What is the main workflow of human resources?

-Preface

Article 1 It shall be handled in accordance with Article 19 of the Company's Detailed Rules.

Article 2 In order to standardize and institutionalize the personnel operation of the company and make the personnel operation orderly.

This procedure is specially formulated for the company to unify personnel, unify thinking, strengthen the understanding between personnel departments, cooperate more closely and improve work efficiency.

-Main office

Article 3 The competent personnel business unit is subordinate to the management department (department), with a section chief to execute the orders of the superior.

Responsible for the following overall personnel business.

(1) According to the business needs of the company, study the improvement scheme of organizational responsibilities and division of powers and responsibilities.

(2) Cooperate with the company's business objectives, draw up the human resource development plan and staffing quantity according to the results of manpower analysis and manpower forecast, and plan all kinds of education and training according to the human resource development plan.

(three) design, implement and improve the personnel management system and its operation process, and ensure its effective implementation.

(four) after consultation with the person in charge of each unit, formulate work standards and qualifications required for each position to adapt to the situation.

(5) According to the living standard, salary market situation and company policies, put forward to formulate reasonable employee treatment.

(6) Formulate various employee welfare and work safety measures to maintain the harmonious relationship between employees and the company.

The personnel section has several commissioners and clerks, who are responsible for the following work respectively.

(1) Commissioner:

1. Administrative document processing;

2. Employee credit investigation and insurance work;

3. Recruitment administration;

4. Administrative work of performance appraisal.

(2) Clerk:

1. data file management;

2. Labor Protection Administration;

3. Attendance management.

Article 5 Organizational Relationship of Personnel Section

(a) Under the command and supervision of the Director of the Secretariat and reporting directly to him.

(two) to coordinate and contact other units in good faith and answer their inquiries and questions about the work of this unit.

(3) to supervise the personnel matters of various departments within their authority.

(four) in order to achieve the task of the cost unit, establish and maintain necessary contacts with other relevant parties.

-Weaving

Article 6 In order to accomplish the tasks and objectives of the Company, the work shall be allocated reasonably.

Arrange and effectively use all employees, formulate the Company's Organization System Table, and check and revise it regularly every year as appropriate.

-Body system

Seventh distinguish the vertical nature and horizontal degree of the organization and its staggered structure system, and set up "positions (etc.) accordingly. ) and the company's title distribution table as the basis of personnel management.

-Job analysis

Article 8 Before establishing an organizational system and implementing personnel measures, the company must analyze and study the tasks and personnel conditions of each post, and make a "job description" as the basis for personnel management.

-Graded responsibility

Article 9 In order to clarify the personnel rights and responsibilities of personnel at all levels, a "personnel authority division table" is formulated. Personnel at all levels should be truly responsible for handling the rights and responsibilities listed in the table, and should not shirk. In case of difficulties or special circumstances in the implementation, the higher level personnel should be asked for instructions.

-Compilation

Article 10 In order to carry out business, the company may set professional titles in various departments on the basis of controlling the personnel budget, and may

Staffing should be provided, and the "staffing table" of each unit should be made, and it should be checked and revised regularly every year as appropriate.

-Manpower control

Article 11 According to the staffing situation, the company will hold regular manpower inspection meetings, and put forward correct and objective inspection suggestions on the suitability, turnover rate, absenteeism rate, manpower needed to be retained and manpower needed, as a reference for personnel research, manpower planning and human resource development.

Twelfth personnel funding application procedures are as follows

(1) If all units need to increase personnel, they should first go to the Personnel Department to get the Personnel Deployment Application Form and fill it out, and then remit it to the Personnel Department for processing.

(2) After receiving the application form, the Personnel Section will investigate whether the applicant is required for the preparation, whether his post salary budget is controlled, and whether the demand timing is appropriate.

(3) After the investigation, the Personnel Section puts forward correct suggestions on the source of candidates, reports them to the General Manager for approval, and handles the recruitment preparation according to the instructions.

(4) After the instructions are completed, the Personnel Appropriation Application Form will be returned to the applicant and copied by the personnel department.

