Human Resource Management人力資源管理程序(中英文)

1、批準(zhǔn)：審核：作成：Change History 變更記錄Revision 版 本Effective Date 生效日期Originator編寫人Reasons for Change 修改原因1.0 PURPOSE 目的Fulfill the companys maximum demands for the human resource;滿足公司對人力資源的需求；Man age and develop the huma n resource in order to promoti ng the compa nys continuing developme nt.最大限度地開發(fā)與管理公司內(nèi)外的人力

2、資源，促進(jìn)公司的持續(xù)發(fā)展；Maintain and motivate the human resource to make the most use of it so that we can enlarge the use of human resource.維護(hù)與激勵公司人力資源，使其潛能得到最大限度的發(fā)揮，使其人力資本得到應(yīng)有的提升與擴(kuò)充。2.0 SCOPE 范圍Apply to all the employees in MAMK.適用于公司全體員工。3.0 DEFINITIONS 定義The human resource management is forecasting and pla

3、nning for the companys human resource, trough the training, performanee appraisal and motivation to achieve the company purpose according to the demands of the company and individuals.人力資源管理就是預(yù)測公司人力資源需求并做出人力需求計(jì)劃、招聘選擇人員并進(jìn)行績效考核、培 訓(xùn)，對員工進(jìn)行有效激勵，結(jié)合公司與個人需要進(jìn)行開發(fā)以便實(shí)現(xiàn)最優(yōu)公司績效的全過程。4.0 REFERENCE DOCUMENTS 參考文件ISO/

4、TS 16949 Clause 6.2 -Human resource 人力資源Job description 崗位說明書WD-HR-025 Gear management合理化建議實(shí)施規(guī)范WD-HR-002 Employee Motivation and Empowerment 員工激勵及滿意度調(diào)查實(shí)施規(guī)范5.0 RECORDS 記錄FN-HR-003 Recruitment Application Form 招聘需求表FN-HR-002 Job Application Form 職位申請表In terview record 面試表5.4 FN-HR-039Offer Letter錄用通知書

5、FN-HR-0045.5 FN-HR-007Probationary Report試用期考核表5.6 FN-HR-013Salary and Work Post Adjust Form 薪資職務(wù)異動表FN-HR-018 Training application form 培訓(xùn)申請表FN-HR-024 Training Signature Form 培訓(xùn)簽到表FN-HR-032 Training Flexibility Chart 培訓(xùn)柔性圖表FN-HR-001 Annual Training Plan 年度培訓(xùn)計(jì)劃FN-HR-040 Performance appraisal form 員工績

6、效考核表FN-HR-026 Employee Suggestion Form - Gear 改進(jìn)提案員工建議表FN-HR-037 Employee satisfaction survey form 員工滿意度調(diào)查表6.0 RESPONSIBILITY 職責(zé)HR department makes the human resource planning based on the company strategy.人力資源部依據(jù)公司發(fā)展戰(zhàn)略進(jìn)行人力資源規(guī)劃。Each department proposes the human resource needs and then fills in the

7、related forms.各用人部門依據(jù)公司及部門人力資源發(fā)展戰(zhàn)略對部門用人提出需求并填寫相關(guān)表單。HR department reviews and satisfy the human resource needs through recruiting, training, transferring and so on.人力資源部審核并通過招聘、培訓(xùn)、調(diào)崗等方式滿足部門及公司用人需求。7.0 PROCESS 流程Human resource planning 人力資源規(guī)戈UHR department draw up the organization chart in accordanee

8、with companys development strategy.人力資源部依據(jù)公司發(fā)展戰(zhàn)略，制定公司組織架構(gòu)圖，確定崗位和編制。HR department and each department make job description together to determine the job duties and qualifications of individual position, and update to meet the development of positi on.人力資源部與各部門共同制定崗位說明書，確定各個崗位的任職資格和崗位職責(zé)，并進(jìn) 行更新和維護(hù)，以適應(yīng)崗

