受到全球经济复苏放缓，欧债危机、美债危机的影响，企业面临前所未有的困境。如何有效降低人力成本，合理配置人力资源，是新形势下HR面临的难题。而“雇佣长期化”、“解雇严格化”为当前劳动立法的两大突出特点，因此，“严把入口关” ，更加严格地、系统地规范招聘管理，对于企业来说变得更加重要。本次我们非常荣幸地邀请到了著名劳动法专家，本次课程紧密结合最新的法律、法规、政策以及人力资源管理的相关知识，从企业招聘人才最初的寻寻觅觅，到笔试和面试的明察秋毫，再到严密的签约加盟，最后到细致的试用考察和最终的去留，系统地阐述了企业招聘管理的合法化和合规划问题。相信会给大家带来帮助和启发。

Course Background

The world economy happened have significant impact again by it’s continuously instability, at the same time, this implicate numerous enterprises will be confronted with unprecedented straits by the European debt crisis and U.S debt crisis.　We got couple questions for you after all these issues came into the stage.　Such as, what needs to be well prepared ahead by HR practice under the new situation?　How to make appropriate reduction on employment cost, as well as how to dispose the human resources rationally.

However, Long-term hiring and rigid layoff have been being the two significant characteristics to the current labor legislation.　 For this reason, strict hiring requirements would be turn into more strictly and scientifically on recruiting management.　It also would be becoming further important to the numerous enterprises.

In this course, we will present legalization and the problem of compliance of enterprise recruiting management, in accordance with the up-to-date laws, regulations, policies and relevant knowledge of human resource management, it starts of executive search all the way to the written examination until in person interviewing, back to signing a contract, consider new staffs employability in the probation period for their leave or stay as the last step.　At last, we are convinced to provide you with case implications as well as advice on how to handle with such topic in your daily HR management.

课程目标：

帮助企业全面了解招聘流程的相关法律知识体系

帮助企业全面了解招聘流程的相关实务操作技能

帮助企业规避招聘过程中法律风险

谁来参加

人力资源总监，人力资源经理

法务总监，法务经理

律师

劳动仲裁员

工会干部

会议日程安排

一、搜寻篇

1、合法的招聘主体：如何厘清集团企业统一招聘员工的劳动关系归属？

2、 选择合法的形式：招聘会、猎头、校招、微博招聘…，如何选择恰当的招聘形式？

3、 知情权的行使：从应聘简历、入职申请表到员工背景调查，如何确定其范围，企业知情权与员工隐私权的边界如何确定？

4、 职位描述：职责说明与职位要求的该讲与不该讲。

5、 就业歧视：星座歧视、血型歧视…，如何在避免产生就业歧视的同时进行员工的有效甄选？

二、订立篇：

1、　Offer Letter、劳动合同与劳动关系：如何确定新入职员工的劳动关系起始时间？

2、　报到手续：新员工报到过程中发生伤害，如何定性和赔偿？

3、　入职登记表：入职登记表必备内容包括哪些？如何充分发挥入职登记表的作用？

4、　入职培训：入职培训能否约定服务期？

5、　劳动合同类型：固定期限、无固定期限、已完成一定任务为期限的劳动合同，三类劳动合同如何灵活运用？

6、　劳动合同主要条款：岗位、薪酬、工作地点…，必备条款如何留有灵活空间？

7、　劳动合同订立的形式与语言：中文劳动合同是否必须有？电子化的劳动合同是否构成事实劳动关系？

三、试用篇：

1、　试用期的设定：试用期满后仍不能确定是否录用，经员工本人同意，能否延长试用期？

2、　试用期的考察：试用期员工的考察是否必须以明确规定的录用条件为标准？

3、　试用期用工：试用期员工的医疗期、工伤、商业秘密保护等特殊问题应该如何处理？

4、　试用期留用：员工转正后工资结构发生变化是否应按照转正后工资标准补齐试用期待遇？

5、　试用期解雇：试用期满后，能否根据员工试用期的表现以不符合录用条件为由解除劳动合同？

四、特殊员工篇：

1、退休人员：退休返聘人员与柔性退休人员的处理有何不同？

2、　内退协保人员：特殊劳动关系的相关规定是否都不再适用？

3、　实习人员：实习、见习、兼职、勤工俭学，这些概念如何区分？所有在校大学生都是实习生吗？在校生打工都不构成劳动关系吗？

4、　外籍和台港澳人员：社保问题之外，外籍员工与台港澳员工还有哪些需要特别注意的？最新政策对这类员工的管理将会带来哪些挑战？

5、　与原单位仍有劳动关系人员：双重劳动关系是否必然违法？签订劳务协议能解决双重劳动关系带来的法律风险吗？

6、　对原单位负有竞业限制义务人员：承担竞业限制违约金后，是否仍然不能录用对原单位负有竞业限制义务的人员？该笔违约金由用人单位承担后，能否作为劳动合同的违约金？

7、　劳务派遣人员：新政策对劳务派遣越来越严格，劳务派遣的使用是否真的违法？应对劳务派遣的危机，企业怎么办？

8、　非全日制用工：未签订书面合同的非全日制用工如何与事实劳动关系进行区分？是否劳动合同明确约定工作时间为非全日制，就属于非全日制用工？

Seminar Agenda

Executive Search

1.　　　　The principal part of legal recruitment: How to clarify conglomerate unified recruitment under the jurisdiction of labor relationship?

