另外，在公司的转型中，一些高学历、有海外留学背景的新员工被邱雄辉先生招

In addition, during the company's transformation, some new employees with high academic background and overseas study background were recruited by Mr. Qiu Xionghui. These people are first assigned to various departments, and then adjusted according to their development potential. <br>The new employees include Yuan Zhaoyi, who graduated two years ago with a master's degree in MTI from the School of Foreign Languages, Guangdong University of Technology, and Li Huanjiang and Qiu Lanxuan, who graduated with a master's degree in project management from De Montfort University in the United Kingdom. <br>He is currently under investigation and is required to write a written work report. <br>Among them, Yuan Zhaoyi, who has been in the company for a year of internship experience, was promoted to the position of senior editor, and soon became the backbone editor of the company. <br>I firmly believe that these successful examples fully illustrate Qiu Xionghui's correct decision and authority in human resources. <br><br>The positions of the above eight department managers are all recruited and decided by Qiu Xionghui. They all have university degrees. These departments were re-established or adjusted after Qiu Xionghui came to the company. All these departments are directly responsible by Mr. Qiu Xionghui. <br><br>3. Specific job responsibilities of General Manager Qiu Xionghui in the company <br>As the CEO of Guangzhou Lianfeng, Qiu Xionghui bears the following responsibilities: <br><br>1. The authority of human resources <br>A. Establish and formulate the personnel structure department, everything is formulated by the company's business development or project completion, the company newly established a sales department, which is separate from the market; a new media and expansion department is newly established, focusing on new media, streaming media, mobile, new Business to expand the business of the entire company. The company will let the human resources department provide preliminary candidates or inspections for these departments, and finally the Qiu Xionghui CEO will interview and confirm. <br>B. The Human Resources Department is required to provide candidate selection materials and documents, conduct preliminary interview screening of all candidates, and notify the Human Resources Department of the decision. <br>C. Determine the job, position, probation period, bonus amount, final time, continuation and termination of the employment relationship of the incoming employee <br>D. Evaluate the performance of newly hired employees, decide to hire or terminate the relationship, and specify the contract period on the employment contract. If the employee is a permanent employee, if there is a major mistake, the human resources department can decide to dismiss or change the job position.<br>E. Have the right to appoint and remove managers of various departments according to business needs. <br>F. Formulate the work tasks of the department manager. The department manager will arrange or adjust the staff tasks and plans, and report to the general manager for approval.

另外，在公司的转型中，一些高学历、有海外留学背景的新员工被邱雄辉先生招聘。这些人先被安排到各个部门，之后再根据他们的发展潜力进行调整。<br>新雇员包括两年前毕业于广东工业大学外国语学院MTI硕士专业的袁肇逸、两位毕业于英国德蒙福特大学项目管理硕士专业的李焕江、邱蓝萱。<br>目前他门正在考察中，并被要求写出书面的工作汇报。<br>其中，袁肇逸，在公司已有一年的实习经历，被提升到了高级编辑的岗位上，很快成为了公司的骨干编辑。<br>我坚信，这些成功例子，充分说明了邱雄辉在人力资源方面的正确决定及权威。<br><br>以上八位部门经理的职位都是由邱雄辉招聘和决定提升职位的，他们都拥有大学学历，这些部门都由邱雄辉来公司之后重新建立或调整，所有这些部门都是由邱雄辉先生直接负责。<br><br>三、邱雄辉总经理在公司的具体工作职责<br>作为广州莲丰的CEO，邱雄辉承担以下责任：<br><br>1、人力资源的权威<br>A．建立和制定人事结构部门，一切以公司业务发展或项目完成来制定，公司新成立销售部，与市场部分开；新成立了新媒体、拓展部，重点围绕新媒体、流媒体、移动端、新业务，来拓展整个公司的业务。公司会让人力资源部为这些部门来提供初步人选或考察，最后交由邱雄辉CEO来面试和确定。<br>B．要求人力资源部提供候选人选的资料和文件，对所有候选人进行初步的面试筛选，并将决定通知人力资源部。<br>C．确定入职员工的工作、职位、试用期、奖金额度、入围时间、继续和终止雇用关系<br>D．评估新入职员工的绩效、决定雇用或终止关系，雇用合同上注明合同期限，如果是永久雇员的员工，如果出现重大失误，人力资源部可以决定解雇或是改变工作岗位。<br>E．有权根据业务需要情况任免各部门经理。<br>F．制定部门经理的工作任务，由部门经理布置或调整员工任务和计划，并报总经理更有批准。

In addition, during the transformation of the company, some new employees with high education background and overseas study background were recruited by Mr. Qiu Xionghui. These people are assigned to all sectors before they adjust to their development potential.<br>The new employees include yuan Zhaoyi, who graduated from MTI of Foreign Languages College of Guangdong University of technology two years ago, and Li Huanjiang and Qiu lanxuan, who graduated from project management of Ford University in Germany.<br>At present, he is under investigation and is required to write a written work report.<br>Among them, Yuan Zhaoyi, who has one year's internship experience in the company, was promoted to the post of senior editor and soon became the backbone editor of the company.<br>I firmly believe that these successful examples fully illustrate Qiu Xionghui's right decision and authority in human resources.<br>Qiu Xionghui recruited and decided to promote the positions of the above eight department managers. They all have university degree. These departments were re established or adjusted by Qiu Xionghui after he came to the company. All these departments are directly in the charge of Qiu Xionghui.<br>3、 Specific responsibilities of general manager Qiu Xionghui in the company<br>As the CEO of Guangzhou Lianfeng, Qiu Xionghui undertakes the following responsibilities:<br>1. Authority of human resources<br>A. Establish and formulate personnel structure department, which is based on the company's business development or project completion. The company establishes a new sales department to open up with the market; a new media and development department, focusing on new media, streaming media, mobile terminal and new business, to expand the business of the whole company. The company will ask the human resources department to provide preliminary candidates or inspection for these departments, and finally submit them to CEO Qiu Xionghui for interview and confirmation.<br>B. The HR department is required to provide information and documents of candidates, conduct preliminary interview screening for all candidates, and inform the HR Department of the decision.<br>C. Determine the work, position, probation period, bonus amount, shortlisted time, continuation and termination of the employment relationship of the employee<br>D. Evaluate the performance of new employees, decide to hire or terminate the relationship, and indicate the contract term on the employment contract. If the employee is a permanent employee, if there is a major mistake, the human resources department can decide to dismiss or change the position.<br>E. Have the right to appoint and remove department managers according to business needs.<br>F. Formulate the work tasks of the Department Manager, arrange or adjust the tasks and plans of the employees by the Department Manager, and report to the general manager for approval.<br>