Hiring principles and procedures
1.1 Nonead adopt the principle of merit-based hiring, the company's internal staff have the opportunity to take precedence.
1.2 Nonead conditions for hiring personnel are law-abiding, good conduct, with relevant professional experience required and aspiring posts, healthy, high-quality staff.
1.3 All full-time staff in place within a week after the official must sign labor contracts with the Company or with the employment agency commissioned (eg Chilean foreign service company or companies, etc.) according to "People's Republic of China Labor Law", to establish a formal legal labor relations.

1.4 Job opportunities program
1.4.1 External Recruitment
1.4.1.1 Job Application Form must be served HR for approval.
1.4.1.2 Department heads relatives, generally can not be arranged to work in the same department.
1.4.1.3 All candidates are required to fill out a job application form, and provide relevant personal data (identity card, proof of qualifications, copies of certificates, two recent photos, etc.).
1.4.1.4 All job offers to those who are hired by the Human Resources Department shall determine the remuneration related content based on the wage structure of technology and Rio de rank system. In the letter of appointment must also be stated in the monthly subsidy, job title, employment start date, and other relevant matters.
1.4.1.5 Trial period of 3-6 months. In the meantime, companies should evaluate the new employee's work performance and capability meets the job requirements, and after the trial period whether a formal written notice to employees was officially hired.

1.4.2 Internal Recruitment
1.4.2.1 When a department within the company when vacancies occur, the department manager should fill out a recruitment application form. When vacant management positions, such as the emergence of department managers and human resource managers have a responsibility to improve compliance with the conditions recommended by the department staff. In the case of other conditions equal priority to employees of the department.
1.4.2.2 If there is no suitable candidate in this department, human resources department should be selected eligible employees within the company, was selected employees transferred to the department by other departments.

New employee training and administrative arrangements
2.1 Each new employee at the office are accompanied by the Personnel Department staff understand and are familiar working environment sector as well as meet with colleagues.
2.2 Each employee during the probationary period, should participate in the human resources, finance, IT and other departments to arrange the orientation training. New employee training content and procedures are as follows:
2.2.1 Situation Nonead to introduce new employees, organizational structure, performance and development of the main types of products and Nonead has been achieved;
2.2.2 Nonead to introduce new employees to perform the relevant human resources and administration, financial institutions, rules, etc;
2.3 administrative preparations for new employees made
2.3.1 notified by the Human Resources Administration, procurement, finance and IT departments report to the relevant date for new employees;
2.3.2 Administrative, procurement and IT departments should jointly employing department managers to discuss and plan for new employees demand for telephone, computer equipment, mobile phones and other work equipment, and make arrangements in advance;
2.3.3 New staff report by the administrative departments to arrange photography, making identification cards, business cards, and payment of office supplies and meal tickets needed. By the IT department is responsible for installation and commissioning of telephone and computer equipment as well as applications for e-mail accounts and so on.

Profile
3.1 Nonead official staff to fill the company's "Personal Information Form", together with the relevant documents, certificates (such as identity cards, passports, proof of qualifications) of the copies, and my resume, job description. Filled in the information and proof provided, reports, etc. must be true and correct, and as the company hired permanent preservation of individual employee records.

3.2 Individual employment records shall include the following information:
3.2.1 The employee's name, sex, date of birth, education, work experience;
3.2.2 nationality, origin, identity card number, home address and zip code, telephone;
3.2.3 Family members and major immediate family profiles;
3.2.4 Case of emergency contact address and telephone number;
3.2.5 recruits start date and the expiration date of the labor contract;
3.2.6 jobs or labor jobs and change records;
3.2.7 Remuneration and change records;
3.2.8 annual leave, sick leave and other leave usage records;
3.2.9 Assessment and reward individual performance records;
3.2.10 training, education, (Overseas visits) records;
3.2.11 separations records (including departure date, subject and related comments).
Address, telephone number, marital status, dependents, education 3.3 employees and other personal information are subject to change, employees are responsible for the initiative to inform the company immediately Human Resources, to prepare for contingencies.
3.3 Employees hired after being Nonead his personal dossier must be transferred to the company commissioned by the company to hire the agency or local talent exchange centers or other departments. Where does the file transfer procedures in accordance with the provisions of those who completed the impact or losses arising therefrom, by himself responsible.

Physical
4.1 Nonead before the formal hiring employees, designated by the Company does not require employees to submit medical examination report, but the company recommends that employees can voluntarily provide, the result is not the main factor in hiring a medical report.

Labor Contract
5.1 All staff hiring, subject to the relevant government regulations for business management, the implementation of the labor contract system.
5.2 All employees are required to sign a labor contract when employed with the Company or with the Company commissioned employment agency before becoming employees.
5.3 Validity of the labor contract will be described in the contract signed by the employee. After expiration, the parties may decide to terminate or continue the work requires a new contract. In addition to the validity time of hiring, hiring the relationship between the Company and the individual officer's presence is no longer legitimate.

5.4 Employment Contract-based company with a concrete manifestation of their staff and labor relations, and finally treatment of all relevant matters, are based on the labor contract.
5.5 The term of the labor contract specified in the contract.
5.6 Labor contract expires, the company needs to renew the labor contract with employees, it shall notify the employee's own prior written labor contract expires on the 30th. Employees within 3 days after receiving the notice shall respond in writing company, fails to reply deemed employees reluctant to renew the labor contract with the company. The company failed to notice 30 days in advance, as the company's reluctance to renew the labor contract with employees.

5.7 Pairs of the terms of the labor contract dispute, should be based on legitimate, fair, and timely processing of principle, safeguard the legitimate rights and interests of the parties to the labor dispute in accordance with law. As employees of the labor provisions of the contract dispute, the Company Human Resources Department should be made in writing and consultation. The company commissioned by the agency and can not be solved, may apply to the local labor dispute arbitration committee for arbitration.

Probation
6.1 Probationary period stipulated in the labor contract is generally three months, according to the needs of the probationary period may be extended, but the longest not more than six months. The trial period, the company should notify employees in writing whether formal employment.
6.2 During the probationary period does not meet the job requirements of employees, the company can advance five days notice to terminate its labor contract without pay compensation. When calculating employee's length of service, the probation period is also included.