Human resource management program

Human resource management procedure

1 purpose:

To ensure the company's human resources to be fully rational use of right people, their posts, so as to improve product quality, improve work efficiency.

2 range:

Applicable to all employees of the company.

3 responsibilities:

3.1. departments according to the post staffing and order production conditions required for personnel requirement > < the demand for workers.

3.2. management department for staff recruitment, arrangements for the initial interview, the compilation of the annual training plan, and supervision of the implementation of the various departments.

3.3. each department according to < annual training plan >, organize the implementation of the basic training, and establish the relevant training records.

3.4. management department according to the \"annual training plan >, the training effect for satisfaction survey.

4 definition: None

5 content:

5.1. human resource equipment:

5.1.1. job responsibilities: by each department according to the work content and reasonable allocation of work, determine the corresponding positions, and formulate the requirements and responsibilities of personnel, the establishment of \"job description.

5.1.2. human resource demand:

5.1.2.1. the Department of management, according to the production capacity plan and the actual production capacity of the material control department and the production department to supplement production personnel;

5.1.2.2. office staff, the Department responsible for the need to fill in the application form of personnel requirements, the management department in accordance with the establishment of the Department staff confirmed after the approval of the general manager.

5.1.2.3.< personnel requirements Application Form > need to detail the requirements of the required personnel.

5.1.3. human resource supply:

5.1.3.1. management department in accordance with the Department put forward the application form for personnel requirements and the approval of the \"job descriptionhe development of personnel recruitment plan, the implementation and arrangement of the interview.

5.1.3.2. management department to collect personal documents such as identity cards, academic information management department responsible for the audit of the basic conditions, the initial qualified personnel arrange the interview.

5.1.3.3. re qualified management department, arrange new employees fill in \"employee registration formhe employing department work arrangements, work time for new recruits staff on-site assessment, immediate dismissal processing work or daily management of the Department of not competent for the job the conversion, the staff's personal potential can be suitable for related jobs, and can get maximum play. The trial qualified into the probation period.

5.1.3.4. after the probation period, the person in charge of the Department is responsible for the person to fill in the employee's dynamic list and the general manager's approval to become the company's official staff.

5.2. training program:

5.2.1. annual training plan:

5.2.1.1. the fourth quarter of last year, 25 days before the last month, the Department will be the annual training program > by the Department responsible for examination and approval to the Department of management.

5.2.1.2. management department to track the progress of the project.

5.2.2.< annual training plan > including training time, training content, training venues, instructors, training objects, training materials and assessment methods. The contents of the annual training plan > by management department audit, approved by the deputy general manager issued after the implementation.

5.3. training content: all members of the company have to accept basic training and job training, and according to the need to participate in job training.

5.3.1. based training: basic training including company overview, rules and regulations, the company's quality policy objectives.

5.3.2. Post basic training: Post basic training, including the study of the relevant job specifications, operational procedures and related job skills and other content.

5.3.2.1. senior management personnel (executive level or above) training:

A. quality management basic knowledge training

B. company quality manual, procedure document training

C. enterprise management science

5.3.2.2. grassroots management staff (clerks, help pull, elongated, etc.):

A. site management practices

B. quality management basic knowledge training.

C. related program documentation, working standard training

D. professional knowledge, basic management knowledge training

5.3.2.3. QC manager:

A. job responsibilities, work standards, sampling standards and testing standards, such as training

B. quality management, statistical technology basic knowledge training

The use and maintenance of C. testing instrument

5.3.2.4. equipment management and maintenance personnel:

A. job responsibilities, job specification training

B. metrology basic knowledge training

C. equipment management, maintenance and other basic knowledge training

5.3.2.5. internal auditor:

A.ISO/TS16949 standards, audit knowledge training

B. company quality manual, procedure document training

5.3.2.6.PMC

A. related program files

C. related job specification

5.3.2.7. purchasing staff:

A. job responsibilities, job specification training

B. procurement of material quality requirements, procurement of basic knowledge training

5.3.2.8. warehouse staff training

A. job responsibilities, job specification training

B. inventory quality characteristics, warehouse management basic knowledge

training

5.3.2.9. R & D personnel

A. job responsibility training

B. work standards, job requirements training

C. design and application software training

5.3.2.10. general operator

A. job responsibility training

B. job specification training

C. job skills training

Operation and maintenance of D. equipment, emergency handling methods, etc.

5.3.2.11. marketing staff

A. related program files

Basic knowledge of B. products

5.3.3. job training: job training aims to improve job skills, management, quality awareness, according to the need to timely.

5.3.4. training for new employees (including contract or agency staff): new employees must undergo training in enrolled within three days after the training is the main content: basic knowledge including product knowledge, rules and regulations, the relevant requirements of the ISO/TS16949:2009 system.

5.3.5. special post

Class A: the patch operator, reflow operator, test personnel, quality inspector, the need to go through the training of the personnel department to be on duty.

Class B: internal audit, verification personnel, electricians, welders, elevator operators, forklift drivers to external training institutions, specialized training, and specialized training certificate before induction.

5.4. training mode:

5.4.1. for the management of the company at all levels, according to the need to participate in the study class, investigation and so on.

Study, case discussion, on-the-job training organization in 5.4.2. company.

Implementation of 5.5. training:

5.5.1. new employee training:

5.5.1.1. management department in the new employee works 4 hours, into the basic knowledge training for new employees.

5.5.1.2. technology department in the new staff before the formal appointment, to respond to new employees job basic training. New employees during the test work may not be engaged in special operations, important work station.

5.5.2. transferred employee training and assessment, should be timely new posts for the transferred employee, by PIE examination before transfer.

5.5.3. management department according to the implementation of the annual training plan, the completion of the situation and effect, and timely coordination to solve the problem in the implementation.

5.6. training assessment and qualification:

5.6.1. basic knowledge training by the management department is responsible for the assessment. Post basic training by the technical department of PIE assessment and record.

5.6.2. internal auditors shall be trained and qualified by external authority training institutions.

All 5.6.3. training is required for assessment, assessment methods can be oral, written or practical, special personnel examination scores greater than or equal to 80 qualified, unqualified. Less than 80 ordinary job evaluation results is greater than or equal to 60 points for the qualified examination scores less than 60 points is not qualified, not qualified to be re training and make-up. After re training still failed the examination shall be transferred or dismissed.

5.6.4. is the important process, special process personnel must pass through the employing department organization of the training by qualified professional skill appraisal, the management department issued license certificates before induction. The evaluation information management department archive. Management department by special post assessment table > < < produced and distributed on the post card.

5.7. training records: all training activities, to participate in training personnel must be in the \"training record\" on the signature. After training, the training will be the host of the \"training record form >, papers, and so on to the management department.

5.7. 5.8.: evaluation of training effect evaluation according to the management department for examination marks are discussed and evaluated in management department every six months to organize all the departments responsible for the training effect, when necessary to provide relevant evidence, evaluation conclusion by management summary fill in \"employee training record > examination results column, management department according to the training

effect, especially the lack of evaluation in the organization management department to formulate specific measures and effective implementation of the responsibility management department is responsible for tracking the implementation of measures and effects.

6 related documents: None

7 related forms:

7.1< personnel requirements Application Form >

7.9< employee dynamic table >

7.2< employee Registration Form >

7.3< annual training plan >

7.4< special post assessment form >

7.5< certificate of appointment

7.6< certificate of appointment

7.7< training record form >