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Employee Handbook Sample

Welcome Speech by the General Manager

Generally, the general manager himself or the director of the company's office drafts and writes the outline. Of course, the outline can also be drawn up and written by the secretary.

Company Profile

The company's office director will draft and write it. Of course, the outline can also be drawn up and written by the secretary.

Company business philosophy

1. Corporate goals:

Contemporary level - Dahua Radio Factory

Facing the country and heading to the world ——XX Automobile Factory

Catching up with the world’s advanced level——Huanyu Group

Creating China’s world famous brand——Haier Group

II. Corporate philosophy:

According to the weather, taking advantage of the geographical advantages, creating harmony (XX Hydropower Plant)

Pioneering will lead to survival, being conservative will lead to death

Continuously change the status quo and regard today as backward

Working for tomorrow

The word "warm" takes the lead (XX Gas Appliance Company)

Quality is life, users are king

Credit is enterprise The golden rule of life

Be kind to others and treat others strictly (Rolex watch)

If you are big, you will die, if you are small, you will live (Japan Sun Company)

Innovative management, Global perspective (Honda Corporation of Japan)

Development is management (Casio Corporation of Japan)

Taking science and technology as the warp and rational management as the weft (Toyota Corporation of Japan)

3. Company (operation) purpose:

Winning with high quality and developing by marketability - Communication of XXXX Steel Plant

Authenticity must be sought when selecting materials, and spirit must be sought when cooking - up to Rentang Traditional Chinese Medicine Company

Safe, fast, comfortable and clean - XX Rental Company

Seek truth from facts and enthusiastic service - XX Computer Company

Users come first, Quality first, credibility first - Huanyu Group

For the next process, for corporate benefits, for XX users - XX brand TV factory

Winning with excellence, with New victory - XX Textile Machinery Company

Serving users wholeheartedly with advanced ideas, scientific management, brand-new technology, high-quality products, good reputation and pioneering and enterprising spirit - Xinao Group

Safe operation, high-quality service - Passenger Ferry XX

Reputation is the life of an enterprise - XX Electrical Appliances Group Co., Ltd.

Serving customers as the business goal - Boeing Company

Guests first, integrity in reputation, and enthusiastic service——XX-star hotel

Create information products to accelerate the progress of human knowledge and essentially improve the performance of individuals and organizations—— HP Company

IV. Enterprise Spirit

Seek truth from facts

Unite and collaborate

Pioneering and innovative

Sacrifice and dedication

Strong competition

Hard work

Love and dedication

Pursue excellence

Dare to take risks

Respect science

5. Corporate ethics

Be loyal to duty, work honestly, maintain quality and quantity

Fair trade, be honest, be polite, be convenient Customers, dedicated service

Loyalty, selflessness, hard work, frugality, unity, integrity, self-reliance, courtesy, discipline and trustworthiness

6. Corporate style

Realistic , unity, hard work

Strict, detailed, practical, fast

High, strict, detailed, practical

Rigorous, simple

Pragmatic , Strict, innovative, civilized

Unity, civilized, diligent, innovative

United, diligent, democratic, civilized

Rigorous and realistic, hard work, unity and hard work , strive for innovation

Strict management of the factory, scientific management, civilized production, and development of the enterprise

Love the country and the factory, unite and cooperate, abide by the law, and be eager to learn and make progress

Respect the opinions and requirements of every customer and company staff (Japan Sun Enterprise)

7. Employee Code:

Love the motherland and be loyal to the company;

Dedicated and devoted to the job, working diligently;

Be open-minded and eager to learn, and keep making progress;

Study technology and be brave in innovation;

Abide by laws and regulations, and abide by public ethics;

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Be consistent in what you believe and do, be honest and trustworthy;

Respect and love each other, be courteous to colleagues;

Cultivate yourself

Nurturing the mind and establishing a foothold in society.

The above examples of well-known corporate concepts at home and abroad can be used as a reference when you design a corporate concept. According to the actual situation of the company, you can ask professionals such as advertising companies and copywriters to design it. Of course, it is better to have someone within the company. Awards are collected and drafted collectively by the decision-makers.

