課程提綱 Course Outline: 一、 崗位分析與職位描述 Job analysis and position description 1. “受冷落”的崗位分析 Position analysis of ‘Left out’ 2. 必須有的職位描述 Must-need position description 1) 為什么職位描述如此重要？ Why the position description is so important? 2) 職位描述應(yīng)包括哪些主要內(nèi)容？ What kind of contents should be included in the position description? 3) 職位描述屬于規(guī)章制度還是勞動合同附件？ Is the position description belong to regulation or attachment of labor contract? 4) 職位描述是否必須經(jīng)過簽收？ Is the position description must need to be signed for? 5) 如果有關(guān)職位描述沒有被簽收應(yīng)當(dāng)如何處理？ How to deal with the case if the position description hasn’t been signed for? 二、 招聘與面試 Recruitment and Interview 1. 關(guān)于內(nèi)部招聘 Regarding to the internal recruitment 2. 常見外部招聘途徑 Common external recruitment channel 1) 平面或電子媒體（兼論招聘廣告撰寫的注意事項(xiàng)） Print media or electronic medies (including talking about written precautions of recruitment advertisement 2) 獵頭 Headhunter 3) 實(shí)習(xí)生 Intern 4) 校園招聘 Campus recruiting 3. 面試要點(diǎn) Points of interview 1) 職位申請表 Position application form 2) 面試問題雷區(qū) Interview Questions minefield 3) 面試中的測評 Evaluation in recruitment 4. 就業(yè)歧視 Employment discrimination 1) 常見就業(yè)歧視 Common employment discrimination 2) 就業(yè)歧視的法律責(zé)任 Employment discrimination liability 三、 勞動合同簽訂與入職安排 The labor contract signing the entry arrangements 1. 單方錄用信 Unilateral recruitment letter 1) 錄用信法律地位在勞動法領(lǐng)域的缺失 Lose of the legal status of the missing letter in hiring the field of labor law 2) 錄用信的撤銷 Recruitment letter revocation 2. 勞動合同簽訂事宜 Labor contract signing issues 1) 合同期限與雇傭種類之匹配 Match the contract period and the employment type 2) 關(guān)于無固定期限合同的簽訂 Signed on a non-fixed term contract 3) 雙倍工資罰則及事實(shí)勞動關(guān)系的處理 Treatment of the double wages penalties and the fact that labor relations 4) 勞動合同簽訂中的欺詐和脅迫 Labor contract fraud and coercion 3. 入職流程 Entry procedure 1) 形式化的入職教育 Formalized entry Education 2) 社保繳納地的審慎考量 Serious consideration on social security contributions 3) 雙重勞動關(guān)系的避免 Avoiding dual labor relations 4) 涉密人員的入職安排 The entry arrangements for classified staff 四、 外國人就業(yè) The employment of expatriates 1. 外國人就業(yè)主要管理原則 The main management principles of expatriates employment 1) 鼓勵(lì)與限制 Encourage and limitations 2) 機(jī)械管制與有條件變通 Mechanical control and conditional work 3) 國民待遇、超國民待遇與歧視待遇 National treatment, super-national treatment and discriminatory treatment 2. 外國人就業(yè)的雇傭模式 Employment patterns of expatriates employment 1) 本地雇傭 Local employment 2) 國外派遣 Overseas dispatch 3. 常見實(shí)務(wù)要點(diǎn)精析 Common practice refined analysis 1) 涉及外國人雇傭主體變更事宜的處理 The treatment of change of expatriates employment subjects related issues 2) 外國人薪酬結(jié)構(gòu) The C&B structure of expatriates 3) 任命及雇傭文件的潛在沖突 Potential conflicts of appointment and employment documents 五、 外包與派遣 Outsourcing and dispatch 1. 勞務(wù)外包 Labor Outsourcing 1) 所謂兼職與勞務(wù)工 The so-called part-time and service workers 2) 服務(wù)外包與勞務(wù)派遣的差別 The difference between outsourcing and labor dispatch 2. 勞動派遣 Labor dispatch 1) 勞務(wù)派遣的“長”與“短” The pros and cons of labor dispatch 2) 勞務(wù)派遣“三性” The “three nature” of labor dispatch 3) 勞務(wù)派遣員工勞動關(guān)系管理注意事項(xiàng) Precautions of employment relationship management for dispatched employees