| Company's name: | Martin Emprex Textiles(Zhongshan-China)LimitedBegin and end date: 2008-08-2012-02 | | Enterprise nature: | Soly foreign funded enterprisesIndustry: Garment/Textile/Leather/Shoes | | Job Title: | Asst. HR manager | | Job description: | 1) Master the relevant human resource management policy of country, district and trade; to constitute the principle and management methods on HR management; to monitor the performance of all departments.
2) Constitute the HR development plan for a medium and long term, company annual plan for HR employment, salary and training as well as monitoring the fulfillment condition.
3) Have charge of labor ration, devise the organization with science, set the position reasonably, organize to compile the company position instruction and carry out the company personnel selection, assessment and recruitment.
4) be responsible for labor utilization and the staff performance appraisal, instruct the daily appraisal for all departments and handle the labor dispute with the relevant department.
5) The personnel checking, appraisal, recruitment, appointing and dismissing; the reserving cadre selection, appraisal and training; | | Reasons for leaving: | | | | Company's name: | Sabert (Zhongshan) LimitBegin and end date: 2005-09-2008-07 | | Enterprise nature: | Soly foreign funded enterprisesIndustry: Petroleum/Chemical Industry/Minerals/Geology | | Job Title: | HR&Admin. Manager | | Job description: | 1) Establish the HR & Administrative management system so that it becomes more systematism, monitor the company development project implementing,
2) Devise the human resources strategy, establish and carry out the program of recruitment, the welfare policy, performance appraisal, staff promotion policy and so on.
3) Establish relevant system on further education & training and carry out, develop an efficient internal training team.
4) According to the company regulation and relevant nation law disposal labor management, build up a harmonious enterprise culture; handle the disputations & complaint from employee.
5) Supply all depts. with HR management, assistance, support and consultant, analyze personnel policy, and assist all depts. in consummating the administrative system, such as: establish the relevant management policy, devise the procedure, and control the administrative expenditure and reasonable utilization. | | Reasons for leaving: | | | | Company's name: | Dongguan LuenThai Garment Company LimitBegin and end date: 2002-07-2005-08 | | Enterprise nature: | Soly foreign funded enterprisesIndustry: Garment/Textile/Leather/Shoes | | Job Title: | HR & Admin. Officer | | Job description: | 1) Constitute the human resource management system, means and regulation forming complete set of the HR working paper in order to monitor and carry out, such as: the attendance, salary, performance, recruitment, and demission management policy, the staff brochure, award & punishment management policy etc., compiling/ leading in /training ISO procedure file.
2) According to the goal & yearly operating plan of company, being responsible for constituting the yearly/ monthly departmental program, asking the relevant personnel to carry out and also inspect the finishing status.
3) Constitute the HR programming according with the company development strategy and put into effect, collect the information on personnel/ recruitment/training/appraisal and salary periodically, grasp the condition about the interior personnel and exterior talent market in order to provide the sound ground for making decision on the human resource.
Assist the manager to supervise the administration | | Reasons for leaving: | | | | Company's name: | Dongguan HK TOWATA LimitBegin and end date: 2001-07-2002-06 | | Enterprise nature: | Soly foreign funded enterprisesIndustry: Communication/Telecom/Network Equipment | | Job Title: | General affairs officer | | Job description: | 1. Assist the general manager to manage the daily grind for HR and administration, constitute the relevant policy &principle and carry out it.
2. The staff recuitment, education training, the performance appraisal and labor relationship. | | Reasons for leaving: | |
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