9、位發(fā)展的需求。Demands for human resource 人力資源需求Based on companys development planning, each department submits Recruitment Application Form according to the current situation.依據(jù)公司發(fā)展規(guī)劃，各部門按照本部門狀況提出人力資源需求，填寫FN-HR-003招聘需 求表。HR department review the Recruitment Application Form and determine to external recrui

10、t or internal transfer.人力資源部審核FN-HR-003招聘需求表，確定外部招聘或內(nèi)部調(diào)整。Recruiting 招聘Information release 信息發(fā)布HR releases the recruiting information according to Recruitment Application. The recruiting charinels could be, but not limit, human resource market, internet, hunter, human resource Service Company and so

11、on. If the employee wants to recommend, please submit the can didates resume and get approve from the man ager.人力資源部根據(jù)招聘需求表的要求發(fā)布招聘信息；招聘渠道有：人才市場現(xiàn)場招聘、網(wǎng)絡(luò)招 聘、獵頭、人力資源服務(wù)公司代招等。如果公司內(nèi)部員工推薦相關(guān)人員，需提交推薦者的簡 歷到人力資源部，經(jīng)批準(zhǔn)之后按正常流程面試。Recruiting 招聘The interviewee should fill in Job Application Form and pass the related

12、test. The in terview is conduct by resp on sible departme nt and HR together.應(yīng)聘者填寫FN-HR-002職位申請表，并進(jìn)行相應(yīng)考試，考試合格后進(jìn)行面試；面試 由用人部門和人力資源部門共同進(jìn)行；Offer 錄用HR informs the employee with Offer Letter after General Manager approved.總經(jīng)理批準(zhǔn)后，人力資源部通知錄用者報(bào)到，發(fā)放錄取通知書。Registration 報(bào)到New employee takes the related materials

13、to register on the HR department.新員工帶齊相關(guān)資料到人力資源部報(bào)到，辦理入職手續(xù)。Orientation training 入職培訓(xùn)Please refer the flow 7.5 具體參見流程 7.5On board 上崗Please refer the flow 7.6 具體參見流程 7.6Set up files 建立檔案HR gets the fingerprints for attendanee record and issues meal card and uniform.人力資源部錄指紋、發(fā)放飯卡、工作服；HR sets up and keep

14、s employees5 documents for the new employee.人力資源部建立員工檔案，保存員工資料；Pass Probation 員工轉(zhuǎn)正The new employees probati on period is 6 mon ths.員工試用期均為6個月。HR should fill in FN-HR-007 Probationary Report one month before the probation period over. And submit the form to related dept manager for the employees perf

15、ormance evaluati on人力資源部應(yīng)在試用期滿前一個月填寫FN-HR-007試用期考核表，交到用人部門經(jīng) 理處，由部門經(jīng)理對員工的試用期工作表現(xiàn)進(jìn)行考核。After general manager approved, the employee could pass probation.員工轉(zhuǎn)正需總經(jīng)理批準(zhǔn)；The dept manager shall feedback the filled FN-HR-007 Probationary Report to HR dept 5 working days in adva nee of due date of intern ship.部

16、門經(jīng)理需在員工試用期滿前五個工作日將填好的FN-HR-007試用期考核表交到人 力資源部。Transfer 調(diào)崗Work post adjustment can be applied by employee, department supervisor, or HR department can adjust post based on company human resources needs. Application department should fill in Salary and Work Post Adjust Form and get approval from depart

17、ment manager, HR manager, General Manager.員工崗位調(diào)整可由本人申請、部門提出或人力資源部門依據(jù)人力資源需求與供給狀況進(jìn)行調(diào)整；崗 位調(diào)動需填寫FN-HR-013薪資職務(wù)異動表，經(jīng)部門經(jīng)理、人力資源經(jīng)理、總經(jīng)理批準(zhǔn)后方可 執(zhí)行。Train in g 培訓(xùn)Training needs analysis 培訓(xùn)需求分析HR analyze the train situation of last year and surveys the business development, management level, employee performanee, H