Personnel Management System

Chapter 1 Employee Contract Management

Article 1: The company’s employees are divided into contract employees, employees under the city’s labor system and employees from other provinces Municipal labor employees are called company employees.

1. Contract employees refer to those who have signed a "Labor Contract" with the company, including employees registered in this city and employees from other provinces and cities who meet the conditions for introducing talents in this city. Relevant policies handle pension insurance, medical insurance and unemployment insurance.

2. Employees under the labor service system in this city refer to laid-off, cooperatively insured, and retired personnel in this city. The company signs a "labor service contract" with them. Their personnel files, pension insurance, unemployment insurance, and medical insurance are not included in the Company management scope.

3. Employees under the labor service system in other provinces and cities refer to laborers whose household registration is not in this city. The company signs a "labor service contract" with them. The company handles the "labor service system in other provinces and cities" for employees in accordance with the relevant policies of this city. Insurance" employees.

Article 2: Labor Contract and Labor Service Contract

1. The company signs a "Labor Contract" with every employee who meets the conditions for employment as a contract employee. The labor contract is strictly in accordance with the " Labor Law" and relevant policies of this city, clarifying the responsibilities, rights and interests of both parties. The company's Human Resources Department is responsible for signing the contract.

2. The company signs a "Labor Contract" with every employee who meets the conditions for employment as a labor-based employee. The labor contract refers to the "Labor Law" and relevant policies of this city, clarifying the responsibilities, rights and interests of both parties. The company's Human Resources Department is responsible for signing the contract.

Article 3: Contract term

1. The company stipulates that the labor contract term is divided into two types: unfixed term and fixed term;

2. Company stipulation The probation period for new employees is generally three months, with exceptions under special circumstances;

3. For employees (including new employees) whose service period in the company is less than two years, the contract conclusion period generally does not exceed one year; The company service period is more than three years, and the contract conclusion period generally does not exceed three years;

4. The company pays compensation to the original unit for employees when recruiting or accepting training funded by the company while working in the company, For study and inspection, a supplementary contract to extend the service period needs to be signed. The labor contract period is consistent with the service period;

5. The contract period of special personnel introduced by the company shall be concluded according to the agreed period reached by both parties;

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6. The term of the "Labor Contract" signed between the company and employees under the labor system is generally six months to one year.

Article 4: Labor Disputes

Relevant labor disputes or disputes that occur during the contract period will be mediated and properly resolved by full-time personnel from the company’s human resources department.

Chapter 2: Asking for Leave

Article 1: The company implements an eight-hour work day and forty-hour work week; the work and rest time is:

Working days : Monday - Friday; rest days: Saturday, Sunday

Working hours: morning: 8:30--12:30

Afternoon: 13:00--17 ：00

Article 2: Statutory holidays

One day on New Year’s Day

Three days on Spring Festival

Three days on May Day

Three days of National Day

Other holidays stipulated by laws and regulations

Article 3: Sick leave, marriage leave, maternity leave, family leave, personal leave, work-related injury leave, transferred leave, etc.

1. Sick leave

1) Those taking sick leave must hold a "Sick Leave Certificate" issued by a district-level hospital or a secondary hospital designated by the company.

2) For those who take sick leave within three days per month (including three accumulated days in the month), the "Sick Leave Certificate" will be submitted to the department supervisor for signature and approval before it becomes effective.

If you are unable to submit the "Sick Leave Certificate" in person on the same day due to an acute illness, you must promptly inform by phone or entrust someone to ask for leave from the department supervisor. The "Sick Leave Certificate" should be submitted in a timely manner afterwards, otherwise the sick leave will not be processed. Those who are absent from work without completing any formalities will be treated as absenteeism.

3) Sick leave for three consecutive days per month or more than three days of cumulative sick leave for the month must be reported to the company's Human Resources Department for approval and filing.

