The staffing of state-owned enterprises is a matter of great concern to many job seekers. Many people think that if you enter a state-owned enterprise, you can get the establishment, but in fact this is not the case.
First of all, we need to be clear about what preparation is. Establishment refers to the internal organizational setup and staffing plan of a unit, which is formulated and filed by the competent department at a higher level. For state-owned enterprises, the establishment usually refers to the organizational structure and position setting of the enterprise, as well as the number of personnel required for each position and the scope of responsibilities.
In state-owned enterprises, employees can be divided into two types: in-establishment and out-of-establishment. Employees in the establishment refer to those employees who have signed formal labor contracts with state-owned enterprises, and they enjoy higher benefits and stability. Non-establishment employees refer to those employees who have signed labor contracts or temporary contracts with state-owned enterprises, and they usually do not have the same benefits and stability as employees in the establishment.
Therefore, not all employees who enter state-owned enterprises can get the establishment. In general, only employees who enter a state-owned enterprise through a formal recruitment process can obtain a establishment. And those employees who enter the SOE through other channels, such as through connections or special channels, are often unstaffed.
In addition, even the employees who are in the establishment are not completely stable. In SOEs, the stability of employees depends on a variety of factors, such as the company's operating conditions, policy changes, individual performance, etc. Employees on the establishment may also be at risk of being laid off or transferred if the employee's performance is poor or if the business is in difficulty.
Therefore, for job seekers who want to enter state-owned enterprises, it is necessary to understand the company's recruitment policy and staff allocation. At the same time, they should also focus on improving their abilities and performance at work, so as to increase their professional competitiveness and obtain better career development opportunities.