-Recruitment and testing

Thirteenth personnel recruitment procedures are as follows

(1) After collecting the Staffing Application Form for a certain period of time, the Personnel Section makes a recruitment plan, including the following contents:

1. Job title and quota;

2. qualifications;

3. Budget salary for the position;

4. Scheduled appointment date;

5. Notice or draft newspaper publication (way of appeal);

6 data review method and processing date (deadline);

7. Examination method and schedule (including interview supervisor's arrangement);

8. Site layout;

9. Work ability arrangement;

10. Preparation (notice, poster, company publicity materials, etc. ).

(2) Appeal: Inform the public and job seekers of the recruitment news as follows:

1. Newspaper publishing requirements: first draft the advertisement, estimate the publishing cost, decide what newspaper and when to publish it, and then contact the newspaper office.

2. Peer recommendation: through posters or announcements.

(3) Credit information processing:

1. After the complaint information is sent, receive the application materials, and after review, issue "Initial" to eligible applicants.

Interview notice and selection registration form, and inform them to come to our company for an interview.

2. Unqualified application materials shall be destroyed one month after filing, and those required to be returned shall be returned. In order to leave a good impression on the public, it is also polite to send a "thank you letter" to all those who have not been admitted. (4) Examination: The examination for selecting new recruits is divided into written examination and interview.

1. The written test includes the following contents:

(1) professional test (the test questions are drawn up by the applicants themselves);

(2) Orientation test;

(3) Leadership test (suitable for cadres);

(4) intelligence test.

2. Interview: The supervisor of the applicant, the supervisor of personnel and the supervisor of the approving authority shall interview separately or jointly. During the interview, you should pay attention to:

(1) Try to make the candidates feel cordial, natural and relaxed;

(2) Know the answers and questions you want to know;

(3) Understand the problems you want to tell each other;

(4) respect each other's personality;

(5) Record the oral test results in the interview record form at any time.

3. If the initial interview is not thorough enough for effective reference, you can issue a "Notice of Re-talk" and reschedule the interview.

(5) background investigation:

Effective background checks should be conducted as appropriate for candidates who have passed the examination and are initially determined.

(6) Evaluation of results:

Those who are not admitted after examination will be notified by a thank-you letter first, and their information will be included in the files of reserve personnel for emergency use. After the examination, the personnel supervisor and the employer's supervisor will negotiate the employment date and issue the Registration Notice, and arrange the relevant preparations for pre-job training.

(7) Precautions:

When dealing with the application materials and background investigation, we should respect the personal privacy of the applicant and pay attention to confidentiality.

-Whatever you want

Article 14 The personnel department shall, according to the transfer registration form, issue a Notice of Registration to those who have passed the examination, and require them to bring the following materials when reporting:

(1) letter of guarantee;

(2) a letter of voluntary service;

(3) employee information card;

(4) Six photos;

(5) transcript of household registration;

(6) a copy of the ID card;

(7) physical examination form;

(eight) the declaration form for supporting relatives;

(nine) a copy of the academic certificate.

(The above information payable can be increased or decreased as appropriate)

Fifteenth appointment of cadres and personnel, depending on the situation, can be issued a "letter of appointment".

Article 16 On the day of registration, the Personnel Department will issue the Registration Form and collect the materials that should be paid. If the information is incomplete, it should be reissued within a time limit, otherwise the first month's salary can be deducted.

Article 17 The Personnel Section shall kindly and politely guide new employees to register in the order listed in the registration procedure.

Assist in handling the following items one by one:

(a) to obtain employee handbook and identity card;

(2) Make attendance cards and explain their uses;

(3) Get uniforms and uniform cards (sponsored by the General Affairs Section);

(4) Get the locker key (sponsored by General Affairs Division);

(5) When necessary, fill in the Accommodation Application Form;

(six) registered to participate in labor insurance and join trade unions;

(seven) according to the situation to guide all units to visit and arrange pre-job training.

Article 18 After completing the preceding article item by item, the Personnel Section shall fill in the "Notice of Introduction and Arrival of New Personnel" to guide the new personnel to report to the unit supervisor, who shall record the arrival notice according to the "Pre-job Introduction Form" and explain it item by item, and return it to the Personnel Section after signing the registration form, indicating that the personnel registration is completed.

Article 19 The Personnel Section shall handle the following matters according to the Registration Flow Sheet:

(1) Fill in the Personnel Change Record Book.

(2) Register the "Personnel Status Table" for the management of the Personnel Section.

(three) cadres issued a "notice of cadres to work".

(4) Register the hedging register and arrange hedging.

(5) Fill in the Notice of Salary Verification.

