RECRUITMENT POLICY
Procedures for Employing Citizens and Recruiting Human Resources
I. GENERAL PROVISIONS
1.1. This regulation governs the recruitment and employment of human resources by the Human Resource Policy of EMC (hereinafter referred to as the Enterprise).
1.2. The implementation of this regulation shall adhere to the principles of transparency, openness, fairness, equality, compliance with laws and regulations, reasonableness, and avoidance of conflicts of interest.
II. DEFINITIONS
2.1. The terms used in this procedure are defined as follows:
2.1.1. Human Resource Policy: This refers to the comprehensive measures implemented to create, hire, and continuously develop a skilled and knowledgeable workforce with the appropriate attitudes essential for enhancing the Enterprise's productivity and efficiency.
2.1.2. Vacancy: This term refers to the creation of new jobs, the approval of job openings, the termination of an employee's employment contract, the establishment of temporary positions lasting more than six months, and the creation of seasonal jobs.
2.1.3. Human Resource Development: This encompasses the processes involved in researching, attracting, evaluating, and recruiting talented individuals for existing and new positions within the organization.
2.1.4. Registration Number: This is a personal identification number assigned to an employee upon employment.
TYPES OF HUMAN RESOURCES RECRUITMENT
3.1. When there are vacancies, human resources shall be formed in the following ways:
3.1.1. By decision of the employer per human resources policy
3.1.2. By inviting applications through a competitive process.
3.1.3. By organizing recruitment among existing employees of the company.
3.1.4. By publicly announcing vacancies and hiring qualified citizens.
3.1.5. By employing individuals under a collective agreement.
VACANCY INFORMATION AND DECISIONS FOR HUMAN RESOURCES RECRUITMENT
4.1. The date of a vacancy shall be defined as either the date of a new appointment within the company, the cancellation or termination of an employee’s contract, or the date an employee is absent for more than six months.
4.2. Each structural unit within the enterprise shall submit a weekly report on vacancies every Monday. This report must include the name of the vacancy, whether it is full-time or part-time, and the duration of the vacancy.
4.3. The human resources department will compile a summary of vacancies and present it to the employer within two working days. In consultation with the employer, the department will determine the appropriate recruitment method.
4.4. The original job description (or CV) for the vacancy, verified by the economic unit of the enterprise, must be used during the recruitment process.
4.5. The human resources unit will establish criteria and requirements for job candidates based on the specifications outlined in the job descriptions.
4.6. The human resources department shall complete the recruitment process within one month from the date the vacancy was created.
FIVE. RECRUITING HUMAN RESOURCES UNDER HUMAN RESOURCE POLICY
5.1. Under the human resources policy, the human resources will be recruited on the decision of the employer if they meet the requirements of a vacancy. These include:
5.1.1. To employ a citizen with high professional skills, knowledge, experience, or rare and specialized skills with the proposal and permission of the employer,
5.1.2. Employees who have successfully passed the proficiency test with a score of over 90 have applied for promotion and transfer.
5.1.3. Graduated from the School of Technology with honors and received a certificate from the employer,
5.1.4. Citizens and employees who have completed their GPA of 3.5 or higher at foreign and domestic universities have applied for scholarships from the enterprise.
SIX. RECRUITING HUMAN RESOURCES THROUGH CONTEST
6.1. The department responsible for human resources shall post the announcement for the employee contest on both the internal database network and the Structural Unit bulletin board within three working days of obtaining approval from the Director-General to fill the vacancy. The registration period for candidates shall be a minimum of five working days.
6.2. Additionally, the human resources department publishes the open contest announcement on the designated website, www.erdenetmc.mn, and, if necessary, in other media within three working days. The registration period for this announcement must last at least 14 working days.
6.3. No criteria or requirements beyond those specified in the job description shall be permitted in the vacancy announcement.
6.4. Individuals wishing to participate in the contest are required to submit the following documents, either in hard copy or electronically, to the designated address within the specified registration period:
6.4.1. Curriculum Vitae (CV);
6.4.2. Notarized copy of identification card;
6.4.3. Notarized copies of professional diplomas, certifications, and relevant certificates; and
6.4.4. Notarized copy of social insurance record
6.5. If any documents outside those listed in section 6.4 are required, such information shall be detailed in the announcement. Documents submitted by candidates who are not successful in the contest will be returned to them promptly.
6.6. The human resources department shall devise and maintain a database of the theoretical knowledge test specific to the contest, categorized by workplace, job description, profession, skills, and professional qualifications. All necessary measures will be taken to protect the electronic selection process and ensure the confidentiality of the test.
6.7. The human resources department shall constitute a contest working group within ten working days following the approval of the Director-General, as delineated in section 4.3 of this regulation.
6.8. The establishment of the contest working group shall be conducted by an order from the Director-General or by a decision from the Deputy Director responsible.
