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1、problems that cannot be ignored. Some leaders unwilling to do masses work, masses concept weak, on masses feelings not deep, pendulum not are with masses of relationship, think masses work is revolutionary war era of things, now obsolete has, buried business work, ignored masses work of situation co
2、mpared General; some leaders not do masses work, old method regardless of with, new not with, not understand masses psychological, not understand masses wishes, not said masses language, work method simple stiff, caused masses of conflict and antipathy; some leaders cant do masses work, Faced with a
3、 lot of contradictions among the people worry about fear, panic set in encounter group events, and some are even mismanaged, inflame, so work has suffered heavy losses, and so on. These problems we are soberly aware, enhancing the partys ruling capability, the maintenance and development of the part
4、ys advanced nature and purity, and to enhance the ability of party committees and leading cadres are good people. Attach great importance to and is good at doing mass work, has become the new urgent situation strengthening the partys governing capacity-building tasks. Combined practice of maintainin
5、g flesh-and-blood ties with the masses, urged the broad masses of party members and cadres, especially all levels . Processing to improve as a guide to the country. What I did is summed up these new things, be promoted. This is a vivid manifestation of the Deng Xiaopings mass. Deng also put people s
6、upport does not support, agreed not to agree, happy happy, promise not to promise as a starting point and destination of developing guidelines, policies, and as the only standard for measuring compliance with the wishes of the masses of the people. Under the guidance of Deng Xiaoping theory, Central
7、 Government adopted a series of important measures to strengthen links with the masses. In December 1989, the CPC Central Committee made on adhering to and perfecting the system of multi-party cooperation and political consultation under the leadership of the Chinese Communist Party, closely for CPC
8、 and the democratic parties and the relationship between the part of the masses that they contact, effectively carrying out the mass line, played a positive role. In March 1990, the 13 plenary session adopted the decision on strengthening contacts with the masses of the Party noted that created and
9、developed in the long struggle of the partys mass line, is to realize the partys ideological line, the fundamental political and organizational work route, can always maintain flesh-and-blood ties and development of the masses, is directly related to the rise and fall of the rise and fall of the par
10、ty and State. In September 1994, 14 adopted by the plenary session of the Party on strengthening decision on several major issues of party building. The requirements of the decision of the partys leading bodies and leading cadres should develop a democratic style of work, come from the masses, to th
11、e masses, together, stick to the mass line. Party of 13 session four in the plenary yihou, to Jiang comrade for core of party一个QQ，一张银行卡，实现你的创业梦想，免费注册网络代理商：http:/ 人事管理制度第一章 总则第一条 为了促进公司管理制度化，根据劳动法及国家和北京市有关政策、法规，以及公司章程有关规定，结合我公司的实际情况，特制定本制度。第二条 公司要建立规范的人力资源管理与开发运作体系，以科学的方法、规范的制度推进公司业务的发展。第三条 公司人事工作直接关
12、系着公司的兴衰，有关人员必须树立高度责任感，严格执行人事纪律，杜绝任何以权谋私，假公济私的行为。第四条 公司人事制度总原则是：择优录用，人尽其才，能上能下，合理流动，统一管理，分级负责。第五条 公司重大人事问题须听取高层经理会议意见。公司高层经理会议参加人员为公司总经理、营业部经理、生产部经理、财务总监、总务部主任。第六条 公司总务部为公司人事工作的执行、考评和协调机构。第二章 招聘录用制度第一条 人员编制确定每年十月，人事行政部根据公司下一年业务目标制定各部门下一年度编制草案并征求各部门意见，经公司高层经理会议讨论后报总经理审批。第二条 招聘规划制定人事行政部根据业务计划、编制、各部门岗位空
13、缺情况，制定下一年度招聘计划及预算草案，征求各部门意见后，经公司高层经理会议讨论后报总经理审批。第三条 招聘需求确定各部门岗位空缺或因员工离职、调动、提升等原因导致岗位空缺的，由部门经理根据工作需要提出申请填写人员需求表，经主管总监、人事总监审核后，报总经理审批。第四条 招聘的组织与实施人事行政专员在人事行政总监领导下统一负责公司所有人员招聘活动的组织与实施，相关部门根据招聘活动需求配合人事行政部门参与招聘活动。第五条 招聘程序1. 人事行政专员根据各部门人员需求表及待聘岗位的工作职位说明书制定招聘要求说明。2. 人事行政专员通过招聘渠道实施招聘，招聘分为内部招聘及外部招聘。办事处人员招聘需通
14、过办事处本地招聘渠道招聘的，由地区经理提出招聘方式及相关费用预算经与人事行政部协商确定后实施招聘，招聘费用经人事行政部审批，报财务部报销。3. 人事行政部进行简历收集整理，组织初试，一般每一岗位的面试人员数应至少是待招人员数的三倍。4. 初试合格人员由人事行政总监进行复试，复试合格人员由待聘岗位直接上级进行第三轮面试。其中部门经理以上人员招聘除主管总监面试外，还须经总经理面试。5. 最终面试合格后，由人事行政专员核查入职人员相关证件，以及与原单位劳动关系解除情况，待体检证明合格后，由人事行政部及相关部门为新员工办理入职审批手续，发放录取通知书。6. 入职第一天双方签订劳动合同。第六条 应聘人员
15、应聘材料应聘人员应聘材料应包括：个人简历、学历复印件、资历证明复印件、身份证复印件、户口人事档案状况等。第七条 员工试用1. 新员工自进入本公司之日起，试用一般为二个月，最长不超过六个月。2. 在试用期间，公司原则上不办理试用人员的人事关系调动，试用人员只享受公司确定的试用工资及部分福利待遇。3. 试用期结束前二周，由人事行政部发出试用期结束通知单，部门经理对试用期员工进行员工综合能力考评，将考评结果及试用期结束通知单回执一并于试用期结束前一周交回人事行政部，人事行政部进行转正或辞退处理。4. 试用期间，工作表现突出和对公司有突出贡献者，经总经理批准可以提前转正；试用期间，表现较差或有重大失误的，主管上级提出辞退意见，报人事总监审核，总经理审批后予以辞退。5. 有突出才干，长期工作经验以及综合素质强的应聘人员，经考核，报公司总经理批准，可免于试用，直接聘为公司正式员工。第八条 档案管理1试用人员转正后，人事行政专员将转正日期、转正定级等结果通报所在部门及有关人员，转正人员必须立即着手办理人事关系调入公司等有关事宜。2各地办事处人员由销售助理在当地人才统一开户，进行员工档案管理。不能在公司统一开户地存放档案的员工，必须向公司提供档案存放相关证明。3公司统一开户的档案存放费用由公司承担。第九条