18、R situation, train result and so on, then analysis the problems and gaps in order supply the basic data to training plan.人力資源對上年度開展的培訓(xùn)進(jìn)行歸納分析，對公司目前業(yè)務(wù)能力、管理水平、員工素 質(zhì)、人力資源管理情況、培訓(xùn)水平等進(jìn)行調(diào)查研究，分析存在的問題與差距，為培訓(xùn)提供 基礎(chǔ)資料。Each department analyze the training needs and make training plan according tobusiness plan, ne

19、eded skills and knowledge and the result of performance evaluation at the end of year.各部門根據(jù)營運(yùn)計(jì)劃、員工所需的技能/知識、績效評估的結(jié)果，分析并提交本年度的培 訓(xùn)需求。The training needs should consider the custom requirements.培訓(xùn)還應(yīng)當(dāng)考慮客戶的特殊要求。Training plan 培訓(xùn)計(jì)劃HR makes the FN-HR-001 Annual Training Plan based on the training needs and ge

20、ts approval from general manager.人力資源部根據(jù)各部門培訓(xùn)需求制定公司FN-HR-001年度培訓(xùn)計(jì)劃并報(bào)總經(jīng)理批 準(zhǔn)。HR tracks the annual training plan. If there is adjustment concerning training policy, busi ness plan or any temporary dema nds, HR adjust trai ning plan based on actual situati on.人力資源部跟蹤FN-HR-001年度培訓(xùn)計(jì)劃的完成狀況，當(dāng)公司政策、經(jīng)營計(jì)劃、人 員等發(fā)

21、生改變時，視實(shí)際情況調(diào)整或修訂培訓(xùn)計(jì)劃。Training content培訓(xùn)內(nèi)容HR organizes the orientation training for new employees. The training cycle is one month basically and we can adjust based on the actual situation.針對新員工，人力資源部定期組織新員工入職培訓(xùn)；培訓(xùn)周期原則是一個月，可根據(jù)實(shí) 際情況進(jìn)行調(diào)整。If employee is changed to another position, HR should identify the

22、 training needs and take training and qualify according to skill requirements of new position.員工因崗位調(diào)動不能勝任新崗位的，人力資源部對新崗位的技能要求進(jìn)行識別，培訓(xùn)合 格后方能上崗；For special position, such as forklift、 crane、 driver、 electrician and other positions compulsively demanded by laws or regulations, and etc. HR arranges extern

23、al training to get necessary license and certification. The license and certification should be kept by HR department and reviewed in time.針對特殊作業(yè)崗位，如叉車、行車、司機(jī)、電工及國家法律法規(guī)強(qiáng)制性規(guī)定的崗位等，人 力資源部安排培訓(xùn)，以取得作業(yè)資格證。作業(yè)資格證需在人力資源部門備案保管，并在 規(guī)定時間內(nèi)進(jìn)行審核，以保證證件的有效性。In order to satisfy the needs of business development, we shou

24、ld supply the training to enhance the employees knowledge, skill, ideas, morality and so on.因公司或者部門業(yè)務(wù)發(fā)展的需要，對員工的知識、技能、理念、品德等需要進(jìn)一步提高 的，提供員工在崗培訓(xùn)。Training application 培訓(xùn)申請F(tuán)or external training and the unexpected training, the trainee should fill in Training application form and get approval from manager

25、, then HR arrange the training.計(jì)劃外培訓(xùn)和外部培訓(xùn)，參加培訓(xùn)的員工應(yīng)填寫FN-HR-018培訓(xùn)申請表，經(jīng)批準(zhǔn)后人力 資源部安排相應(yīng)培訓(xùn)。Ready for training 培訓(xùn)準(zhǔn)備For external training, HR should source and evaluate the training company and trainer, then make sure the training cost, headcount, time, place and so on ,then inform the trainees .外訓(xùn)：人力資源部尋找、評

