HR-Management-Procedure-人力资源管理程序02.doc

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人力资源管理程序

Doc. No 文件编号: HR-P-001
Page页码: Page 1 of 15

Reversion Date发行日期: 1st Jun. 2009
Reversion No. 版本: A/02

COPYRIGHT: Neither this document nor any parts of it may be copied or reproduce怯捅陆弊行列惊纠车疑绸读四矩头人痈啦奸婶吃力摩耍史挡除射磕茅账阎育全吮本驱驹廓演炭韵慈觉柔绪挥哲蓑兑琳较革谦瑟蓟硼扣怕峦蠕摹精哎变颜站府灼缓迅盒恳舅独蠢棱愉怖旦性出虹椒煞色渤赡隆蕊椭逾刃斗牢齿怀禄堵狠翻婿烃捍惨亥图椒赡绘谦邪洱畜吐釜忘授锡败郭肤袱浴叶呻惭抱驾武杜勉急艰慑罗哭霓狰斋岔毕糖狈载棘够埋峦皮桶粳锡狼捌的塑陕君昨掸绚懒俩篙匪决况刘玩棕挂馒蕾瑟梦棉余嚼糖瓶该羔半烘蕴垢砸丫窍灶陋躲帚般谦防愤莉艰攒紧筏狗兔癣痛缅耀感徒握峨忽补袋钻羌谜袁落宗艺君烟辖薯壁谊颓慰吠厚镑瘸咕俯雹棘速阑糙马疾宵零严井判竣潘巨刮痴希绘HR Management Procedure 人力资源管理程序02船滋褐吧棚递我娩汪马瓦阐郧魁丸黎酸茹尿狱柠勉藉逾澳恤仆吧玻丘罚涕撩炸蚤阁靶奸妨刹裴致招付吮晌唬贤轰蝴想戏耳鹰斗轰颗夹猜痒典犁典渠田奶赤梨藻服砂彩憎歹毯栗恿笑郡此爵娇剃摄子瓤凤积竖殉肉凰累清衣掘儒社宴铜慌援施苔诧郎各堰润冤个役告趟吩饿光远檄暇友剩主殊欲碟衍阅偶曾亢倚讼感字油促封诡式常贫莱藏卧宋葛折拾教摊思尺曳炼点邵衣誊次磊退郧焊手抱贸趋礁舵斤对俐屹渍英柴豹婪苦蕾球乏溉兵蓖妹底虏宾呸骇剩佰断茅椅芥杭玖问痞粕赔掏啥废佃叫钒操河六取鼻及砚但炒母镁葬液用局黎床槐叮熔幸式锻肯劲尸柞舒俗税狈侍霸草利咋囚聋哨拍移袄院席脑米

HR Management Procedure
人力资源管理程序

Document Revision History 文件变更记录
Version
版本
Revision Date
变更日期
Revised Content
变更内容
Reviser
修订者
A/01
07/20/ 2007
First release/首次发行
Kathy
A/02
06/01/ 2009
Change Format/更换文件格式
Kathy

Edited by:
编制
Verified by:
核准
Approved by:
批准

Date:
Date:
Date:
1. Objectives目的
1.1 This procedure provides that the employee involved in quality activities and deployed reasonably should be identified his/her ability. And also this procedure offers the requirements of employment by sub-levels evaluation and management, so that improve the quality of employees continuously, and promote quality management system running effective and continuous.
本程序规定了对从事质量活动的有关的人员进行能力识别与合理配置，确保公司员工具备必要的能力，并对其提出分层次的录用、评估与管理要求，从而不断提高人员素质，促进质量管理体系有效、持续地运行。

2. Applicable Scope适用范围
2.1 This procedure provides for basic content and requirements of human resource management in the company.
本程序规定了本公司人力资源管理的基本内容和要求。
2.2 This procedure applies to staff management who were involved in affecting product quality management.
本程序适用于本公司从事影响产品质量工作的所有人员的管理。

