人力資源部工作計(jì)劃流程手冊

1、人力資源部治理手冊Human Resource Management ManualChapter One General/總則1.1 To achieve the following objectives in HR Management:公司在人力資源治理方面致力于達(dá)成以下目標(biāo)：To build an advanced human resource management system, reflects the development of human resources is the core of the companys management philosophy, in the us

2、e of training and staff development, staff development with the enterprise.構(gòu)筑先進(jìn)合理的人力資源治理體系，體現(xiàn)人力資源是公司進(jìn)展核心的治理理念，在使用中培養(yǎng)和開發(fā)職員，使職員與企業(yè)共同成長。Keep all departments in the uniformity on HR systems and procedures. Maintain the professional standards and ethical standards in HR systems.保持公司內(nèi)部各部門在人事制度和程序的統(tǒng)一性和一致性。

3、保持人力資源系統(tǒng)的專業(yè)水平和道德標(biāo)準(zhǔn)。Ensure all the HR regulations are according with the China laws and rules of local government.保證各項(xiàng)人事規(guī)章制度符合國家和地點(diǎn)的有關(guān)規(guī)定。The manual will be edit and improvement continuously in the future.本手冊將依照實(shí)踐的進(jìn)展不斷充實(shí)和修訂。Chapter Two HR Departments Duty/人力資源部職責(zé)2.1 Core functions: as a company human

4、resources management, selection, allocation, development, testing and training company for all kinds of personnel, develop and implement various policies and staff salaries & benefits and employees career plan, mobilize the enthusiasm of employees, potential employees excited , responsible for the c

5、ompanys continued long-term development.核心職能：作為公司人力資源的治理部門，選拔、配置、開發(fā)、考核和培養(yǎng)公司所需的各類人才，制訂并實(shí)施各項(xiàng)薪酬福利政策及職員職業(yè)生涯打算，調(diào)動(dòng)職員積極性，激發(fā)職員潛能，對(duì)公司持續(xù)長久進(jìn)展負(fù)責(zé)。Work Responsibility/工作職責(zé)HRMSS Building and management/制度建設(shè)與治理 Formulate the HR regulations, HR procedure, and then implement, monitor it.制訂公司人事治理制度，工作流程，貫徹、監(jiān)督制度和流程的落實(shí)。

6、 Make the companys annual personnel demand plan.編制公司年度人員需求打算、及年度人員編制打算； Research the pay level regularly, provide reference for decision-making. 定期進(jìn)行市場薪酬水平調(diào)研，提供決策參考依據(jù)； Help employees to do a good job in career plan. 指導(dǎo)、協(xié)助職員做好職業(yè)生涯規(guī)劃。Human resource management/人事治理 Formulate the job responsibilitis and

7、 spencifications.制訂公司部門和人員崗位職責(zé)； Employees recruitment, hiring, training, performance, demission etc. management.職員招聘、雇傭、考核、調(diào)動(dòng)、離職等治理。 Personnels proparation and selection, inspection and training, 公司儲(chǔ)備人員的選拔、考察、培養(yǎng)； Employees files and documents management.公司職員的人事檔案及證件治理； Provide all kinds of data in H

8、R for reference.提供各類人力資源數(shù)據(jù)統(tǒng)計(jì)及分析； Organize and impelement the employees performance.組織實(shí)施公司職員的績效考核工作； Enhance all the employees quality.公司職員整體素養(yǎng)的提升。Salaries and welfare management/薪酬福利治理 Formulate the pay cost budget.制訂薪酬成本的預(yù)算； Make the employees attendance, wages and bonuses.核定職員考勤及工資和獎(jiǎng)金； Formulation

9、, impelememt and management the welfare regulations.制訂公司職員福利政策并治理和實(shí)施。Training and development management/培訓(xùn)與進(jìn)展治理 Make the year training plan.公司年度培訓(xùn)打算的制訂與實(shí)施； Help each dept. to do the training and education.協(xié)助各部門的教育培訓(xùn)工作； Make the year training budget.制訂公司年度教育培訓(xùn)經(jīng)費(fèi)的預(yù)算并進(jìn)行治理和使用；Other Jobs/其他工作 Staff rela