26、估并確定培訓(xùn)機(jī)構(gòu)或者培訓(xùn)講師，確定外訓(xùn)的經(jīng)費(fèi)、人數(shù)、 時間、地點(diǎn)和材料等等，并發(fā)放通知；For internal training, the trainer should prepare the training materials, training scheme and assess method. HR prepares the training room and equipments.內(nèi)訓(xùn)：培訓(xùn)師應(yīng)提前準(zhǔn)備培訓(xùn)教材、培訓(xùn)方案和考核方式，人力資源準(zhǔn)備培訓(xùn)教室及培 訓(xùn)所需器材。Training Implementation 實(shí)施培訓(xùn)A) For extern training: the t

27、rainees should attend the training in time.夕卜訓(xùn)：學(xué)員應(yīng)當(dāng)在培訓(xùn)公司安排的時間、地點(diǎn)準(zhǔn)時參加培訓(xùn)。For intern training: HR coordinates with administration to ready room, equipment, water and so on. HR controls the trainees to register.內(nèi)訓(xùn)：人力資源與行政協(xié)調(diào)，準(zhǔn)備會議室、培訓(xùn)器材、茶水。如遇到用餐時段，須提前 一天訂餐。The trainees should attend the training on time a

28、nd sign in the Training Signature Form, HR supervise.學(xué)員應(yīng)當(dāng)按時參加培訓(xùn)，并在FN-HR-024培訓(xùn)簽到表上簽字，人力資源監(jiān)督學(xué)員簽 至U。Training appraisal 培訓(xùn)效果評估After training, the trainer or related department should follow up the training effectiveness in order to ensure enhance the training effect.培訓(xùn)開展后，培訓(xùn)師或相關(guān)部門主管對培訓(xùn)效果進(jìn)行跟蹤，保證培訓(xùn)與工作相結(jié)合，

29、提 高培訓(xùn)效果與操作性。For the important training, we can set up a team to follow up and control the training.重要的培訓(xùn)項(xiàng)目，可以成立項(xiàng)目組，對培訓(xùn)內(nèi)容公司跟進(jìn)與監(jiān)控。The trainer should take evaluation. The examine mariner could be paper test, question & answer, operation evaluation and so on.培訓(xùn)結(jié)束后，培訓(xùn)師對學(xué)員進(jìn)行考核，考核方式可以依據(jù)實(shí)際需要采用理論考試、現(xiàn)場考 查、操作考

30、查等形式。Records keeping 記錄保存The external training records, training registrations, appraisal records and so on should be kept by HR department.外訓(xùn)記錄、簽到表、考核記錄、培訓(xùn)效果評估記錄等都需要保存齊全。The training records should be kept by 3 years, which are over than 1 year can be kept in the records room.當(dāng)年培訓(xùn)記錄保存在人力資源，一年以上培訓(xùn)記錄

31、保存在檔案室，保存期限為3年。On board 上崗The employee and the temporary employee should attend the orientation training and job training and pass the assessment. As appropriate, they should attend transfer training and special skill training.公司員工以及臨時工經(jīng)過入職培訓(xùn)、崗前培訓(xùn)合格的可以上崗；需要時，進(jìn)行調(diào)崗培訓(xùn)和特殊崗位 培訓(xùn)，合格后上崗。The workshop operato

32、rs, quality inspectors should attend post training before on-board, department supervisor should fill in the Training Flexibility Chart form after training and submit it to HR department by each end of month. For details requirements refer to the chart regulations. 生產(chǎn)車間作業(yè)員、質(zhì)量檢驗(yàn)員上崗前必須經(jīng)過崗前培訓(xùn)，并由主管填寫FN-

