RECRUITMENT POLICY
ONE: PROVISION IN GENERAL
1.1. The purpose of this regulation is to regulate human resource recruitment and employment in accordance with the human resource policy of EMC (hereinafter referred to as the “Enterprise”).
1.2. The implementation of this regulation shall be based on the principles of transparency, openness, fairness, equality, compliance with laws and regulations, reasonableness, and freedom from conflicts of interest.
TWO: DEFINITIONS OF TERMS
2.1. The terms used in this procedure shall have the following meanings:
2.1.1. “Human resource policy” means the implementation of comprehensive measures to create, hire and continuously develop human resources with high skills, knowledge and the right attitude, which are important for increasing the productivity and efficiency of the enterprise;
2.1.2. "Vacancy" means the creation of new jobs, the approval of vacancies, the termination or termination of an employee's employment contract, the creation of temporary jobs for period of more than 6 months, the creation of seasonal dependent jobs;
2.1.3. “Human resource development” means the process of researching, attracting, evaluating and recruiting talented individuals for current and new positions in an organization;
2.1.4. "Registration number" means a personal number issued to an employee at the time of first employment.
THREE. TYPES OF HUMAN RESOURCES RECRUITMENT
3.1. In case of vacancies, human resources shall be formed in the followings:
3.1.1. In accordance with the human resources policy, at the discretion of the employer,
3.1.2. to call for a contest;
3.1.2.1. to organize recruitment among EMC employees;
3.1.2.2. to announce vacancies publicly and employ citizens; and
3.1.3. to employ under a collective agreement.
FOUR. VACANCY INFORMATION, DECISIONS FOR HUMAN RESOURCES RECRUITMENT IN VACANCIES
4.1. The date of the vacancy shall be the date of the appointment of a new position in the enterprise, cancellation or termination of the employee's employment contract, or the date of the order for an employee's absence for more than 6 months.
4.2. The structural unit of the enterprise shall submit a weekly report on the vacancy, including the name of the vacancy, full-time, part-time and its duration, to the structural unit in charge of human resources every Monday.
4.3. The structural unit in charge of human resources will compile the vacancy survey and present it to the employer within 2 working days, and in consultation with the employer, will choose the form of recruitment.
4.4. The original copy of the job description (CV) for the vacancy, verified by the economic unit of the enterprise, shall be used in the recruitment process.
4.5. The human resources unit will develop requirements and criteria for job seekers based on the requirements set out in the job descriptions.
4.6. The unit in charge of human resources shall complete the recruitment process within one month from the date of the vacancy.
FIVE. RECRUITING HUMAN RESOURCES IN ACCORDANCE WITH HUMAN RESOURCE POLICY
5.1. In accordance with the human resources policy, the human resources will be recruited at the discretion 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 successfully 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 structural unit in charge of human resources shall, within three working days, post the announcement of the contest of employees on the internal database network of the enterprise and on the bulletin board of the structural unit based on the approval of the Director General to fill the vacancy. The registration period is at least 5 working days.
6.2. The structural unit in charge of human resources shall post the open contest announcement on the website www.erdenetmc.mn and, if necessary, in other media within 3 working days. The registration period must be at least 14 working days.
6.3. It is prohibited to include other requirements and criteria in the contest announcement other than those required by the job description.
6.4. Citizens wishing to participate in the contest shall submit the following documents in hard copy or electronically to the specified address within the registration period. These include:
6.4.1. CV,
6.4.2. Notarized copy of ID card,
6.4.3. Notarized copies of professional diplomas, certification and certificates,
6.4.4. Notarized copy of social insurance book.
6.5. If documents other than those specified in 6.4 of this regulation are required, they shall be published in the announcement and the documents of citizens who did not pass the contest shall be returned at that time.
6.6. The structural unit in charge of human resources shall develop and update the database of the contest’s theoretical knowledge test in accordance with the job place, job description, profession, skills and professional degree, and implement comprehensive measures to protect the electronic selection and confidentiality of the test.
6.7. The structural unit in charge of human resources shall organize to make a decision to form a contesting working group within 10 working days from the date of the approval of the Director General specified in 4.3 of this regulation.
6.8. The contesting working group shall be formed by the order of the Director General or by the decision of the Deputy Director in charge.