6.9. Membership of the contest working group shall comprise:
6.9.1. A head, deputy, department head, lead specialist, or the HR specialist in charge;
6.9.2. A head, deputy head, chief engineer, unit head, primary manager, engineer, technician, or specialist;
6.9.3. A head or deputy head of the Legal Division, a lead lawyer, or a lawyer;
6.9.4. A head or deputy head, general specialist, or specialist;
6.9.5. A professional engineer or technician from other structural units within relevant fields; and
6.9.6. A representative from an external professional organization, if necessary.
6.10. The human resources department shall determine the composition of the contest working group per the specific requirements and conditions associated with the vacancy.
6.11. A working group will be established comprising no fewer than five members.
SEVEN. CONTESTING PROCEDURE
7.1. The contesting process will be conducted under the requirements specified in Article 1.2 of this regulation and will follow the job description requirements for the vacancy.
7.2. The process is organized in a post-selection stage, which includes:
7.2.1. Application and document review;
7.2.2. The assessment of theoretical knowledge and skills;
7.2.3. Interview and evaluation of candidates' suitability; and
7.2.4. Medical examination.
7.3. At the first meeting, the working group will establish the criteria and evaluation methodology for each stage of the screening process and do the meeting minutes.
7.4. The secretary will maintain the minutes of the contesting working group meetings. These minutes will be reviewed and signed by both the chairperson and the members.
7.5. The following processes will take place during the application form and document selection stage:
7.5.1. The documents submitted by applicants will be reviewed according to the job description and checked for compliance;
7.5.2. Applicants who do not meet the job description requirements will be disqualified from proceeding to the next round and will be notified accordingly.
7.6. The following processes will occur during the assessment of theoretical knowledge and skills:
7.6.1. Theoretical knowledge tests will be conducted both electronically and in printed form, using appropriate methods;
7.6.2. Proficiency tests will involve practical assignments, as well as reading and interpreting diagrams and drawings; and
7.6.3. The selection process will be decided by a majority vote of the recruitment working group members.
7.7. During the interview selection process, the evaluation will be based on specific criteria, including suitability for job requirements, professional experience, interest in work, and overall attitude.
7.8. The contesting working group will present the results of each examination, including the total scores and examination materials, to the participants. They will also document the meeting minutes, address any complaints by participants, and resolve them promptly if necessary.
7.9. The evaluations from all stages of the selection process will be consolidated, and the participant with the highest score will be deemed qualified.
7.10. In the event of a tie among participants with the highest scores in the overall selection process, an additional examination will be conducted to resolve the tie.
EIGHT. DECISION PROCESS OF THE CONTESTING RESULTS
8.1. The meeting minutes of the contesting working group, along with a decision, a formal letter from the management of the structural unit, and other relevant materials and medical examination documents, will be submitted to the employer within three /3/ working days following the end of the contest.
8.2. The employer will receive the meeting minutes, decision, formal letter, relevant materials, and medical examination documents and must approve the issuance of an order within five /5/ working days.
8.3. It is strictly prohibited to recruit a candidate who fails the medical examination.
8.4. The management of the structural unit responsible for human resources will arrange for the issuance of the relevant order within five /5/ working days after receiving permission from the employer.
8.5. The human resources unit will issue a recruitment order for a probationary period of 3 months, with the employment contract also set for a 3-month probationary duration.
8.6. After the 3-month probationary period, an inspection team composed of representatives from the human resources unit and the professional management unit will assess the knowledge, skills, and attitudes of the successful employee to determine if they meet the requirements for further employment.
ERDENET MINING CORPORATION SOE
1. Only candidates who fulfill the requirements specified in the job advertisement will be considered for application.
2. When completing the application form, please ensure that all information provided is concise and that abbreviations are not employed.
3. Prospective applicants must include recent photographs taken within the last three months with their application materials.
4. The application text should be formatted in Times New Roman font, size 12 point.
5. The enterprise does not assume any obligations or responsibilities upon the applied job applications.
6. For online applications, confirmation of acceptance will occur only after successful registration.
7. Applications submitted after the designated deadline or those that fail to provide the requisite documents will not be reviewed for the selection process.
8. Employees whose contracts have been terminated at the employer's discretion due to irresponsible conduct, misconduct, or disciplinary violations—as outlined in Articles 40.1.4, 40.1.5, and 131.1.3 of the Labor Law—are ineligible to participate in the selection process.
9. Employees whose employment contracts have been terminated by the employer's decision due to irresponsible behavior, criminal behavior, or disciplinary violations (Articles 40.1.4, 40.1.5, and 131.1.3 of the Labor Law) while working in a factory or unit will not be considered for selection.
Materials required
To participate, please prepare the following materials:
1. Copy of your ID card
2. Completed application form (CLICK HERE to download)
3. A notarized copy of your diploma
4. Copy of your social insurance book
Important: Please bring original documents for verification, such as your ID card, diploma, and professional certification cards.
Note: Applications and submissions will not be returned.