China Construction Bank is one of the four largest banks in China. Do you know what the measures for the management of probationary employees of Shanghai Construction Bank are? Below, I have compiled the Measures for the Administration of Staff Probation Period of Shanghai Construction Bank. Welcome to read the reference!

Article 1: Purpose

In order to standardize the probation management of new employees, promote the standardized management of personnel work, improve the management level of human resources in the company and promote the overall improvement of the management level of the company.

Article 2: Scope

This system stipulates the management responsibilities, probation assessment and confirmation requirements of relevant departments during the probation period of new employees. This system is applicable to all probation employees of the company.

Article 3: Terms and definitions

1. Probation period refers to the probation period agreed between the company and employees according to the labor contract and job skills requirements.

2. A new employee refers to an employee who has just joined the company, is still in the internship and probation period, and has not yet become a formal employee, but is not a new employee due to internal job transfer or post adjustment.

Article 4: Duties

1. The Human Resources Department is responsible for formulating induction training courses for new employees and organizing induction training for new employees; Responsible for assisting the employing department to complete the entry work; Be responsible for the handling and examination and approval of new employees' formal confirmation procedures and probation resignation procedures.

2. Each department is responsible for the work arrangement, job skills training and entry of new employees in the post trial stage, and is responsible for the performance appraisal of new employees in the post trial stage.

Article 5: New employees are employed.

1. On the day when a new employee joins the company, the relevant personnel of the Human Resources Department will fill in the employment information and enter their fingerprints.

2. Relevant personnel of the Human Resources Department will lead new employees to meet colleagues in various departments.

3. Office supplies shall be distributed by relevant personnel of the Administration Department.

4, by the relevant personnel of the human resources department to the induction department, to the department head.

Article 6: Training of new employees

1. Within one week of new employees' employment, the relevant personnel of the Human Resources Department will train them in the company's relevant rules and regulations or employee manuals, and take the induction training exam.

2. On the day of new employees' employment, the department head shall designate an induction guide for the new employees, conduct business knowledge training for the new employees in relevant departments, and sign the training sign-in form for confirmation.

3. During the probation period of new employees, the company will arrange the knowledge and skills training related to business or concept in a unified way according to the company's training plan.

Article 7: Provisions for New Employees to Sign Labor Contracts

1. In principle, new employees sign labor contracts on the day they join the company.

2. If the term of signing the labor contract is more than 1 year, the probation period is three months in principle, and those who perform well can arrange full-time work in advance, but the shortest time shall not be less than one month; If the performance is not good, the probation period may be appropriately extended according to the assessment of the probation period, but the longest period shall not exceed three months.

Article 8: Wages and benefits for new employees during probation period

1. During the probation period, the salary of new employees shall not be less than 80% of the post salary, and the post salary shall be implemented after becoming a regular employee.

2. In principle, the monthly minimum wage of employees during the probation period shall not be lower than the local minimum wage level, or it shall be implemented according to the special agreement of both parties.

Article 9: Management of probation period

1. Employees shall strictly abide by the relevant rules and regulations of the company during the probation period, and the daily management of employees during the probation period shall be implemented in accordance with the relevant management regulations of the company.

2. In case of serious violation of the relevant rules and regulations of the company or the relevant provisions of the Employee Handbook during the probation period, the probation period will be terminated directly.

3. During the probation period, the employee will be assessed by the new employee orientation guide and the head of the department head, with the assistance of the Human Resources Department.

(1) The employee's probation period is assessed monthly, in principle once a month, and the specific time is arranged by the company.

(2) Employees adopt a monthly assessment system, including paper examination and comprehensive evaluation (table 1), with a full score of 100, in which the weight of paper examination and comprehensive evaluation is 50% respectively. (When there is no exam, the comprehensive evaluation table is used as the calculation basis)

4. Within one week after the probation period, the Human Resources Department shall organize relevant personnel to conduct probation assessment interviews for employees who have become full members, and form interview records, which shall include:

(1) Work experience during probation period, and opinions and suggestions on post work, department work and company management.

(2) Opinions and comments on colleagues and leaders of subordinate departments.

(3) Opinions and suggestions on corporate culture construction and team building.

Article 10: The probation period will be changed to full employment.

1. Natural regularization: after the probation period stipulated by the company expires, new employees should be regularized after the probation period ends and they pass the examination.

2. Confirm in advance: If the new employee has outstanding performance during the probation period, it shall be submitted and filled in by the individual or the department where he works.

Write a formal application form, and after being approved by the relevant leaders, you can terminate the probation period in advance and become a formal employee. If a new employee becomes a regular employee in advance, the probation period shall not be less than 1 month.

3. Deferred employment: After the probation period expires, new employees are not fully qualified for their existing jobs because of their work skills and work attitude, so it is necessary to extend the probation period and postpone employment. If a new employee is delayed to become a regular employee, the total probation period after the delay shall not exceed 3 months. If the employee still fails to meet the requirements of regular assessment after 3 months, the probation period will be terminated.

4. The probation period is valid in the current month and the following month.

Article 1 1: Provisions on formal employment examination

1. Confirm in advance: In principle, employees whose monthly assessment results during probation period are above 90 can confirm in advance.

2. Natural regularization: the monthly assessment score of employees during probation period is 80 points (inclusive)? 89 points, in principle, you can naturally become a full member.

3. Deferred employment: the employee's probation assessment score is 60 points (inclusive)? 79 points. It should be postponed.

4. Non-employment: if the employee's probation assessment score is below 60 points, the probation period will be terminated and eliminated.

Article 12: Termination of labor relations during the probation period

Under any of the following circumstances during the probation period, the company will terminate the labor relationship with the new employee and go through the relevant formalities according to the formal resignation.

1, failed to complete the task on time according to the quality requirements, and the demonstrated ability could not meet the post requirements.

2. During the probation period, due to personal mistakes, it caused irreparable reputation and economic losses to the company.

3. You can't work with colleagues around you.

4. Other circumstances stipulated by relevant laws.

5. The employee offered to leave. Employees need to apply three days in advance, fill in the resignation application form and go through the corresponding resignation procedures.

Article 13: Entry into force

1. These Measures shall come into force as of the date of promulgation.

2. The final interpretation right of these Measures belongs to the company's administrative department.