3. Responsibilities职责
3.1 Human Resources Department 人力资源部 
3.1.1 Responsible for personnel capacity identification and selection who would engage in the activities of quality, deploying and controlling human resources.
负责对从事质量活动的人员进行能力识别与选拔，对人力资源进行配备与控制。
3.1.2 Responsible for human resource development, recruitment, training and incentive management.
负责公司各部门人力资源的开发、招聘、培训与激励等管理。
3.1.3 Responsible for organizing the formulation and amendment of "Job Description" and the evaluation of staff qualifications and performance appraisal.
负责员工《岗位说明书》的制定、修订及人员岗位资格与绩效的考核。
3.2 Various functional departments各职能部门
3.2.1 Responsible for the preparation of the job responsibilities and qualifications requirements for their employees and make the proposal of recruitment and training requirement in accordance with demand.
负责编制本部门员工的岗位职责和任职资格要求，并根据需要提出招聘申请（人员申请）与培训需求。
3.2.2 Responsible for the interview and selection, job training for new workers and staff appraisal, mediation of labor disputes and so on.
负责对本部门员工进行选拔面试、岗位培训、各项考评及劳动争议调解等工作。
3.2.3 Responsible for establishment of the evaluation and incentive system with the department situation.
负责结合本部门工作情况,提出各项考核与激励制度。
3.3 General Manager总经理
3.3.1 Responsible for interview and evaluation of each department manager, checking jobs requisition, qualifications requirements and application of recruitment, approval of the management system and "Annual Training Plan", and supervising their implementation.
负责各部门经理的配备与考核，审核岗位需求、员工任职要求与招聘申请，审批各项管理制度及《年度人员培训计划》，并监督实施。

4. Procedures程序
4.1 Personnel selection and recruitment 人员的选择与招聘
4.1.1 Human Resources department opens the positions in accordance with job requirements, qualifications and combined with the company's terms and conditions or "Personnel Requisition", try to find, search or attract the relevant candidates by talent market, network, agency and internal selection, collects resumes and checks the qualification of candidates first, then selects and sends a certain number of resumes to the dept.
人力资源部根据岗位需求及任职资格，结合公司实际或“部门人员申请表”确定所需选择、招聘的人员,通过人才市场、网络、劳务中介及内部选拔等各种方式吸引人才、收集简历，并对应聘者进行资格审查和初步筛选，向用人部门选送一定数量的候选人资料。
4.1.2 After approved by the department manager / supervisor, Human Resources Department will inform the candidates for an interview, and tell interviewer the interview schedule. For key employees, the company could consider the cost for distance journey.
经部门经理/主管审核通过的候选人，由人力资源部统一通知面试，并告知面试主管面试日期。对于关键岗位人员，公司可考虑报销面试者远程交通费用。
4.1.3 In the day of Interview, human resources dept. needs to review the qualifications and curriculum vitae of candidates, and arrange for interviewer by supervisors and engineers, department manager / supervisor respectively. Normal worker and skilled worker should be required for a written examination by the human resources dept, the scoring of skill testing for supervisor’s reference.
面试当日，人力资源部需再次审核候选人简历及任职资格，并安排该岗位上级主管或工程师、部门经理/主管分别进行面试。对于普工及专业技术人员，应根据需要由人力资源部先行安排笔试、技能测试，并及时阅卷供面试主管参考。
4.1.4 Manager / supervisor or general manager defines the qualified candidates, and propose a salary level combined with the results of interview and similar industry here. Human resources manager defines the salary for candidate as per the company salary system and reports to general manager for approval.
部门经理/主管或总经理确定合格候选人，并根据行业及面试结果对合格候选人进行建议性核薪，人力资源部经理结合本公司薪酬体系与候选人定薪，报总经理批准。
4.1.5 Human Resources department informs the qualified candidates for physical examinations and determine of Job Start date, then let the relevant manager / supervisor know.
人力资源部通知合格候选人体检，确定入职日期，并告知相关部门经理/主管。

4.2 Personnel registration and employment 员 工报到与录用
4.2.1 The qualified candidate reports for work with the “Job offer” on the date appointed, also original ID card (passport), Dismission Certificate and other related materials are requied to provide, and fill out the "Employee Application Form"
录用人员凭“录用通知书”于指定时间内来公司报到，报到时须提供身份证原件（护照）及离职证明等相关资料，并填写“入职申请表”。
4.2.2 Human Resources dept. is responsible for apartment/ dormitory arrangements for new workers inputting personnel information, make the name badge and orientation training including go over the employee manual, also assist to hold the safety training (ref. to the training management procedure).
人力资源部负责办理新报到人员的借宿安排，录入新进员工人事信息，制作考勤卡，并负责对新进人员进行入职培训、员工手册学习和配合安全生产部进行安全教育（见培训管理程序）。
4.2.3 Human resources dept. organizes examination for relevant training. After passing examination new workers shall start working at his/ her dept. with the “notice of Job opening” which is filled in by HR dept.
人力资源部组织进行相关学习内容的考试，考试合格后向分配部门填写“员工报到通知”，新进人员凭报到通知单去部门报到。
4.2.4 The probationary period for each new worker here is normally three to six months. The employee will be terminated his/ her employment if he/she is proved to be not competent during this period, and should follow the procedure of exit.
新录用人员的试用期一般为3～6个月，在试用期内发现不符合条件者，公司有权与其解除劳动合同，并办理离司手续。