10、tionss building. 職員關(guān)系建設(shè)； Corporate culture promotion.公司企業(yè)文化的推進(jìn)； External coordination.外部協(xié)調(diào)；Chapter Three Recruitment/招聘Recruitment Objective/招聘目標(biāo)To ensure the quality of the recruitment, select the excellent personnel for the company.通過系統(tǒng)化的招聘治理保證公司招聘工作的質(zhì)量，為公司選拔出合格、優(yōu)秀的人才。3.2 Recruitment Process/人員招聘程

11、序Rectuitment Application/申請(qǐng) HR dept. organize the recruitment according with the year recruitment plan. 人力資源部依照年度編制打算統(tǒng)一組織招聘。 If the personnel demard is out of the plan, recruitment will be after GMs approvement. The job responsibilities and qualifications should be provided when the position is new.

12、 打算外的招聘需求，需經(jīng)總經(jīng)理核準(zhǔn)后進(jìn)行，新增崗位，需提供崗位講明書及任職資格講明。Recruitment Cost/費(fèi)用To achieve the year recruitment plan, we should pay the cost in recruitment programme. HR dept. should make the budget according with the cost in last years.招聘費(fèi)用是指為達(dá)成年度招聘打算或?qū)ｍ?xiàng)招聘打算，在招聘過程中支付的直接費(fèi)用。人力資源部應(yīng)依照年度或?qū)ｍ?xiàng)招聘打算，對(duì)比以往實(shí)際費(fèi)用支出情況，擬訂合理的招聘費(fèi)用預(yù)算，經(jīng)總

13、經(jīng)理辦公室及財(cái)務(wù)部審核后在年度招聘費(fèi)用預(yù)算內(nèi)申請(qǐng)招聘費(fèi)用。Recruitment cycle/招聘周期 HR dept. should finish the recuritment during stated time after receiving the sheet of personnel demand.招聘周期指從人力資源部收到人員需求表起，到擬來人員確認(rèn)到崗的周期。 Workers in workshop: during 7 work days. 車間操作工：7個(gè)工作日內(nèi)完成； General staff: during 10 work days.辦公室一般職員：10個(gè)工作日內(nèi)完成

14、Technology engineer & Supervisor: during 15 work days.工程師及主管人員：15個(gè)工作日內(nèi)完成； Important position and Manager: during 22 work days.重要崗位人員及經(jīng)理級(jí)人員：22個(gè)工作日內(nèi)完成。Recruitment Channel/招聘渠道There are four main recruitment channel: online recruitment, taking in the exchange of talents, newspaper ads, recommendation f

15、rom stall internal.招聘渠道要緊有四種：網(wǎng)上招聘、參加人才交流會(huì)、刊登報(bào)紙廣告、內(nèi)部職員推舉。Approval Authority/人員錄用審批權(quán)限 Supervisor or above, important positions should be approved by GM.主管級(jí)以上人員、以及重要崗位人員的錄用由總經(jīng)理審批； Others should be approved by the related manager.其他人員由部門經(jīng)理及人力資源部審批；Chapter Four New Staffs Hiring/新職員錄用4.1 Objective/目的 Int

16、roduce smoothly new staff into the corporate culture and the job.將新職員順利導(dǎo)入工作崗位和文化氛圍之中。4.2 Reporting procedures/報(bào)到手續(xù)Documents should be provide/入職時(shí)新職員需提供的證件： ID card, academic certificates, other qualification certificates copies, and two pieces of photo currently should be provided at that time.各項(xiàng)有效證

17、件的復(fù)印件（身份證、學(xué)歷證、其他資格證等）并附近照兩張； Health certificates issured by the local hospital (valid for 3 months).區(qū)級(jí)以上醫(yī)院出具的健康證明（三個(gè)月內(nèi)有效）； Dimission certification from the original company (graduates should provide “on recommendation” and “report card” original.)原工作單位的離職證明（應(yīng)屆畢業(yè)生應(yīng)提供“推舉書”及“成績單”原件）；Entry procedures/入職

