Recruitment plan Company Profile China ICBC (Industrial and Commercial Bank of China) was established in January 1, 1984.As China\'s largest commercial bank aets, after 27 years of reform and development, China Industrial and Commercial Bank of China has entered the quality and efficiency and scale coordinated development track.Corporate Culture Miion Providing superior financial services -Customer service -Returns to shareholders -Staff achievements -Contributing to society
Vision Build the most profitable, most excellent and most respected world-cla modern financial enterprise
Values Work in good faith to Prosperity
- Integrity, people, sound, innovation and excellence
Recruitment purposes To attract the best human resources to meet the busine development demand for talent.Recruitment Principles Fair, just, open, competitive, merit-based Give priority to internal recruitment Job Responsibilities
-To support recruiting activities: screen & route resumes; shortlist candidates; arrange interviews, new hire’s on board proce -To maintain personnel files and other HR files -To aist HRM for Ad hoc task
Requirements:
-Diploma degree and above, major in HR management is preferred -Preferably have internship experience with multi-national company -Strong verbal and written communication abilities
-Good English/Chinese communication skills
-Attention to detail, results orientated, good organizational, analytical and planning skills and personal initiative. -Ability to work effectively under preure
-Flexible team player; willingne to aist others as needed -Proficient Microsoft Office skills
- Knowledge in PBOC/SAFE/CBRC regulations
- Good knowledge of CMS, trade, cash counter and AccountingGood command of Human resource management and overall operation risk control.Recruitment Methods 1.College Recruiting 2.Job Fairs 3.Internet Job Boards 4.Employee Referral
Organization structure
Measurement of the human resources manager, executive recruiter, supervisor, manager aistant, recruiters, aement commiioner Responsibilities: 1.Responsible for human resources demand plan, recruitment plan
2.Be responsible for the recruitment channels development and maintenance
3.Responsible for recruiting talents aement and selection in the proce of work
4.Responsible for the recruitment of specific implementation work
5.Responsible for build up a reserve personnel selection scheme and personnel reserve mechanism Power: 1.The demand for human resources planning, recruitment plan of the audit
2.On the basis of qualifications, has the power to talent selection
3.Carry out the work of department have autonomy Recruitment proce Hiring demand analysis: the scientific analysis of the recruitment requirements (job analysis, competence characteristics) Hiring needs aement: reasonable for recruiting needs aement Set hiring standards: careful for recruiting plan to determine the need to recruit positions, Numbers, time, etc Selection and recruitment channels: select the appropriate recruitment channels to release information, such as recruitment, employment agencies, schools, recruiting, etc Apply for recruitment plan: recruitment advertising creative design, recruitment plan:
determine what jobs need for recruiting, hiring, post job descriptions, and job requirements Release recruitment information Resume screening Reception of the applicant Inform interview: will conform to the requirements of the personnel information to carry on the summary, to conform to the requirements of the personnel information screening Interview and secondary screening: through the interview investigation, filtered again, will meet the requirements in the proce of interviewing staff information summary again The third filter: deliver the information personnel department supervisor review, screened again.
Department for an interview, to pa the interview, the human resources department to inform the preparations for the interviewer to before going to work Pre-service training
The results of aement: 1.The cost benefit aement 2.The quantity and quality evaluation 3.The reliability and validity of evaluation, the reliability is mainly refers to the reliability of the results or consistency, validity refers to the validity or accuracy