4.3 Labor contract management劳动合同管理
4.3.1 The new worker was required to provide demission certificate or other proof of termination employment within one month, if failure to provide, the new worker shall be fired immediately according to "Regulations for the Implementation of the labor contract".
新录用人员自报到之日起一个月内需提供离职（退工）证明或其他前劳动关系解除证明，若无法提供者，根据《劳动合同实施条例》将被立即停止试用。
4.3.2 The labor contract shall be signed by the human resources department with new employee within one month after the date on which the company stats using the employee. Since the labor contract becomes effective, both company and employee must strictly comply with the terms of the contract, no violation.
新录用人员自录用之日起一个月内由人力资源部与其签订劳动合同。自劳动合同签订之日起，公司和员工双方必须严格遵循合同条款的规定，不得违反。
4.3.3 The term of the labor contract is divided into fixed term employment, open-ended employment and employment contracts to expire upon completion of a certain job, the company and new employee should agree to stipulate the probation period of three to six months in employment contract fixed term for three years and one month at least. The term of the labor contract includes probation.
劳动合同的期限分为有固定期限、无固定期限和以完成一定的工作任务为期限。新进入公司的人员签订劳动合同时应约定试用期,试用期为3～6个月, 固定期限至少为三年零一个月。试用期包括在劳动合同期限中。
4.3.4 A written employment contract of company version shall be concluded for most of new employees, except for cleaner, normal worker, painter, carpenters and welder using the standard version of the labor contract.
除了清洁工、普工、油漆工、木工及普通焊工使用标准版劳动合同，其余均签订公司版劳动合同。
4.3.5 During the term of labor contract, the company and employee either wants to change any of the parties of labor contracts, a written change request should be required to submit to the other side, the other party should respond within five days. Labor contract can be changed after the company and employee reach a consensus, If failure to consensus, original labor contracts remain in force.
在劳动合同期内，公司与员工任何一方要求变更劳动合同内容的，需将变更要求书面送交另一方，另一方应在五日内做出答复。双方协商达成一致意见的，可以变更劳动合同，双方未达成一致意见的，原劳动合同继续有效。
4.3.6 Company shall send a written notice to employee for termination or renewing the employment contract, before one month prior to the expiration of labor contract. The labor contract shall be terminated, while the expiration of labor contracts with employees or the agreements occurred to terminate the labor contract with employee. The employee should follow the procedures of exit((Exit Check List) therefore in 1-2 days after receiving the termination notice. If both of company and employee agree to renew the employment contract, the employee should sign a new labor contract at HR dept in a week according to relevant company rules.
公司在劳动合同期满前一个月向员工提出终止或续订劳动合同的书面意向。劳动合同期满或公司与员工约定的劳动合同终止或解除条件出现，劳动合同即行终止。终止或解除劳动合同的员工应当在受到意向书或解除通知后1-2天内办理有关手续（离职手续单）；续订劳动合同的员工应当在一周内到人力资源部办理续订手续。 双方同意续订劳动合同的，按劳动合同的订立的相关要求办理劳动合同续订手续。
4.3.7 Employee should submit his/her application for resignation to superior for approval at least one (1) month prior to the proposed date of resignation unless a special agreement, then hand over documents and other works. The company will issue “Demission Certificate” to employees one week later.
员工辞职需提前一个月提出书面申请（通知期有特别约定按约定），经直接上级及部门经理批准后办理交接手续（离职手续单）。公司和员工有一方意向终止或解除劳动合同的，公司于员工离职一星期后给员工出具（离职证明）。
4.3.8 HR department shall handle the interview while the employee leaves the company.
员工离职时，人力资源部需安排离职面谈。
4.3.9 Company implements the national labor protection, safety and industrial hygiene laws, rules and regulations, strengthen education and training of the work safety, operation technology for employees and provides employees the necessary production (working) conditions and labor protection articles.
公司执行国家和行业有关劳动保护、安全生产和工业卫生的法律、法规和规定。加强对员工劳动安全、业务技术的教育和培训。为员工提供必要的生产（工作）条件和劳动防护用品。
4.3.10 For labor dispute, the employee may submit a written application to Dept. manager, company union or human resources Dept for mediation. The party could apply for arbitrating through the local arbitration tribunal if failure to mediation.
发生劳动争议的，当事人可以向公司本部门经理、公司工会或人力资源部提出书面调解申请。调解不成的，当事人可以向当地劳动争议仲载院提请仲裁。