18、手續(xù)辦理：HR dept. should check the documents truly. If the documents missing, the staff can enter first after HR mangers approvement, and the missing documents should be provide within a week time. Failed providing or providing false documents will be refused. 人力資源部需檢查證件的真實(shí)性，證件齊全者，按正常程序辦理手續(xù)；證件不齊者，由人力資源部

19、經(jīng)理確認(rèn)后先辦理入職手續(xù)，并要求職員一周內(nèi)補(bǔ)齊證件后再來報(bào)到，一周內(nèi)未能補(bǔ)齊者或提供假證件者，一律按勸退處理；HR dept. transacts for the eligibility personnel as the following procedures:人力資源部為合格人員辦理辦理如下手續(xù): HR dept. provide the , , attendance card, and the stationeries, dungatees, footwares ect.人力資源部為入職職員發(fā)放職員守則、在愛科的第一天、考勤卡，并領(lǐng)取日常所需文具用品、工作服、工作鞋等防護(hù)用品； HR d

20、ept. should introduce the new staff to the related workmates and leaders if its necessary.如有必要，待新職員入職后，人力資源部應(yīng)給予新職員介紹公司其他部門同事及相關(guān)領(lǐng)導(dǎo)； HR dept. should lead the new staff to the department. 人力資源部帶領(lǐng)新職員到用人部門報(bào)到； Establish the individual personnel files.人力資源部為職員建立個(gè)人人事檔案; New staffs should be trained before w

21、orking, and then, they will be test after a month.人力資源部對(duì)新職員必須進(jìn)行職前培訓(xùn)，明確告訴職員職前培訓(xùn)將作為新職員的試用期培訓(xùn)考內(nèi)容，并引導(dǎo)新職員熟悉掌握公司的規(guī)章制度，人力資源部將給新職員進(jìn)行一個(gè)月后的試用考核； Probation will be continued after passing the test. There are 3 pieces of chance for all new staffs, if failed all times, anyone will be refaused. HR dept. should re

22、cord it in in the end.考試合格接著試用；考試不合格者準(zhǔn)予補(bǔ)考，三次不合格者給予勸退處理，人力資源部將考試分?jǐn)?shù)記錄在職員檔案的職員在職培訓(xùn)記錄表中；Every dept. should do with the matters for new staffs/新職員入職各部門處理事項(xiàng)：Time/時(shí)刻Dept./部門Matters/辦理事項(xiàng)Responsibility/責(zé)任人One day before reporting day/到崗前一個(gè)工作日HR dept./人力資源部Prepare for related materials,such as , attendance ca

23、rd and so on.預(yù)備相關(guān)物品，包括職員手冊、考勤卡等Prepare fofor working equipments, such as desk, chair, computer and so on.為新職員預(yù)備工作用品（辦公桌、椅、辦公用品、電腦等）Inform IT dept to set the net resource for new staffs.通知IT部預(yù)備為新職員配置網(wǎng)絡(luò)資源Inform the related dept. that the new one will report soon.通知用人部門新人立即報(bào)到HR dept. manager/人力資源部經(jīng)理IT

24、dept./IT部門Set the net resource after receiving the information from HR dept.為新職員配置網(wǎng)絡(luò)資源IT manager/IT經(jīng)理Related dept./用人部門Take the from HR dept.在人力資源部領(lǐng)取新職員月度跟進(jìn)記錄Confirm job responsibility, training content and test standard with HR dept. 與人力資源部溝通該職員試用考核期工作職責(zé)、具體考核標(biāo)準(zhǔn)及培訓(xùn)內(nèi)容The teacher or the manager/指定指導(dǎo)人或

25、部門經(jīng)理The day on reporting/到崗當(dāng)天HR dept./人力資源部Check the documents.檢查新職員各種證件及照片是否齊備Provide 給新職員發(fā)放在愛科的第一天Introduce the based information of company, regulations, functions of each dept. and so on向新職員介紹公司簡要情況、各部門職能、規(guī)章制度及試用期內(nèi)心態(tài)定位Provide , attendance card發(fā)放職員手冊、考勤卡Lead to the office, introduce the new staff

