internal recruitment process is good, and those who fail to be employed due to restrictions on the number of positions, etc., the department can actively cultivate them as reserve talents.

Article 11 If the appropriate target is not generated through internal recruitment, the position may be temporarily vacant. After the conditions are mature, the position will be re-employed through internal recruitment.

Chapter V Organizational Leadership

Article 12 The main duties of the employer in internal recruitment:

Responsible for formulating recruitment plans according to regulations;

Responsible for the professional qualification examination of internal recruitment applicants;

Responsible for the written work of the written test, interview or assessment;

Responsible for the examination and examination of the written test, interview, assessment and understanding results, and proposed to recruit candidates, reported to the Human Resources Department for review.

Article 13 The main responsibilities of the Human Resources Department in internal recruitment:

Responsible for the overall management of the internal talent recruitment market;

Responsible for regulating the principles, standards and procedures of internal recruitment;

Responsible for the review of the recruitment plan

Responsible for the qualification review of the candidates to be selected;

Responsible for the process supervision of recruitment;

Responsible for the appointment and transfer of employees.

Article 14 Each employer shall earnestly strengthen the leadership of the internal talent recruitment work of the department, strictly follow the relevant regulations of the employees to select the preferred employment, strictly discipline the work, and strictly work procedures.

Chapter VI Supplementary Provisions

Article 15 This Interim Measures shall be interpreted by the xx Bank of China xx Bank.

Article 16 This Interim Measures shall be implemented as of the day of the month of 200x.