(six) collect all the information that should pay the registration fee (the declaration form of dependent relatives should be handed over to the accounting department) and establish personal data files with the transfer registration form, and manage them by number.

-Yes, the bag.

Article 20. After reporting for work, new employees should be insured for the first time, and then re-examined once a year when necessary, and recorded.

Article 21 Insurance is divided into personal insurance and communication insurance.

Article 22 If the insured leaves his job without reason and the transfer is unknown, the Company shall issue a reminder of the guarantee responsibility.

Letter ".

Twenty-third involving insurance business, should refer to the relevant provisions of the personnel management regulations.

-Try it.

Article 24 The probation period for new employees is three months (40 days for operators). One week before the expiration, the personnel unit shall provide an "examination form", which is divided into two types: A (cadres) and B (ordinary personnel), and register the attendance data of the examinee during the probation period, and divide the form order according to the personnel authority and conduct the examination step by step.

Twenty-fifth personnel units issued a "trial notice" according to the assessment form.

Twenty-sixth personnel units issued a notice of the expiration of the probation period, and explained it according to different situations.

List items:

(1) A notice will be issued to those who fail the preliminary examination.

(2) Transfer (promotion) shall be handled by the personnel unit.

(3) If the salary changes, the personnel unit shall fill in the Notice of Salary Adjustment.

Twenty-seventh after the completion of the preceding article, the examination form should be put into the personal data bag.

Twenty-eighth new recruits during the probation period, the performance does not meet the requirements, the unit director thinks it is necessary to stop.

When the probation period is terminated, you can immediately go through the examination in advance, sign an application form for personnel change, and report it to the competent authority for approval to terminate the probation period.

-Abnormal movement

Twenty-ninth promotion (promotion, promotion, promotion) and demotion by the applicant to fill in the "personnel change application form" and handle the temporary assessment, after the endorsement of the personnel unit, reported to the competent authorities for instructions.

Thirtieth transfer by the applicant to fill out the "personnel change application form" and send it to the transfer unit to sign. After being transferred to the personnel unit for endorsement, it shall be reported to the competent department for examination and approval.

Article 31 An application form for promotion, demotion or adjustment that has not been approved shall be returned to the applicant. Approved application form

According to the Notice of Personnel Change issued by the Personnel Section, a copy will be copied to the applicant and the respondent, and the business handover formalities will be completed within a time limit, and they will take up their new posts. If the title or company changes, a copy should be sent to the accounting unit to inform the salary list of the change.

Thirty-second approved cases involving wage adjustment, the personnel department should be based on personnel changes.

The instructions in the application form, fill in the "Notice of Salary Adjustment", and then transfer to the accounting unit for operation after verification.

Article 33 Resignation

(1) For those who meet the resignation conditions, after consultation with the unit supervisor, the personnel supervisor will endorse the reasons on the Personnel Change Application Form and forward it to the general manager for approval, and then send a "resignation notice" (one of which will be copied to the accounting unit to pay the resignation payment) and a "resignation notice" to inform them to go through the resignation procedures, and the resignation payment can only be paid after completion.

(two) the demobilization work should be handled with reference to the relevant provisions of the personnel management regulations.

Article 34 Leave without pay

(1) When a person needs to leave without pay, the applicant can fill in the Application Form for Personnel Change and submit it to the General Manager for approval, and issue a Notice of Leaving without Pay and a Notice of Resignation to inform him to go through the resignation formalities.

(2) Upon the expiration of the leave without pay, the parties concerned shall fill in the Application Form for Personnel Change of the Company and apply for reinstatement or extension of the time limit. If it fails, it will be deemed as dismissal.

(3) No vacancy will be reserved for those who leave without pay. When applying for reinstatement, if there is no vacancy or business need in the original service unit, it will not be reinstated, and it will be regarded as dismissal.

(four) leave without pay should be handled with reference to the relevant provisions of the personnel management regulations.

Article 35 removal from office

(1) Anyone who meets the dismissal conditions shall be submitted to the general manager for approval after the competent leader of the unit or the personnel department fills in the Application Form for Personnel Change and issues a resignation notice, goes through the resignation formalities and pays wages.

(two) the application for dismissal shall be handled with reference to the relevant provisions of the personnel management regulations.

Thirty-sixth approved resignation cases, the personnel department should fill in the notice of wages for the suspension and transfer of wages.

Computer science homework.

Thirty-seventh personnel units shall, according to the application form for personnel changes, sort out and handle the following work day by day:

(1) Fill in the personnel change record book.