2. Marriage Leave

1) Anyone who applies for marriage leave should fill out the "Marriage Leave Application" one week in advance and submit it to the department supervisor. The department supervisor will arrange for someone to temporarily take over his work to ensure the company's production and operation. normal operation.

2) The first marriage leave is 5 days. For employees who meet the late marriage age stipulated by the state (women are over 23 years old, men are over 25 years old), the first marriage leave can be increased by 5 days, with a maximum of 10 Marriage leave.

3) Marriage leave for non-first marriages is 3 days.

4) If the wedding vacation falls on a holiday, the holiday will be included in the wedding vacation.

5) In principle, marriage leave can be taken as one consecutive vacation. If a second vacation is needed due to special reasons, it must be reported to the company's Human Resources Department for approval, but the span must not exceed 6 months.

3. Maternity leave

If a female employee gives birth in compliance with the "Shanghai Family Planning Regulations" and completes the maternity leave procedures, the company will grant her leave.

1) When applying for maternity leave, you should fill out the "Maternity Leave Application" one week in advance and report it to the department head, who will arrange for someone to take over the job, and take the "Maternity Leave Application" to the personnel department for filing;

2) For a single child who has a normal birth, the maternity leave will be 90 days, including 15 days of prenatal leave;

3) For a difficult delivery, an additional 15 days of maternity leave will be given; for multiple births, the maternity leave will be increased for each additional baby. 15 days;

4) Those who meet the age limit for late marriage and childbirth can have an additional 15 days of maternity leave;

5) Male employees who meet the age limit for late marriage can take 3 consecutive days of paid leave after their spouse gives birth. ;

6) Medical subsidies during maternity leave shall be handled in accordance with the implementation rules of the "Shanghai Urban Maternity Insurance Measures" effective from November 1, 2001, and shall be paid uniformly by the Social Security Bureau.

4. Family leave

Employees who have signed a "Labor Contract" with the company have worked for more than one year, do not live with their spouse or parents, and cannot go home during public holidays. Those who stay for one day and night can enjoy family leave according to the following regulations.

1) Anyone who asks for family leave should apply in writing to the department supervisor for approval one week in advance and submit it to the company's Human Resources Department for approval and filing;

2) Family leave is calculated consecutively on holidays. Holidays;

3) Family leave should be used up at one time; travel leave will be calculated separately.

5. Bereavement leave

1) Anyone requesting bereavement leave should apply in writing to the department supervisor for approval;

2) Employees’ immediate family members (parents) , spouse, children, spouse's parents) 3 days of death leave;

3) 1 day of death leave for employees' close relatives (brothers, sisters, grandparents or spouse's grandparents, etc.);

4) If an employee's immediate family member dies in another place and the funeral is held locally, travel leave will be granted, but travel expenses will not be reimbursed.

6. Personal leave

1) Employees requesting personal leave should apply in writing to the department supervisor in advance, and it will be effective upon approval by the department supervisor. If you request more than 3 consecutive days of leave or more than 3 days of cumulative leave in the same month, you must apply in writing to the company's Human Resources Department in advance, and the application will take effect after approval.

2) If you cannot apply for leave due to special circumstances beforehand, you must try to apply for leave to the department head by phone or other means, and make up for the formalities in a timely manner afterwards;

3) If you do not go through any formalities or apply for leave Anyone who is absent from work without consent will be treated as absenteeism;

4) If an employee takes personal leave for less than half a day, it will be counted as half a day; if it is less than half a day but less than one day, it will be counted as one day.

7. Work-related injury leave

Any injury caused by no personal fault at work can be entitled to work-related injury leave within 24 hours with a "Sick Leave Certificate" issued by a secondary hospital or above.

8. Adjustment of leave

1) Adjustment of leave must be used within 30 days. The adjustment of leave should be applied to the department supervisor in advance, and the adjustment of leave can be made only after approval.

2) The use of vacation time shall not be less than four hours at a time.