6.9. The members of the contesting working group consist of:
6.9.1. A head, a deputy, a head of department, a lead specialist, or a specialist in charge of human resources;
6.9.2. A head, a deputy head, a chief engineer, a head of a unit, a primary manager, an engineer, a technician, or a specialist;
6.9.3. A head, a deputy head of Legal Division, a lead lawyer, or a lawyer;
6.9.4. A head, a deputy head, a specialist in general, or a specialist;
6.9.5. A professional engineer or technician of other structural units in the same field or major; and
6.9.6. A representative of an external professional organization, if necessary.
6.10. The structural unit in charge of human resources shall determine the composition of the contesting working group, taking into account the specifics and conditions of the vacancy.
6.11. A working group of at least 5 persons will be formed.
SEVEN. CONTESTING PROCEDURE
7.1. The contesting shall be conducted in accordance with the requirements set forth in Article 1.2 of this regulation in accordance with the requirements set forth in the job description for the vacancy.
7.2. It will be organized in a post-selection stage. These include:
7.2.1. Application and document selection;
7.2.2. Theoretical knowledge and skills selection;
7.2.3. Interview and approach identification phase; and
7.2.4. Medical examination.
7.3. The working group will determine the criteria and evaluation methodology for each contesting examination at the first meeting and do meeting minutes.
7.4. Meeting minutes of the contesting working group shall be kept by the secretary from time to time, and the meeting minutes shall be reviewed and signed by the chairperson and members.
7.5. The following processes will be carried out during the selection process of the application form and documents:
7.5.1. The documents submitted by the applicants shall be reviewed in accordance with the job description and checked for compliance with the job description requirements; and
7.5.2. Applicants who do not meet the requirements of the job description will be denied access to the next round and will be notified.
7.6. The following processes will be progressed during the selection stage of the theoretical knowledge and skills:
7.6.1. Theoretical knowledge tests will be conducted electronically and paper form using appropriate methods;
7.6.2. The proficiency test uses methods such as practical work, test assignments, and reading and interpreting diagrams and drawings; and
7.6.3. The selection process will be decided by a majority vote of the contesting working group.
7.7. The following will be done during the selection process of interview:
7.7.1. In the form of interviews and tests, the selection process is based on specific criteria, such as suitability for other job requirements, professional experience, work, interests, and attitudes.
7.8. The contesting working group shall present the results of each examination, the total score, and the examination materials to the participants, make meeting minutes, inquire the participants' complaints and resolve them, if any, in a timely manner.
7.9. The evaluation of all stages of the selection process will be summarized and the participant with the highest score will be qualified.
7.10. In case of a tie between the participants with the highest scores in the total selection process, an additional examination will be held to resolve the issue.
EIGHT. DECISION PROCESS OF THE CONTESTING RESULTS
8.1. A meeting minutes of the contesting working group, a decision, a formal letter by the management of the structural unit, and other relevant materials and medical examination documents shall be delivered to the employer within 3 working days from the date of completion of the contest.
8.2. The employer shall receive the meeting minutes of the contesting working group, the decision, the formal letter by the management of the structural unit, other relevant materials and medical examination documents and give permission to issue an order within 5 working days.
8.3. It is prohibited to recruit a citizen who fails a medical examination.
8.4. The management of the structural unit in charge of human resources shall organize the issuance of the relevant order within 5 working days with the permission of the employer.
8.5. The unit in charge of human resources shall issue a recruitment order for a probationary period of 3 months and the employment contract shall be for a probationary period of 3 months.
8.6. After a three-month probationary, an inspection team consisting of representatives of the human resources unit and the professional management unit will conduct a survey of knowledge, skills and attitudes to determine whether they meet the requirements for a full-time employee.
ERDENET MINING CORPORATION SOE
- We will receive applications from applicants who meet the requirements of the advertised position.
- When filling out the application form, all information should be brief and without abbreviations.
- Photographs (as of the last 3 months) must be included in the application form.
- Application text font is Times New Roman, size 12pt.
- The enterprise does not assume any obligations or responsibilities upon receipt of the job application.
- In case of an online application, the receipt will be accepted after successful registration.
- Individuals who are late or lack the required documents will not be admitted to the contest.
- Employees whose employment contracts have been terminated at the initiative of the employer due to irresponsible conduct, misconduct or disciplinary violations (Articles 40.1.4, 40.1.5, 131.1.3 of the Labor Law) while working in the workshop or unit of the enterprise shall not be included in the contest.
List of required materials:
- Copy of ID card
- Fill out the application (CLICK HERE to download)
- Copy of diploma (notarized)
- A copy of the social insurance book
* Bring original documents to participate in the contest. For example: ID card, diploma, professional certification card, etc.
* Please note that applications and submissions will not be returned.