26、 imformations to others.帶新職員到辦公區(qū)域，向各部門介紹新職員差不多情況Check the matters according to the list.將新職員入職手續(xù)清單交新來職員以檢查辦公設(shè)備是否齊備Sign the labor contracts.簽訂勞動(dòng)合同HR dept. manager/人力資源部經(jīng)理Related dept./用人部門Introduce workmates in dept.部門人員介紹Introduce dept. functions and current stations.介紹本部門工作內(nèi)容及目前工作情況，與相關(guān)部門之間的工作聯(lián)系Job

27、 responsibility and the requirement. 新職職員作內(nèi)容講明及崗位要求Sign the 簽訂試用期職職員作跟進(jìn)記錄The teacher or the manager/指定指導(dǎo)人或部門經(jīng)理The day end of probation/試用期到期日HR dept./人力資源部When the probation is end, should be diliveried to HR dept., HR dept. will inform and sign confidentiality agreenments with the related personnel

28、 if its necessary.新職員試用期到期后,用人部門將新職員月度跟進(jìn)記錄交回人力資源部，經(jīng)考核符合公司用人標(biāo)準(zhǔn)，通知職員通過試用期培訓(xùn)考核，如有需要，則與職員簽訂保密協(xié)議；When the candidates who failedly passed review and probation period, and then will be refused.培訓(xùn)期結(jié)束，經(jīng)考核不符合公司用人標(biāo)準(zhǔn)，與職員辦理試用期結(jié)束手續(xù)。Both the dept. and candidates can applicate to dissmiss the labor relations during

29、 probation period.試用期間，用人部門能夠隨時(shí)依照新職員的工作表現(xiàn)向人力資源部提出解除試用關(guān)系申請(qǐng)Related dept./HR dept./用人部門/人力資源部Chapter Five Official Assessment/轉(zhuǎn)正考核5.1 At the first day of every month, HR dept. should provide the candidates name list to the related dept. managers.每月一日人力資源部整理職員檔案，將到期轉(zhuǎn)正的職員名單發(fā)至部門經(jīng)理；5.2 The candidates shoul

30、d fill in a , and submit to the manager for check.新職員應(yīng)填寫職員轉(zhuǎn)正考核表呈部門經(jīng)理審核。5.3 should be submit after approving from dept. managers.用人部門將該職員的新職員月度跟進(jìn)表呈送人力資源部；5.4 Approval Authority/人員錄用審批權(quán)限 Supervisor or above, important positions should be approved by GM.主管級(jí)以上人員、以及重要崗位人員由總經(jīng)理審批； Others should be approved

31、 by the related manager.其他人員由部門經(jīng)理及人力資源部審批；5.5 HR dept. will inform and placard the name list when the candidates who successfully passed review.人力資源部將發(fā)放職員轉(zhuǎn)正通知書，并在公司內(nèi)部公布當(dāng)月轉(zhuǎn)正職員名單。5.6 When the candidates need to do the performance ahead of schedule, the manager shall notify HR dept. in written paper.需提

32、早轉(zhuǎn)正的職員請(qǐng)部門經(jīng)理向人力資源部提出書面申請(qǐng)，講明職員提早轉(zhuǎn)正的緣故，呈人力資源部報(bào)批。Chapter Six Personnel Actions/人事異動(dòng)6.1 TO use human resource rationally through personnel actions internal.通過人事調(diào)整，合理使用組織的人力資源； 6.2 Type of Actions/異動(dòng)類型 Promotion(demotion)/ 升職/降職: Its a certain (negative) to candidates according to their performance, profe

33、ssional skills, moral character and position vacancy.依照職員的工作表現(xiàn)，專業(yè)技能，品德以及職務(wù)空缺情況，對(duì)其工作的一種確信（否定）； Position tranfer/調(diào)崗: Position changes can be done when the restructuring or business needs, or for the ability to work with the staff and the development of intentions, 因機(jī)構(gòu)調(diào)整或業(yè)務(wù)需要，或?yàn)榉下毬殕T作能力和進(jìn)展意向，可安排職員調(diào)崗;Pi