Chapter 3 Attendance

Article 1: The company implements an attendance registration system. Department heads shall record attendance seriously, promptly and accurately in accordance with regulations, and properly keep various leave certificates. At the end of the month, department attendance is summarized and submitted to the Human Resources Department.

Article 2: When employees go out on business, they should apply to the department supervisor for notification, and they can only go out after receiving approval from the department supervisor. If you are found to go out to handle personal matters during working hours, you will be punished with double time (not less than half a day) personal leave. Those that occur multiple times throughout the year will be removed from the list.

Article 3: Being late

If an employee is late for less than 30 minutes, his salary will be deducted by 1 yuan per minute; if he is late from 30 minutes to 2 hours, he will be treated as half-day personal leave; if he is late for more than 3 times in total per month, , each time you are late, you will be punished double.

Article 4: Leave early

If an employee leaves early within half an hour without any reason, he will be punished as half a day of personal leave; if he leaves early within half an hour to one hour, he will be punished as one day of personal leave; if he leaves early for more than one hour, he will be punished as one day of personal leave. are calculated cumulatively according to the above processing method.

Article 5: Absenteeism

Any of the following situations will be treated as absenteeism:

1) Using improper means to defraud, alter or forge vacation certificates;

2) Not coming to work at the company without asking for leave or asking for leave that has not been approved;

3) Not obeying work arrangements and still not working despite being educated;

4) Detained by the public security department;

5) Fighting, violating discipline and causing injuries resulting in rest;

If an employee is absent from work, his wages will be deducted double the day of absence, and if he is absent from work for three consecutive days or all If the employee is absent from work for a total of five days in a year, the company will impose a penalty of expulsion from the company.

Chapter 4 Salary and Benefits

Article 1: Salary

1) The company’s salary structure consists of basic salary, rank salary, skill salary, and various allowances etc.;

2) Salary is pre-tax salary;

3) The company determines the positions, positions, and Technology, skills, and work performance and achievements are used to determine and adjust employee salaries;

4) Salaries are calculated based on 21 working days per month.

(365 days-104 rest days-10 holidays)/December=21 days

Article 2: Overtime

1) The company does not advocate overtime Overtime, if you really need to work overtime due to work, you should apply in advance and be approved by the company manager before you can work overtime;

2) Overtime work by employees, management personnel, and technical personnel will not be counted; overtime work on rest days is generally not counted. wages, and equal overtime hours will be given to compensated leave;

3) Overtime work on holidays will not be counted, and compensated leave will be given;

4) Delayed overtime work will be calculated at 150 of the basic salary; insufficient A full hour will not be calculated, and overtime wages for more than a full hour will be calculated as 1 full hour;

5) Overtime wages for overtime work on rest days will be calculated as 200 of the basic wage;

6) National regulations Overtime wages for holiday overtime are calculated based on the basic wage of RMB 300.

Article 3 Welfare

1) Social Coordination

The company government stipulates that eligible employees should be provided with pension insurance, unemployment insurance, medical insurance and foreign labor insurance. Comprehensive insurance. The company's portion and the employee's personal contribution portion are withdrawn and deposited into the social insurance account in accordance with the proportion prescribed by the government.

2) Commercial insurance

The company provides commercial insurance for qualified employees based on specific circumstances such as position, contribution, and position.

Chapter 5 Rewards and Punishments

Article 1 Rewards;

The company will provide varying amounts of spiritual encouragement and material rewards to employees who have the following matters.

1) Those who work actively, are loyal to their duties, abide by laws and regulations, are civilized and courteous, and modelly implement the company's rules and regulations, and there are no safety incidents throughout the year;

2) Overfulfill production Tasks, achieving various economic indicators and making the company's economic benefits significant;

3) Those who have made suggestions for production technology or management systems, which have been adopted and implemented with great results;

4) Maintaining the company interests and honor, protect public property, prevent accidents and recover economic losses;

5) Persist in amateur self-study, continuously improve professional standards, and obtain higher-level academic qualifications or Those who have professional certificates and can use the knowledge they have learned in actual work to create benefits for the company;

6) Those who are enthusiastic about serving customers, have specific facts and are praised by customers;

7 ) Dare to report or prevent others from violating regulations or harming the company's interests, safeguarding the company's interests, and avoiding economic losses;

8) Those who contribute to society and enable the company to win social honors;

9) Those who have other merits and are deemed worthy of rewards by the general manager of the company

Article 2 Punishment

The company will demerit, fine, or expel employees who have the following behaviors depending on the severity of the case Punishment treatment.

