As an important economic pillar of the country, state-owned enterprises are very strict in the management of employees. In state-owned enterprises, employees are divided into two types: on-staff and non-on-staff, and on-staff usually enjoy higher benefits and better career development opportunities. So, how do employees of state-owned enterprises know if they are making up or not?
First of all, employees of state-owned enterprises can check their employment contracts to determine whether they are on the work. The employment contract of the employee is usually clearly marked with the word "on the staff", and the employee's establishment category, position, title and other information will also be indicated. If the employment contract does not indicate the word "on staff", then the employee may be non-staffed.
Second, employees of state-owned enterprises can consult with the human resources department about their own staffing. The human resources department is responsible for the management of the staffing staff, and they will verify and confirm the staffing status based on the personal information of the employees and the employment contract. If an employee has questions about the establishment, they can consult with the human resources department and ask for verification.
In addition, employees of state-owned enterprises can also judge whether they are on the staff by observing their benefits and career development opportunities. Employees usually enjoy higher benefits, such as higher wages, better insurance, higher provident fund, etc. At the same time, employees usually have better career development opportunities, such as more opportunities for promotion, more training opportunities, etc. If an employee finds that they don't have the same benefits and career development opportunities as other colleagues, they may be on the staff.
In short, employees of state-owned enterprises can determine whether they are on the job by checking their employment contracts, consulting with the human resources department, and observing their benefits and career development opportunities. If an employee finds that he or she is not on the staff, he or she can take timely measures to communicate and solve the problem to protect his or her legitimate rights and interests.