2.　　　　Selection on legal recruitment methods: Career fair, Headhunter, Campus recruiting, Micro bo recruiting…., How to make a proper recruitment form?

3.　　　　Exercise your right to know: How to determine their scale of application know-how, Starts off with candidate’ CV, employment application all the way to applicant’s background investigation.　How to ensure the borderline between enterprises’s right to know and employee privacy?

4.　　　　Job Description: Is there any verbal limitations on job content description and position requirement?

5.　　　　Discriminations in employment: Constellation discrimination, ABO discrimination…..How to prevent employment discrimination happening, but at the same time make the staff selection efficaciously?

Setting and amendment terms of labor contracts

1.　　　　Offer letter, labor contract and labor relationship: how to determine the new staff’s start date in their labor relationship?

2.　　　　Arrangements for registration procedure: How to determine the composition of a substance and compensate for new employee’s damage occurred in their registration process?

3.　　　　Employment entry registration form: What are some necessary contents during their register?　How to take advantage of employment entry registration form?

4.　　　　New employee orientation: Whether employee orientation can make an agreement on the staff’s period of service?

5.　　　　Labor contract classification: Fixed term, non-fixed term, or has completed certain task as the term of the contract

6.　　　　Main provision of labor contract: Occupation, payment, working locale…., How to keep the work flexible within essential terms?

7.　　　　Formulization and essential language to the labor contract conclusion: Whether there must have to come out with Chinese version of labor contract?　Whether it can constitute the electronic labor contract as factual labor relationship to concern?

Probation

1.　　　　Setup for probationary period: With an agreement to employee, whether can extend his/her probationary period if the enterprise is uncertain of their stay or leave?

2.　　　　Consider new staff’s employability in the probation period: Whether the investigation of the probation employee must be explicitly stated employment qualifications as the standard?

3.　　　　Employ staffs in the probation period: How to proper handle on medical treatment period, industrial injury, confidential prevention and relevant cases?

4.　　　　Remain in employment in the probation period: Whether should in light of become a full-time staff to make up for their treatments in the probation period while there happened have changes on wage structure?

5.　　　　Termination in employment contract in the probation period: Upon confirmation of employment, whether can according to the performance of the employee’s probation period as a reason for inconformity hiring to terminate his/her labor contract?

Special Employment

1.　　　　Regulations on retirement workers: Are there any differences on deal with restart employment and flexible retirement?

2.　　　　Retreat as HS security staff due to their early retirement: Whether the special labor relationship and relevant provisions are no longer to apply?

3.　　　　Internships: How to make a distinction between internship, on probation, part-time job, practice of working while studying? Are all the undergraduate students interns?　Does a part time staff compose labor relationships?　

4.　　　　Oversea employment and employees from Taiwan, Hong Kong and Macao: Besides social insurance issue, what kind of needs we should watch out?

5.　　　　Staffs who still keep the labor relationship with their original work units: Whether dual labor relationship is illegal?　Whether it can work out through any legal risks of dual labor relationship by signing a labor service agreement?

6.　　　　Staffs who responsible for their non-competition duties during the resignation: On the bearing of non-competition penalty, whether it still can"t hire non-competition obligated employees to their original employing unit?

7.　　　　 Labor dispatching staff: The new policies on labor dispatching would be more and more strictly, is the labor dispatching really illegal? How would enterprise be confronted with labor dispatching risk?

8.　　　　 Part-time staffs: How to discriminate the actual labor relationship to those non-signing labor contracts in written form?　Can we say those are part-time staffs if there has specific working time in their labor contracts?

陆敬波---

著名劳动法专家，资深执业律师，资深高级培训师。陆敬波律师是中国大陆劳动法律师服务市场的先行者和开拓者。早在2002年，陆敬波律师就创立了中国第一家劳动法律服务在线平台——“劳动法苑”（laodongfa.com）；2004年，为更好的满足客户的需求，陆敬波律师受众多大型跨国集团、国内外企业、各政府行政部门聘请担任常年法律顾问、培训讲师，提供各项法律服务。在劳动法专业领域的突出表现为陆敬波律师在业内赢得了很好的口碑和声誉。不论是在律师服务还是培训市场，陆敬波律师都是中国大陆劳动法律服务的标杆性人物。

法律实务工作之外，陆敬波律师同样重视劳动法律理论研究，担任上海大学等四所高等院校的兼职律师；先后出版有《维权课堂—劳动者维权实战攻略》、《劳动合同法HR应用指南》、《纷争与和谐——劳动争议的预防和处理》、《企业招聘管理法律实务》等专著，再版多次，销量累计达数万册；陆敬波律所主编的期刊《劳动法苑》更是成为企业学习、使用劳动法律的重要资料。
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