1) Those who fail to complete instructions or orders from superiors as scheduled without any reason, affecting the interests of the company;

2) Those who maliciously attack or frame colleagues, perjury, or create trouble;

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3) Those who intentionally leak the company’s trade secrets and cause losses to the company’s interests;

4) Those who spread rumors that are not beneficial to the company or sow discord between employees and management;

5) Those who are good at Those who leave their posts and instigate sabotage, causing losses to the company's interests;

6) Those who concurrently hold other positions or engage in similar businesses to that of the company without the company's permission;

7) Take advantage of the company Those whose reputation is cheated and deceived outside, causing damage to the company's reputation;

8) Those who are absent from work for more than one day in the whole month and more than three days in total throughout the year;

9) While serving in the company, they are subject to Those who are subject to criminal punishment;

10) Those who violate the company's management systems and refuse to change despite repeated advice;

Chapter 6 Supplementary Provisions

Article 1 This system has Matters not covered will be formulated separately by the HR Department authorized by the general manager of the company. The right to interpret this system belongs to the company's Human Resources Department.

Article 2 This system will be implemented after approval by the general manager of the company and will take effect from the date of approval. Employee resignation rules:

(1) Employees of our company who leave for any reason shall be handled in accordance with these rules.

(2) Employee resignation distinction:

1. Employees apply to resign.

2. Resign after the contract expires.

3. Retirement and resignation.

4. Dismissal and resignation.

5. Resignation due to other reasons.

(3) If an employee applies to resign and has excellent work performance, the employee's department supervisor or company manager should guide him or her to retain the employee.

(4) Resignation procedures:

1. When a general employee resigns, the head of the employee’s department shall request the employee’s “Resignation Notice” from the company’s Human Resources Department, and the party concerned shall follow the format specified in the notice. Complete the form in detail, go through the signature verification procedures with the departments listed on the one-way notice, and then send it to the Human Resources Department for review.

2. When employees of the company or above resign, they should ask for three copies of the transfer inventory form from the Human Resources Department when receiving the resignation notice. Fill in the transfer inventory form in detail. After completing the transfer procedures, one One copy is kept by the former department manager, one copy is kept by the person who resigned, and one copy along with the resignation notice and time card is submitted to the Human Resources Department for approval and archived.

(5) Transfer procedures:

1. Work transfer: Account books and documents (including company rules, computer programs, technical data and drawings) that are kept and processed in the original position ), etc. should be included in the transfer list and handed over to the designated replacement person or department head, and matters that have been handled but not yet closed should be clearly explained.

2. Affairs handover:

① Return the original work clothes to the general clerk (those who are more than one year old are exempted).

② Return the original tools and stationery (consumable items are exempted) to the general clerk or department head.

③ The items returned in the above two items do not need to be included in the transfer inventory. The person in charge of the receiving department can sign the resignation note.

3. The handover should be completed within one week.

(6) When the resigned personnel are handed over, they should be received by the person designated by the department head. If no recipient is designated, a person should be temporarily designated to receive and keep it until the candidate is confirmed. If no one is available, the person will be transferred. , which will be received by the department head for the time being.

(7) The transfer list listed by each employee should be reviewed in detail by the direct supervisor, and any discrepancies should be corrected in a timely manner. For example, if a resigned employee finds property, information or external company information after officially leaving the company, If there are any unpaid debts on receivables, the head of the department shall be responsible for pursuing them.