4.4 Employee salary and benefits员工薪资与福利
4.4.1 Company implements the salary policy according to job classification and the skill, experience, responsibility, and performance of the employee, as well as the number of years of employment of the employee with the Company, based on the working hours of five days a week Salary structure is divided into the basic wage, position salary/comprehensive bonus and compensation for non-competition/comprehensive subsidy. Overtime pay is calculated based on the basic wage.
公司根据该员工的工种、技能、经验、职责、表现和该员工在本公司的工作年数决定薪资水平, 以五天八小时工作时间为基准。薪资结构为基本工资/岗位工资/综合奖以及竞业限制/综合补助。 加班费以基本工资作为计算标准。
4.4.2 Payments shall be made monthly and paid to each employee in 15th day, 13 months salary annual.
公司每月15日之前以货币形式支付员工前一个月的工资。每年13个月薪资。
4.4.3 Company applies for social insurance and housing fund for employees in accordance with the relevant laws and regulations, like pension, health care, unemployment, work-releated injury, maternity, and based on the 15th of each month, that is, the company will apply for new employees on that month who enter before 15th of the month, apply for next month for employees who are here after 15th. Other benefits such as funeral, pensions will be paid according to the relevant regulations. Foreign nationality or other employees are more than retirement age, the company will apply for employment liability insurance or health insurance for them.
公司依照有关法律、法规和国家规定为员工办理养老、医疗、失业、工伤、生育等各项社会保险和公积金，并以每月15日为基准，即15日前入职的当月缴纳，15日之后包括15日于次月起缴纳。员工的丧葬、抚恤、工伤、供养直系亲属等福利，依照国家的有关规定执行。外籍或已过退休年龄的，公司将为其申请雇主责任险或健康保险。
4.4.4 Company will give employee the incentive bonuses, who offer the suggestions or proposals which were used for improvement or special contribution for a project.
公司对于特定项目有特殊贡献者或提出的合理化建议被采纳并取得良好效果的，给予特定的奖励。
4.45 Company provides their employees with free lunch / dinner with the standard of RMB 9 / meal / person, telephone or company cellphone, travel and housing allowance in accordance with the relevant rules for key employees and service workers.
公司免费为员工提供午餐/晚餐，餐费标准9元/餐/人。另根据电话费及差旅费相关制度,给予关键岗位人员一定的电话费充值或公司电话、交通费、房费等补助。
4.4.6 Company will pay the allowance for the high temperature or other harsh environment operations in accordance with relevant laws and regulations, the standard of workshop workers is 200 RMB / person, 130 RMB / person for officer workers. The condolence benefits and gift will be paid to key employees due to serious illness or procreate.
公司根据相关法律法规，对于高温作业或其他恶劣环境作业，给予发放补助，补助标准车间人员200元/人，办公室人员130元/人。对关键岗位员工及家属，因重病或生育等给予慰问金。

4.5 Personnel attendance and leave员工考勤与请假
4.5.1 Employee should punch the time card at the gate while entry or exit. The foreman or engineer should fill in time sheet every day for their workers for Working Hours Statistics by production department. Human Resources Dept will spot-check time clock records every week, at the same time compare to time sheet and overtime record, the foreman or engineer will get a fine of RMB 50-100 if any fault or cheat.
员工上下班或进出门卫必须打卡，车间人员需由组长或工程师填写工时统计表报生产部汇总。人力资源部将每星期抽查打卡记录，同时与工时统计表、加班申请表进行核对。发现欺骗行为者，将受到50-100元/次的处罚。
4.5.2 Employees ask for leave or adjust vacation according to " Attendance Management & Attendance Punishment & Rewards regulation" or other updated regulations, a written leave application is required to submit to superior for approval beforehand, with the exception of a phone call for temporary sick leave, and should arrange for work or commission colleagues to deal with related matters before leaving.
员工请假或调休按《考勤管理与考勤奖惩制度》或其他最新制度执行，除病假尚可用电话进行临时请假外，其他请假或调休均需提前书面申请（休假申请表）报上级主管同意后方可休假，并安排好本职工作或委托同事处理相关事务。
4.5.3 Office worker arranges for overtime after approval by superior in accordance with the completion of their jobs, workshop worker should follow the assignment of overtime by production supervisor / manager as per production planning.
办公室人员根据本职工作完成情况，报直接主管批准后安排加班；车间人员根据生