(two) registered in the personal data card (resignation, its information should be filed separately).

(3) Modify the personnel status table of the personnel unit.

-Leave

Article 38 If an employee asks for leave for some reason, he should get a personal leave card from the personnel department, submit it step by step according to the personnel authority, and then transfer it back to the personnel unit to register on the attendance sheet.

Thirty-ninth leave operation shall be handled with reference to the relevant provisions of the leave measures.

-Kauchin

Article 40 Except for specific personnel, the company shall set up a clock in the guard room.

Forty-first the head of each unit should submit the work schedule of the unit next month to the Ministry of Personnel for reference before the end of the month; The personnel department summarizes the attendance sheets of the first-level competent cadres of each unit and submits them to the general manager for review. (For non-shift workers, there is no need to arrange time for those who have fixed working hours every month. )

Article 42 If it is necessary to change the attendance and rest time, or supplement the attendance time of new employees, the Attendance Time Adjustment Form shall be filled in, approved by the competent department, and transferred to the personnel unit for registration for future reference.

Forty-third employees to extend working hours or holiday attendance, first to the personnel unit to receive "plus"

Class report ",after being approved by the competent department, the report will be transferred to the personnel unit for checking and registration on the attendance sheet.

Article 44 When an employee goes out on business, he/she should fill out a Business Travel Form, submit it to the first-level supervisor of the unit for approval, and submit it to the gatehouse for registration.

Article 45 The first-level supervisor does not need to fill in public bills when going out on business, but should report or handle it to the superior supervisor.

The office explains the location and contact information, and registers in the guard room. If you don't rush back to the company to punch in, the personnel unit will give you a visa according to the entry and exit register of the guard room.

Article 46 Anyone who fails to punch in on business shall report to the personnel unit, get the Certificate of Failure to Punch in, fill it out, transfer it to the personnel unit, and affix the official seal to register it on the attendance sheet.

Forty-seventh people who forget to punch in after work can fill in the certificate of not punching in and show it as a first-class supervisor visa.

If the evidence is conclusive, the unit director can sign it, which is also a punishment for leaving early. If you can't prove that it's not because you left early, it's a punishment for not punching in. Failing to submit, as absenteeism.

Forty-eighth personnel units should check the attendance sheet every day, in case of abnormal or illegal situation, should take the initiative to sign and contact the unit supervisor.

Forty-ninth after the end of each month, the personnel unit shall prepare two statistical tables, one for the accounting unit to check the withholding of wages and the other for publicity, and accept the application for correction within three days.

(1) Absence statistics.

(2) List of full-time personnel.

(3) Overtime (attendance) statistics.

(4) Night watchman statistics

Fiftieth personnel units shall establish annual attendance statistics for each employee (printed on the personal data card), and log in according to the attendance table every month, which can be destroyed and invalidated after logging in.

Article 51 At the end of each year, the personnel unit shall immediately count whether there are people who have not taken special leave according to the annual attendance statistics, and include them in the overtime statistics of1February for new salary payment.

Fifty-second after the end of each year, the personnel unit shall immediately investigate and summarize the list of people who enjoy special leave in the following year, and record it before promulgation and implementation.

Fifty-third attendance work, please refer to the relevant provisions of the "Personnel Management Rules".

-Business trip

Article 54 An employee who is on a business trip should get a "business trip application form" from the personnel unit, report it to the general manager for approval (you can apply for an advance of travel expenses from the accounting unit), and transfer it to the personnel unit for future reference.

Fifty-fifth within three days after the end of the business trip, you must truthfully fill out the Travel Expense Report and all the documents, and submit them for review.

Fifty-sixth business trips should be handled with reference to the "Business Travel Measures".

-Rewards and punishments

Article 57 When an employee experiences rewards and punishments, the recommender can fill in the Application Form for Reward and Punishment Suggestions.

The official documents shall be signed by the personnel unit and submitted to the general manager for approval.

Article 58 The personnel unit shall issue a "reward and punishment notice" official document according to the application form for approval of reward and punishment suggestions, one of which shall be copied to my unit and my knowledge, and the other shall be sent to the accounting unit for wage deduction.

Fifty-ninth personnel units shall record the notice of personnel rewards and punishments in their personal data cards on a monthly basis.

Sixtieth rewards and punishments shall be handled with reference to the Measures for Rewards and Punishment.