(8) Resignation Instructions

If an employee who has signed a "Confidentiality Agreement" with the company who knows or involves the company's business secrets and has signed a "confidentiality agreement" with the company resigns, the company's human resources department or company manager should make a final resignation statement with the resigning employee. Instruct the resigning personnel to abide by the "Confidentiality Agreement" and reiterate their legal responsibility to protect the company's business secrets. The contents of the resignation instructions must be recorded in writing. At the end of the conversation, the resigning personnel must sign and approve the written record. The HR The department keeps records.

(9) After the resignation procedures are completed, the company's Human Resources Department will fill in and issue a resignation certificate and handle the withdrawal procedures.

(10) These detailed rules will be implemented after being submitted to the general manager for approval. The same applies to revisions.

Month and Day, 2002

Safety Production Code

The company conscientiously implements the safety production policy of "safety first, prevention first" and implements government regulations on production safety and labor protection laws and regulations, adhere to the principle that production must be safe, and strengthen safety management; at the same time, all employees of the company are required to establish a high sense of responsibility for safety production, actively participate in various safety production activities, consciously abide by various safety production systems, and strictly implement safety production Operating procedures require all company employees to abide by safety production regulations.

1. The company’s department heads at all levels are responsible for the safety production work of their departments. Department heads are required to strictly implement the safety production responsibility system and must achieve the "five simultaneous" safety production (that is, planning, layout, inspection, Summarize and evaluate safety work);

2. Strictly implement the accident analysis system. Stories must not be concealed and must be reported to the general manager in a timely manner. Afterwards, the cause of the accident will be carefully analyzed and the "three no-goes" ( Reasons, lessons, measures);

3. Earnestly implement the "three-level safety education" system. New employees entering the company who have not received three-level safety education (company, department, team) are not allowed to work; special types of work must undergo specialized training and pass the assessment before they can take up the job.

4. Strictly abide by safe operating procedures and various safety regulations. It is not allowed to command or operate in violation of regulations, and it is not allowed to use or imitate machinery, equipment and electrical devices other than those in the position without authorization.

5. Take good care of safety protection devices, use labor protection equipment correctly, and do not dismantle or damage protective devices without permission. Slippers are not allowed during working hours, and safety helmets and seat belts must be worn when working at heights.

6. Seriously participate in various safety activities organized by the company, carry out competitions without accidents, violations, and hidden dangers, accept production safety inspections, and urge workers to comply with regulations and disciplines.

7. During the production process, employees seriously violate labor disciplines, neglect their duties, are irresponsible, fail to abide by the safety management system, give illegal instructions or operate illegally, and do not wear and use labor protection equipment in accordance with regulations, causing accidents. are all the responsibility of the employee himself.

8. If there are any matters not covered in this code, the general manager of the company shall authorize the Human Resources Department to formulate them separately. The right to interpret this Code belongs to the Company’s Human Resources Department.

9. This code will be implemented after approval by the general manager of the company and will take effect from the date of approval.

Employee Etiquette Code

1. Etiquette within the company

Article 1 Employees must be dignified and neat. The specific requirements are:

1. Hair: Staff hair must be washed frequently and kept clean. Male staff hair should not be too long.

2. Nails: Nails should not be too long and should be trimmed regularly. Female employees should try to use light colors when applying nail polish.

3. Beard: The beard should not be too long and should be trimmed regularly.

4. Oral cavity: Keep it clean. Do not drink alcohol or eat smelly food before going to work.

5. Female employees should wear makeup to give people a clean and healthy impression. They should not wear heavy makeup or use strong perfume.

Article 2 Clothing in the workplace should be clean, convenient, and not for decoration. The specific requirements are:

1. Shirt: No matter what color it is, the collar and cuffs of the shirt must not be dirty.

2. Tie: You should wear a tie before going out or when you want to appear in front of others, and pay attention to matching the color of your suit and shirt. Ties must not be dirty, torn or loose and crooked.