34、sition altermation/輪崗： For the sake of human development and the rationally use, strengthen the resilience of the companys personnel, and reach the goal effectively.為求人力的合理運(yùn)用與進(jìn)展，強(qiáng)化公司的用人應(yīng)變能力，有效達(dá)成公司目標(biāo)。Requirement and procedure/要求與程序： When the actions are suggest by company, HR dept. should control it

35、and communicate with both departments. Then, fill in the personnel changes form & work accessment form and submit it to the related leaders. 公司提出的，由人力資源部負(fù)責(zé)協(xié)調(diào)，取得調(diào)出與調(diào)入部門經(jīng)理的同意后，填制人事變動(dòng)申請(qǐng)表，按人員聘用權(quán)限報(bào)公司領(lǐng)導(dǎo)批準(zhǔn)。 When the actions are suggest by dept. / staff self, dept. / candidates should fill in the personnel

36、changes form & work accessment form, HR dept, will make final notice according to leaders decision. 職員提出的，應(yīng)由本人提出書面調(diào)崗申請(qǐng)，填寫“人事異動(dòng)表”并報(bào)所在部門經(jīng)理同意后，填寫“工作評(píng)估表”，由人力資源部參照職員聘用審批程序辦理。 HR dept. will inform dept. and candidates in the end.人力資源部向職員和有關(guān)部門發(fā)出內(nèi)部調(diào)整通知單。Approval authority/審批權(quán)限 Supervisor or above, important

37、 positions should be approved by GM.主管級(jí)以上人員、以及重要崗位人員由總經(jīng)理審批； Others should be approved by the related manager.其他人員由部門經(jīng)理及人力資源部審批；Chapter Seven Resign or Dimission/離職7.1 To standardize the demission procedure and facilitate the continuity of work, improving the level of management.為了規(guī)范公司離職程序，以利于工作的連續(xù)性，

38、提高公司的治理水平。7.2 Resign or Dimission Procedure/離職程序Employee apply for resign/職員辭職： If employee resifned during probation period, he/she should send in application form 7days ahead. 試用期職員需提早七天提出申請(qǐng)； General Official employee should submit application sheet 30 days ahead if he/she intend to Resign. 合同期職員，

39、一般職員需提早30天提出申請(qǐng); The important position personnel and managers or above, should submit application sheet 90 days ahead if he/she intend to resign. 經(jīng)理級(jí)以上職員及重要崗位職員需提早90天提出申請(qǐng)； The employee only allowed to leave before GMs approval and finish all leave formalities, or company reserves rights to retail it

40、s salary till all handover finished. Employee failed to notify company in advance and caused loss should bear all generated consequences. Company will not compensate those people who pu forward resignation by himself during contract service period.辭職人員應(yīng)于正式獲準(zhǔn)離職日前辦理好各項(xiàng)離職手續(xù)。未經(jīng)獲準(zhǔn)辭職的職員，扣除當(dāng)月工資做為賠償金。如若因在職期

41、間造成公司經(jīng)濟(jì)損失未處理妥善就擅自離職，公司有權(quán)追究法律責(zé)任。 If the employee leave without any approval, the related dept. should notify HR dept. and finance dept. for preparing. 如職員在未辦理任何手續(xù)的情況下擅自離職，用人單位應(yīng)立即通知人力資源部及財(cái)務(wù)部采取必要的措施。Dimission/辭退： When the candidates qualification can not achieve the requirement of company during the pr

42、obation period, he/she will be refused at any time and without any compensate. 試用期內(nèi)職職員作能力不能達(dá)到公司要求的，公司可做出辭退處理，且無須任何賠償； When the official employee offend the laws or regulations, he/she will be refused without any compensate.職員違反國家法律、法規(guī)，公司可隨時(shí)提出辭退要求，且不予任何補(bǔ)償。 Dismissal actions provided in employee handb