-Test scores

Sixty-first performance appraisal is divided into annual performance appraisal and temporary performance appraisal, and its processing procedures are as follows:

(1) Annual performance appraisal

At the end of each year, the personnel unit should provide an appraisal form, which is divided into two types: A and B. After registering the annual attendance data and reward and punishment data, it will divide the form according to the personnel authority and evaluate the approved level step by step as a reference for year-end bonus distribution and regular promotion.

(2) Temporary performance appraisal

When applying for promotion and demotion, an interim performance evaluation should be attached as a reference for instructions and decision-making by superiors.

Sixty-second, after the completion of the examination results, put them in the personal data bag and log in.

Sixty-third performance appraisal shall be handled in accordance with the provisions of the Performance Appraisal Measures.

-Salary

Article 64 The personnel unit shall sort out the application form for selecting new employees who joined the company after 26th of last month on 25th of each month, and fill in the "Salary Notice" accordingly for salary verification, which shall be signed by the unit supervisor and then forwarded to the general manager.

Approved, then registered in the "payroll", and then transferred to the accounting unit.

Article 65 The personnel unit shall sort out the application form and approval form of personnel changes involving salary adjustment this month on the 25th of each month, fill in the salary adjustment notice accordingly, copy the salary adjustment form, and submit it to the unit after being examined and signed by the personnel supervisor.

The supervisor will countersign it, register it on the payroll, and transfer it to the accounting unit for operation.

Article 66 Where resignation is approved, the personnel unit shall fill in the corresponding salary notice and leave the post without pay.

, signed by the personnel supervisor, registered in the payroll, and then transferred to the accounting unit for operation.

Sixty-seventh wage approval and wage adjustment cases should be recorded in the personal data card before filing.

Sixty-eighth in addition to the personnel unit should prepare the company-wide salary list, the first-level units should also

Prepare an employee payroll.

Sixty-ninth wage operations should be handled with reference to the salary scale and related regulations in the Post Wage Law.

-Training

Article 70 Pre-job training

After the new employees report for duty, the personnel unit should carry out pre-laid education:

(1) Introduce the company's evolution, business policy and working environment;

(two) the organization, responsibilities and operation of each department;

(3) Attendance regulations and precautions;

(4) Introduce the offices and supervisors of various departments.

Article 71 On-the-job training

(a) personnel units at the beginning of the year, according to the training objectives, objects, courses, teaching materials, budget, formulate training plans.

(two) personnel units in the training period, should be strictly assessed.

(3) After the employees receive training, they should submit experience reports as needed and incorporate the results into the assessment basis.

Article 72 Professional training

(a) professional knowledge, if necessary, can handle the project training.

(2) Collect professional reports or lecture materials and distribute them to each employee.

(3) Supervisors at all levels can apply for attending lectures, observation and training organized by various training institutions at home and abroad, or be appointed by the company.

Article 73 Training operations shall be handled with reference to the Training Measures.

resign (office/one's job/post)

Article 74 If a formally appointed employee requests to resign due to inadaptability to work or other reasons, he shall submit his resignation within 15 days.

The resignation application submitted before shall be signed by the unit supervisor and the personnel supervisor, then submitted to the general manager for approval, and then transferred back to the personnel unit, and the personnel unit shall fill out the salary notice accordingly to stop issuing and transfer it to the accounting unit for operation.

Article 75 The personnel unit shall issue a Notice of Resignation according to the application for resignation, and inform me to hand over the matters to the reception one by one according to the Notice of Resignation before leaving work on the day when I am allowed to leave. After the processing is completed, the personnel supervisor will sign it and submit it to the accounting unit for checking the monthly salary (except for special permission, it will be paid on the next payday).

Article 76 A personnel unit shall handle the following matters according to the date of resignation notice:

(a) registered in the personnel change record book.

(2) Cancel the registration in the personnel status table controlled by the personnel unit.

(3) Registration of personal data cards and cancellation of personal data files.

Article 77 The personnel supervisor shall conduct an appropriate interview with the resigned personnel and fill in the interview results.

Interview records are filed as a reference for the assessment of turnover rate.

retire

Article 78 In case of retirement, the personnel unit shall fill in the official document of "Retirement Application Form", fill in the reasons in detail and countersign the opinions of the competent leaders of the unit, then report it to the general manager for approval, issue a "Retirement Notice", and send one copy to the accounting unit for pension.