3. Shoes should be kept clean. If they are damaged, they should be repaired in time. Shoes with nails are not allowed.

4. Female employees should keep their clothing elegant and decent, and should not be overly gorgeous.

5. Employees should not wear overcoats or overly bulky clothing when working.

Article 3 Employees should maintain elegant posture and movements in the company. The specific requirements are:

1. Standing posture: heels on the ground, toes about 45 degrees apart, back straight, neck naturally straight, head slightly downward, so that people can see your face clearly . The arms are natural, without shrugging, and the center of gravity of the body is between the feet. Do not cross your hands with your chest when meeting clients or standing in ceremonies, or in front of elders or superiors.

2. Sitting posture: After sitting down, you should try to sit upright and place your legs parallel. Do not stretch your legs forward or backward arrogantly, or look down at the front.

When you want to move the position of the chair, you should first place the chair where it should be placed, and then sit on it.

3. When meeting colleagues in the company, you should nod and salute to express greetings.

4. When shaking hands, use a normal stance and look into the other person’s eyes. When shaking hands, your back should be straight, not bending down, and you should be generous and enthusiastic, neither humble nor overbearing. When reaching out, people of the same sex should first reach out to the person with lower status or younger age, while people of the opposite sex should reach out to the man first.

5. Politeness when entering and exiting a room: When entering a room, knock on the door gently and wait until you hear the answer before entering. After entering, turn around and close the door without force or violence. After entering the room, if the other party is speaking, wait for a while and do not interrupt in the middle. If there is something urgent, interrupt the conversation and wait for an opportunity. And say: "I'm sorry to interrupt your conversation."

6. When handing over an object, such as a document, etc., you should hand it over with the front and the text facing the other party. If it is a pen, you should point the tip of the pen towards you to make it easier for the other party to pick it up; as for knives or scissors, etc. For sharp weapons, the tip of the knife should be pointed toward you.

7. Walk gently when walking in passages and corridors. No matter in your own company or the company you are visiting, you are not allowed to talk loudly while walking in the passages and corridors, let alone sing or whistle.

8. Be courteous when meeting your superiors or customers in passages and corridors, and do not rush in.

2. Etiquette in daily business

Article 4: Use the company’s items and equipment correctly to improve work efficiency.

1. The company’s belongings must be taken care of and cannot be damaged at will, treated brutally, or misappropriated for personal use.

2. Clean and organize the account books and documents in time, and close the lids of ink bottles, seal boxes, etc. in time after use.

3. If you borrow something from another person or company, you must obtain permission and promptly return it or put it back to its original place after use.

4. No items unrelated to work should be placed on the workbench.

5. Address your superiors by their job titles within the company. Colleagues and clients are addressed as Mr., Miss, etc.

6. You are not allowed to look through colleagues’ documents, information, etc. without permission.

Article 5: Make and answer phone calls correctly, quickly and carefully.

1. When the call comes and you hear the ring, at least take down the call sheet before the second ring. When making a call, greet the person first and introduce yourself to the company and department. Listen carefully to what the other person is saying and take note of the key points. If you don't hear clearly, tell the other party in time, say goodbye politely when it's over, wait until the other party cuts off the call, and then say it again.

2. Keep the call concise and to the point, and no chatting on the phone is allowed.

3. When you judge that you cannot handle an unnamed call, you can tell the other party frankly and immediately hand the call over to someone who can handle it. Before transferring, the recipient should be told concisely and concisely what the other party has said.

4. No personal phone calls are allowed during working hours.

3. Business etiquette with customers

Article 6 Reception work and its requirements:

1. Within the specified reception time, do not be late or absent.

2. When a customer comes to visit, you should stand up from your seat to greet the customer and give up your seat.

3. When there are many visitors, they should be received in order, and familiar customers should not be received first.

4. If there are urgent matters that need to be received first by guests who arrive later, the reason must be briefly explained to the guests who arrived first, and they must agree.

5. Welcome customers who have been notified in advance.

6. Frequent customers should be remembered.

7. When receiving customers, you should be proactive, enthusiastic, generous and serve with a smile.

Article 7 Ways and methods of introducing and being introduced:

1. No matter what form, relationship, purpose and method of introduction, the introduction should be enthusiastic, generous and polite .