43、ook.符合公司職員手冊中規(guī)定可辭退的行為；Leave formalities/離職手續(xù) Before leave, company can arrange HR manager, or high-level management people to have a conversation with him/her for their purposes of leave.離職前，公司可依照職員意愿安排人力資源部專人或高層治理人員進(jìn)行離職面談，聽取職員意見。 When contract ends or terminates, employee should finish all leave fo

44、rmalities. Or company reserves rights to retail its salary.職員因任何緣故離開公司，均需按要求辦理離職手續(xù)；手續(xù)未完者，扣發(fā)未領(lǐng)工資。 Finish work handover, finish leave formalitied according to the related requirements.職員離職前需完成工作交接，按離職程序要求辦理離職手續(xù)。 Return all company files, working clothes, handbook and other public things.償還公司相關(guān)資料、工作服、文

45、件、辦公用品、職員手冊等公物； Reimburse/return cash in advance, bear all related expenses generated during contract service period. If signed other agreements with company, he/she should also obey all terms in agreements.歸還公司欠款，以及在合同內(nèi)約定的有關(guān)費(fèi)用，如與公司簽訂有其他合同，按其他合同的約定辦理； Return company dormitory and public things there

46、, and deregister related formalities. 住宿者退還公司宿舍及房間內(nèi)公物，并到行政部辦理退宿手續(xù)； There will be an audit before employee leave, if he/she is in the important position. 重要崗位人員離職，公司將安排離職審計(jì)； Who attended overseas training with costs beared by company, should work for company at least 2 years. Please find training agr

47、eement for details. 公司出資安排職員出國培訓(xùn)，則該職員至少為公司服務(wù)兩年，具體請(qǐng)見培訓(xùn)協(xié)議規(guī)定。 Emploee who resigned or dismissed, should leave company immediately after finish all handover formalities.辭退或開除之職員必須在辦完手續(xù)后立即離開本公司。7.3 Approval Authority/審批權(quán)限Supervisor or above, important positions should be approved by GM.主管級(jí)以上人員、以及重要崗位人員由總

48、經(jīng)理審批；Others should be approved by the related manager.其他人員由部門經(jīng)理及人力資源部審批；Chapter Eight Salary & Welfare/薪資與福利Salary Policy/薪資政策Keep the salary competitive in the industry and market.保持公司的薪酬在市場及行業(yè)中有較大的競爭力。Promot employee to do a career planning directly and actively.激勵(lì)公司職員的積極性，規(guī)劃其進(jìn)展方向，明確目標(biāo)。8.2 Salary

49、Frame/薪資結(jié)構(gòu)：Salary is including monthly payment and the 13th month payment.職員的薪資由月薪及年終雙薪構(gòu)成。Monthly payment including basic aslary, position salary, and it is paid through bank transfer monthly工資包括：差不多工資和崗位工資等，每月以銀行轉(zhuǎn)帳方式支付。The eighth of each month is salary pay day, which will be postponed when meeting

50、 holidays/weekends. 公司于每月的八日支付職職員資。如遇節(jié)假日或周末則順延。13th month pay/年終雙薪）（第13月工資） The 13th month payment shall be prorated on the months of attendance of the employee. The 13th month payment shall be prorated ac cording unforeseen absence and single sick leave days according following table. The table can

51、 bu adjusted yearly by the board of directors. 于次年1月份發(fā)放第13月薪資。第13月的工資將按照職員實(shí)際出勤月數(shù)計(jì)算。第13月的工資將按照下表中事假以及病家的天數(shù)總和進(jìn)行扣除計(jì)算，董事會(huì)可對(duì)此表數(shù)據(jù)進(jìn)行年度調(diào)整。Days off work 無法預(yù)料的缺席以及病家天數(shù)總和Percentage扣除比例Up to 2 2天（含）以下0%Up to 5 5天（含）以下20%Up to10 10天（含）以下50%Above 10 10天以上100% During the probation period the employee is not entitl

