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Staff Promotion

  Company employee selection and promotion management system

1. Purpose: To standardize the promotion process of employees, encourage employees to make progress, continuously improve their personal qualities and abilities, effectively improve work performance, and at the same time provide employees with a good platform and space for promotion and self-development, and create a fair, just and open competition Mechanism to build a learning enterprise, this system is specially formulated.

   Second, the principle:

   (1) Both political integrity and ability: The company will comprehensively consider factors such as the personal quality, work ability and actual performance of employees, and appoint people based on their talents and promote them based on the best.

   (2) Equal opportunity: Everyone is equal before promotion. The company implements open recruitment and fair competition every year for selection.

   (3) Combination of "promotion ladder" and "exceptional promotion": Most employees generally adopt "step promotion", and employees who are very talented, special talents and have made outstanding contributions to the company can be "exceptional promotion".

   (4) Ability to rise and fall, maintain competition: the strong go up, the flat give way, and the mediocre go down.

  3. Responsibilities

   (1) General Manager: responsible for the approval of this system: responsible for the review of the selection plan and the approval of the promotion results.

   (2) Administrative Human Resources Department: responsible for the formulation and interpretation of this system; responsible for the compilation and publicity of the selection plan; responsible for the organization of selection activities; responsible for reporting the final promotion results.

   (3) All departments of the company: responsible for the implementation and implementation of this system; responsible for the proposal and supervision of the selection and promotion plan.

  4. Scope: Applicable to all employees of the company.

   5. Specific content:

   (1) Career development route:

  1. Vertical development: According to the employee's ability, personality, development expectations and the company's development needs, two promotion routes are specially set up, and the corresponding levels are shown in the figure below:

Management promotion route

technology promotion route

General manager

Deputy General Manager



Director (junior, middle, high)

Professional (Elementary, Middle, High)

Supervisor (junior, middle, high)

Specialist (junior, middle, high)

Clerk (junior, middle, high)

Assistant (junior, middle, high)

 (2) Basic conditions for promotion:

  1. Regular employees who have been employed for 3 months;

  2. Regular employees who have worked at the same rank for 3 months or more;

  3, 3 months (3 months before selection) no record of serious disciplinary punishment and bad performance;

  4. Possess the qualifications for the target position and the required basic abilities;

  5. Possess other qualities or requirements listed in the selection and promotion plan.

   (3) Types of promotion:

  1. Promotion: Refers to the promotion of an employee by raising his/her job level within the same grade.

  2. Promotion: Refers to the promotion of an employee's job rank when they cross different ranks.

   (4) Promotion mechanism:

  1. Regular selection: According to the current year's corporate strategy and human resource planning, the administrative human resources department will organize and implement it, in principle, once a year.

  2. Irregular selection: According to the company's development or temporary major work needs, when there is a job vacancy and it is decided to adopt internal competition, an application can be filed by the employing department, and after the general manager's approval, it will be handed over to the administrative human resources department for unified organization and implementation.

3. Exceptional promotion: special talents or employees with special contributions and performance to the organization can be appointed and promoted at any time with the approval of the general manager; employees during the probationary period are not allowed to be recommended for promotion, and they can be promoted based on their performance after the probationary period expires .

   (5) Management of promoted personnel:

  1. All personnel who have participated in the selection and promotion will be unified into the company's talent training library for record filing;

  2. The human resources department is responsible for the establishment and daily maintenance of personnel training, and all departments participate in the management together;

  3. The talent training bank will hold professional skills or management level training on a regular or irregular basis. In principle, relevant personnel should participate, and the training score will be listed as an important item for the next selection and promotion;

4. Within one month of the new employee's entry, the person in charge of the department should be responsible for the conversation. The theme is to help the new employee consider the direction of personal development according to their own situation (such as career interests, career planning, qualifications, skills, etc.) and better integrate into the development of the enterprise journey.

   (6) Management of promotion practice period and secondment period:

  1. Practice period: When all personnel are promoted from lower-level positions to higher-level positions, they should have a certain period of practice period to better familiarize themselves with the work and assess the degree of job matching.

  1.1 Clerk promotion supervisor/specialist: The practice period is 3 months;

  1.2 Supervisor/specialist promotion director/specialist: the practice period is 6 months;

  2. If there are vacancies due to special reasons and need to be supplemented by temporary seconded personnel and there is no selection and promotion, the seconded personnel will enter the secondment period until the selection is successful and then enter the practice period.

   6. Appendix:

  1. "Employee Career Development Planning Form"

  2. "Selection and Promotion Application Form"

  3. "Selection and Promotion Recommendation Form"

  4, "Selection and Promotion Communication Record"

   Employee Occupational Career Planning Form

   Date of filling in:



Entry Time






highest education




development intention

management line             technical line

          career goals

Short-term goals (1-3 years)


Mid-term goals (3-5 years)


Long-term goals (over 5 years)


 income target

Short-term goals (1-3 years)


Mid-term goals (3-5 years)


Long-term goals (over 5 years)



self assessment



personality bias




personal merit


personal shortcomings




 Knowledge and skills needed to achieve short-term goals


 Barriers to short-term goals


 Incentives to achieve short-term goals


 Penalty for not meeting short-term goals


 Requires company support


 Department head comments/suggestions



Selection and promotion application form
Fill in the date:



Entry Time


current department


current position


target sector


target position


Work overview (a brief description of the current work situation)


Application for promotion (including current job performance, understanding of target position and own advantages, etc.)


             Direct superior opinion


              Department Head's Opinion



Selection and promotion recommendation form

Form filling date:

Referred person's name


Entry Time


current department


current position


Recommended Department


Recommended jobs


Reasons for recommendation


             Direct superior opinion


          Department Head's Opinion


Administrative HR Department opinion


             General Manager's opinion



employee communication records



date   of communication






Communication category

regular communication

special event communication

promotion communication


communication record