2. In the case of direct face-to-face introduction, the person with a lower position should be introduced to the person with a higher position first. If it is difficult to judge, the younger person can be introduced to the older person. In terms of the relationship between your own company and other companies, you can introduce your company's personnel to other companies' personnel first.

3. When introducing a person to many people, the one with the highest position should be introduced first or as appropriate.

4. When introducing men and women, the man should be introduced to the woman first. When there is a big difference in status and age between men and women, if the woman is young, she can be introduced to the man first.

Article 8 Acceptance and custody of business cards:

1. Business cards should be handed to elders or superiors first.

2. When handing out your business card, you should face the other party with the text, take it out with both hands, and clearly state your name while handing it over.

3. When receiving the other party's business card, you should receive it with both hands. After receiving it, you should read it immediately. After correctly remembering the other party's name, put the business card away. If there are characters in the other party's name that are difficult to read, ask immediately.

4. Keep the received business cards properly for easy retrieval.

Employee training system

(1) General principles

Article 1. In order to further develop the company’s human resources, establish a good corporate image, and improve the overall quality of employees, Cultivate and deliver outstanding employees with both ability and political integrity for each position to achieve the company's strategic goals.

Article 2. Training system

The company’s training system consists of pre-employment training before new employees take up their posts; employee on-the-job training and employee self-improvement training

Pre-employment The training consists of three parts.

(2) Pre-employment training

Article 3. New employees should receive pre-employment training organized by the company’s Human Resources Department after registration. The training assessment results will be used for future job determination and grading. reference.

Article 4. Purpose of pre-employment training:

1. To enable every new employee with different work experience, cultural background, and way of thinking to understand the company culture, business objectives, and Be familiar with the company's rules and regulations and the working environment, integrate into the workforce as early as possible, and get into work faster.

2. Enable new employees to master work essentials, work procedures and methods as early as possible, meet work quality standards, and complete or achieve the responsibilities required by the position

Article 5. Pre-employment training content :

1. Explain the company’s entrepreneurial history, current situation, business scope, and goals;

2. Explain the company’s organizational structure and introduce the personnel or supervisors of each department;

3. Explain various office procedures and learn various rules and regulations;

4. Introduce the working environment and working conditions, and provide guidance on the use of office equipment;

(3) On-the-job training

Article 6. Purpose of on-the-job training

1. To improve, improve and enrich employees’ various skills so that they can have multi-faceted talents and higher work abilities and prepare them for work Create conditions for rotation and adjustment as well as future promotion;

2. Reduce the occurrence of errors, work-related injuries and disasters at work, reduce the losses caused by errors, and ensure the personal safety of employees;

3. Reduce ineffective consumption and waste in employees’ work, and improve work quality and efficiency;

4. Improve employees’ work enthusiasm and cooperative spirit, and establish a good working environment and atmosphere.

Instructional training for probationary employees

2) Job professional training

The company requires employees holding professional and technical positions to continuously improve their professional knowledge and encourages employees to use Self-study or receive job-related professional knowledge training in their spare time, the company will provide necessary learning conditions as appropriate; those who have excellent academic performance and create economic benefits for the company will be given spiritual encouragement, material rewards, salary promotion, job promotion and other rewards.

3) Promotion training

The company will provide temporary, job rotation or part-time training to employees who assume higher-level positions or positions, so that those who are promoted can initially possess new skills before entering new positions. Job ability.

3. Self-development

The company encourages and supports employees to use their spare time to participate in various business-related adult education and vocational training at their own expense. The company institutionally recognizes that employees have social responsibility Various "qualification certificates" obtained by qualified institutions and colleges; the company rewards employees based on their achievements in self-development.

(4) Supplementary Provisions

Article 8: The company’s Human Resources Department is responsible for interpreting this system.

Article 9: This system will be implemented from month, day, year