52、ed to receive prorated 13th month payment. 試用期內(nèi)的職員將不予享受第13個(gè)月工資。8.3 Bonus/年度獎(jiǎng)金： To show the appreciation for each employees yearly contribution and as an incentive for the upcoming year the company intends to pay an annual bonus.為感謝所有的職員在一年內(nèi)對(duì)公司所做出的貢獻(xiàn)及鼓舞職員在下一年度的工作熱情而設(shè)立的。 This bonus is based on the ind

53、ividual performance of the employee as well as on the overall company profit and will be decided uopon the sole discretion of the Board of Directors.公司董事會(huì)將依照職員的表現(xiàn)和公司的整理利潤來決定獎(jiǎng)金額度。 Any employees are eligible for the bonus if they have joined the company before July 1st of a business year.在公司工作滿6個(gè)月的職員都

54、有資格享受年終獎(jiǎng)金。 The bonus will not be paid if he/she resigned or got work warnings within working year.工作年度內(nèi)，假如辭職或工作中受到警告，則年終獎(jiǎng)金不予發(fā)放。8.4 Welfare/福利：Social Security: Company pays social wekfares and accumulation fund (only company portion) as state and local government stipulated for its staff.公司為所有職員購買社會(huì)保

55、險(xiǎn)，其中保險(xiǎn)金由公司和職員共同承擔(dān)；Considering employees health and find out hidden troubles timely, all employees are eligible to attend a physical examination once a year. The company shall bear the cost and arrange the visit accordingly.為了職員身心健康和及時(shí)發(fā)覺隱患，所有職員必須每年進(jìn)行一次體檢。公司將統(tǒng)一組織并承擔(dān)費(fèi)用。Gifts: Company will provide gifts

56、 to everyone on Mid-Autumn Festival.過節(jié)禮品：公司在中秋節(jié)為職員發(fā)放禮品；8.5 Payment Adjustment/薪資調(diào)整Every employee can enjoy a pay rise once a year, operated in each January.每一位職員每年均有一次調(diào)薪機(jī)會(huì)，實(shí)施時(shí)刻為每年1月。 The new salary budget should be approved by GM.每年12月，由總經(jīng)理核準(zhǔn)調(diào)薪預(yù)算。According to salary level, staffs performance, depart

57、ments operation, every department should make a payment adjustment plan and submit it to HR dept. HR dept. will make final notice for it based on GMs decision.參照當(dāng)年的薪酬水平，部門經(jīng)營狀況、職員績效等，各部門經(jīng)理提交調(diào)薪打算至人力資源部和總經(jīng)理審批。Employees salary can be rised any time if he/she is promotion or a specially contribution to t

58、he company. 原則上每位職員每年享受一次加薪機(jī)會(huì)，除非職員有專門貢獻(xiàn)或升職，可隨時(shí)調(diào)整薪資。Try to establish an opening and candid salay system, and everybody should know the reason of payment adjustment for himself then.薪酬制度做到對(duì)職員盡可能的透明，讓每個(gè)人都明白他加薪的緣故。Chapter Nine Attendance /考勤Working time/工作時(shí)刻At present, the working time is 8 houes per da

59、y, 5 days per week. Start 08.30am till 05.30pm with 60 minutes unpaid lunch break. The company is fully operational from Monday to Friday.工作日：公司實(shí)行五天標(biāo)準(zhǔn)工作制.工作時(shí)刻：上午8:30下午5:30其中午餐及休息時(shí)刻為1小時(shí)。公司從周一到周五連續(xù)工作，周六、周日休息。9.2 Beating timecard system/打卡制度Employees should beat the timecard by himself every working da

60、y.職員每天上下班時(shí)，應(yīng)親自打卡；Anyone who beat timecard for others, both involved will be dismissed immediately.職員不得托人打卡或代人打卡，否則雙方同時(shí)作開除處理； General manager, managing staff and saled people in three branches have non-fixed working system. 總經(jīng)理，部門經(jīng)理以及分公司人員核準(zhǔn)免于打卡者，可免于打卡。9.3Late for work, leave early, absent without an