Seventy-ninth approved retirees, on the day of retirement, should receive the "Notice of Resignation", and after going through the resignation procedures one by one, they should be given pensions.

Article 80 Matters handled by personnel units on the basis of retirement notice and resignation notice shall be handled with reference to Article 76.

The article.

Article 81 Retirement of personnel shall be handled with reference to the Retirement Measures.

-Compassion

Article 82 If a person dies in the line of duty, the personnel unit shall fill in the official document of the Pension Application Form, submit it to the general manager for approval, and send a copy to the accounting unit to distribute the pension.

Eighty-third families of deceased employees shall go through the resignation formalities together with the personnel unit, and fill out the Application for Old-age Security before receiving the pension. Personnel units shall handle relevant matters with reference to Article 76.

-Transfer

Article 84 When supervisors and business contractors at all levels leave their jobs for some reason, they shall make a list of the public property and work items they are responsible for one by one, hand over the appointed personnel under the supervision of the supervisors, and submit a handover report together with their successors.

Article 85 The inventory names at the time of handover are as follows

(1) seal list.

(2) The salary list of subordinates.

(three) the list of important cases that have not been handled or closed.

(4) Save the file directory.

(5) Duties and affairs directory.

(six) the list of items assigned by the superior.

(7) Keep the list of books.

-Apply for welfare benefits

Article 86 If an employee meets the requirements for applying for welfare benefits, he/she shall go to the personnel unit to fill in the official document "Welfare Benefits Application Form", which shall be endorsed by the personnel unit, submitted to the general manager for approval, and copied to the welfare benefits accounting unit.

Article 87 The application for welfare expenses shall be handled with reference to the provisions of the Welfare Measures.

-Apply for a dormitory

Article 88 If a new employee or an existing employee needs to live in a dormitory, he can fill in an application form for accommodation in the personnel unit and apply for allocation. After the personnel unit endorses the opinions, it will be transferred to the general affairs unit for processing.

-Join a trade union

Article 89 When a new employee reports for duty, the personnel unit shall ask his unit whether to join a trade union or not, and give an explanation.

Article 90 The personnel unit shall make monthly statistics on the membership dues payable by the listed individuals and forward them to the accounting unit for withholding from the wages.

-Labor insurance

Article 91 Personnel shall register for insurance on the registration date, and the effective date shall be the arrival date.

Article 92 On the day of resignation, the personnel unit shall immediately handle the surrender.

Article 93 When the salary of the insured changes due to salary adjustment or other factors, the personnel unit shall fill in the "Insurance Salary Adjustment Form".

Article 94 The personnel unit shall keep the labor insurance outpatient list sent by the labor insurance bureau every month, and employees may obtain it with their private seals when necessary.

Article 95 The personal data of employees' labor protection shall be registered for future reference.

Article 96 Personnel units shall make monthly statistics on the insurance premiums borne by individuals and transfer them to accounting units for withholding from wages.

-Information management

Ninety-seventh all kinds of personnel orders and notices issued a week later, together with the case approval certificate (application form

Or submit) for consolidated filing.

Ninety-eighth at the beginning of each month, according to the personnel flow record book, the monthly report of personnel flow is compiled, and after examination, it is included in the inspection basis of personnel flow rate.

Article 99 The personnel unit shall compile the supervisor roster on 10 every month and send it to the doorman or switchboard for future reference (if there is no change, it can be filed with the document).

Article 100 If an employee needs a "certificate of service" or a "certificate of resignation", he can go to the personnel unit to explain the reasons for the application, and the manager will fill in the certificate and transfer it to the secretary's office for seal.

Article 101 The files that personnel units should prepare include the following contents:

(a) personnel changes.

(2) Personnel rewards and punishments case.

(3) Personnel performance appraisal cases.

(4) Personnel training cases.

(5) personnel laws and regulations.

(6) Personnel service cases.

(7) report the case on the personnel form.

(8) Welfare cases.

(9) Cases of cultural and recreational activities.

(10) Foreign-related events.

(eleven) send and receive documents register.

-Others

Article 102 These Operating Procedures shall be handled with reference to the relevant provisions of the Regulations on Personnel Management. If in doubt, the person in charge of the personnel unit can explain and apply. If there are any unfinished matters, they should be supplemented and revised.

Article 103: These operating procedures shall be implemented after being approved, and the same shall apply to amendments.