33、HR-032培訓(xùn)柔性圖 表，每月月底提交至人力資源部，具體要求依據(jù)圖表規(guī)定執(zhí)行。Performanee management 績效管理Performance planning 制定績效計(jì)劃The department supervisor /manager and HR manager establish Employee Appraisal Regulation together based on the company target and the position responsibility.人力資源部依據(jù)公司目標(biāo)，與各部門主管共同制定直接員工績效考核制度。Performanee im

34、plementation 績效實(shí)施The supervisors or managers should coach and communicate with the employees in the daily work.在確定員工績效指標(biāo)后，各主管或經(jīng)理持續(xù)地對員工的績效實(shí)施過程進(jìn)行溝通、指導(dǎo)；Performanee appraisal 績效評價By each end of month, the supervisors or managers fill in Employee performanee appraisal form to evaluate employees performan

35、ee of last month.各主管或經(jīng)理每月結(jié)束后，填寫FN-HR-040員工績效考核表，對員工上個月的工作績 交進(jìn)行公正、公平、合理的評價。Performanee diagnose and coach 績效診斷和輔導(dǎo)The supervisors or managers should communicate with the employee the performanee result and discuss the reasons of succeed or fail.部門主管或經(jīng)理根據(jù)績效考評的結(jié)果和員工進(jìn)行溝通，討論成功或者失敗的原因，并加 以消除或者克服。For the em

36、ployee whose performanee can not reach the target, we can develop his/her knowledge and skills through training, coaching or other tools.對于績效不達(dá)標(biāo)的員工，通過培訓(xùn)、導(dǎo)師或者其他工具幫助員工開發(fā)自身知識和技能，從 而提高員工績效。We will motivate the excellent employees.對于績效優(yōu)秀者進(jìn)行相應(yīng)激勵。Motivation 員工激勵The supervisors or managers appraise for the

37、employee and the appraisal results affect his/her salary, bonus, promotion and training.各部門主管對各位員工進(jìn)行考核，考核結(jié)果將影響到薪資及獎金、晉升、培訓(xùn)。In order to improve the employees positivist and creativity, we encourage employee to propose to participate in the company management. For detail refers to .為充分調(diào)動全體員工參與公司管理的積極性

38、、創(chuàng)造性，公司鼓勵員工提出有效改善建議，實(shí) 行員工有效改善提案管理，詳細(xì)見合理化建議實(shí)施規(guī)范。Proposal range 提案范圍：Significant constructive proposal items;重點(diǎn)建設(shè)性提案項(xiàng)目；Improvement items;改善措施項(xiàng)目；Employees should fill in written Employee Suggestion Form and submit to the direct supervisor.員工改善提案需填寫書面改進(jìn)提案員工建議表交給直接主管；The department review and send to HR

39、department. HR makes up and the serialnumber is year+ month+ date+ serial number. All the rationalization proposals collected should be evaluated by the Review Committee of the COMPANY部門審核通過后，報(bào)人力資源部，由公司管理評審小組進(jìn)行評估，確定可行性及有效性。Implementation 實(shí)施HR leads to assess the proposal and assign the task. Related

40、 department implement and HR track the progress.人力資源部組織相關(guān)部門對提案進(jìn)行評估和責(zé)任分配，責(zé)任部門按要求執(zhí)行，人力資源 部跟蹤實(shí)施進(jìn)展。Result appraisal 效果評估After the implementation, the implementing department should fill in Employee Suggestion Form and attach related data and materials.提案實(shí)施后，實(shí)施部門經(jīng)理填寫改進(jìn)提案員工建議表，并附相關(guān)的數(shù)據(jù)、圖表等資 料；HR leads to assess the result of proposal and award the proposer.人力資源部主導(dǎo)對提案進(jìn)行效果評估，并對提案人給予獎勵；Records記錄存查The records of proposals should be kept by HR for 3 years, which are over than 1 year can be kept in the records room.的員工提案相關(guān)記錄由人力資源