Personnel management system of construction company

Personnel management system of construction company

Chapter I Staff Recruitment Assessment Methods

Section 1 General Provisions

Article 1 With the continuous expansion of the company's business scale, the company needs to continuously attract talents. In order to strictly control recruitment and select the most suitable talents to enter the company, this method is formulated.

Section 2 Recruitment Channels

Article 2 Recruitment channels include: 1, open recruitment of practical talents through recruitment advertisements, talent market, recommendation by others, etc. 2. Select outstanding students from fresh graduates to join the company.

Section 3 Conditions of Employment

Article 3 The conditions for employing employees in functional departments and offices of the headquarters of the company include: 1, bachelor degree or above. 2, with junior college and intermediate and above professional and technical titles.

Article 4 The conditions for employing employees in functional offices of each division include: 1, college degree or above. 2, with secondary school and intermediate and above related professional and technical titles.

Article 5 The conditions for the grass-roots teams and project departments of each division to employ employees include: 1, construction management personnel with first-class and second-class related professional project manager certificates or equivalent professional certificates. 2, with municipal, road xx beam professional technical secondary school degree or above, and hold a "five-member" certificate or related operation certificate.

Article 6 All units and departments must take the full load as the standard in the use of personnel, set up personnel according to the situation, verify the post personnel, and improve work efficiency.

Section 4 Employment Procedures

Article 7 The procedures for employing employees are as follows:

1. Application by the employer;

2. The Human Resources Department reviews the application;

3. Publish recruitment information;

4. The Human Resources Department conducts a preliminary interview;

5. The human resources department and the employer interview together;

6. general manager interview;

7. The manager's office will discuss and decide whether to hire.

8. Communicate the employee's employment intention and require the employee to sign a confidentiality agreement when formally employed. Those who refuse to sign the confidentiality agreement will not be hired.

Section 1 Supplementary Provisions

Article 8 These Measures shall be implemented as of the date of approval.

Article 9 The Human Resources Department shall be responsible for the interpretation of these Measures.

Attachment: Approval Process Table

Confidentiality agreement

Attachment 1:

Approval flow chart

Name of applicant: Position:

Resume, gender, date of birth and academic title of the candidate.

Postgraduate colleges and majors

Work experience:

Employer's opinion

Opinions of human resources department

Opinions of competent leaders

General manager's instructions

Annex 2

Shanghai XXX construction co., ltd

Confidentiality agreement

Party A: Shanghai XXX Construction Co., Ltd.

Party B:

1. Based on the principle of voluntariness and reciprocity, Party A and Party B sign the following special confidentiality agreement.

2. Party A shall keep the following information of Party B confidential during Party B's employment and within the specified time after his resignation, and shall be willing to bear the responsibility of disclosure.

Personnel files and photos

Wage level, personal income tax withholding information

Private life information

Other personal data without Party B's consent.

3. Party A promises not to transfer the above personal data of Party B to other third parties without Party B's consent, unless required by relevant government agencies.

4. Party A will keep and handle Party B's personnel files in accordance with Party A's and national regulations on personnel file management.

5. Party B shall keep the following assets of Party A confidential during the term of office and within the specified time after leaving office, and is willing to bear the responsibility of disclosure.

Enterprise expansion project

Important financial accounting information of enterprises

Enterprise personnel information, salary and welfare information

Minutes of meetings of the board of directors or shareholders of the enterprise

Resolutions and decision-making materials of important meetings of enterprises (such as new product development, major equipment investment, major personnel adjustment, etc.). )

Technical and design drawings of the enterprise

Test and experimental data of new products and materials

Product production process data of enterprises, especially the production process data of newly developed products.

Technical parameters and production experience of enterprise production equipment

Information on patented technology, inventions and creations of enterprises.

Customer data and information

Supplier data and information

Other materials and information that may put the enterprise at an unfavorable competitive position after being leaked to the outside world.

6. Party B guarantees with personal personality that Party B has not been appointed by any other unit to apply for a job in Party A's enterprise and collect Party A's management information for other units; When Party A discovers that Party B is employed by Party A's unit and dispatched by other units, and helps its dispatched units to collect the above information of Party A (hereinafter referred to as industrial spies), once discovered, Party A will punish Party B, including but not limited to immediate dismissal, economic compensation, and bring legal proceedings to the court if necessary. At the same time, Party A has the right to condemn such behavior of Party B and its dispatched units through appropriate news media.

7. Party B promises that when he leaves Party A's unit, he will voluntarily and unconditionally return the above-mentioned confidential information belonging to Party A which is used, controlled and kept by Party B for whatever reason, including being forcibly dismissed by Party A due to violation of Party A's management regulations.

8. In order to protect Party A's interests from further losses, under special circumstances, Party A has the right to ask Party B, that is, the enterprise security personnel who left for various reasons, to supervise the transfer of goods on the spot and send them away from Party A's workplace within a limited time.

9. Party B promises that it will not be employed by enterprises that have direct competition with Party A's products within 3 years after leaving Party A's unit, including temporary technical guidance, with or without remuneration.

10. Party B promises that within 3 years after leaving Party A's unit, it will not provide the information such as production management knowledge or job invention learned in Party A's unit to the direct competitors of Party A's enterprise, whether paid or not.

1 1. Party B promises not to invest or contribute to set up a factory by itself within 3 years after leaving Party A's company, including setting up a factory in the name of its immediate family members to produce the same products as Party A's enterprise.

12. Party B promises that when Party B violates the above commitments in Articles 6, 7, 8, 9, 10, 1 1, Party A has the right to ask Party B to stop the infringement and compensate the economic losses. When necessary, Party A may bring a lawsuit to the local court and demand Party B to compensate the corresponding economic losses. Party B will perform the liability for compensation according to the actual loss and the court's judgment.

13. Party B solemnly declares that before signing this agreement, it has fully understood and studied the confidential contents of the male enterprise in this agreement and the above commitments.

14. This agreement will be an annex to the labor contract signed by Party A to employ Party B for work.

15. This agreement is made in duplicate and will come into effect after being signed and sealed by both parties. Party A and Party B each hold one copy.

Party A's signature and seal: Party B's signature and seal:

Year, month, sun, moon, sun.

Chapter II Measures for the Administration of Staff Education and Training

Section 1 General Provisions

Article 1 In order to develop the professional skills of employees, improve their comprehensive quality, enhance their working ability and further improve production efficiency, these Measures are formulated in accordance with the Labor Law of People's Republic of China (PRC) and relevant state regulations.

Article 2 These Measures shall be implemented by the Human Resources Department in conjunction with relevant departments.

Section 2 Training Plan

Article 3 The company's employee education and training focuses on on-the-job training, continuing education for professionals and knowledge updating for managers.

Article 4 The Human Resources Department shall regularly formulate employee education and training plans. In addition to the overall training arranged by the company, grass-roots units or departments can also hold some lectures and short-term training according to actual needs to help employees meet the requirements of this position in terms of professional ethics, professional skills and practical work ability.

Fifth staff education and training is an important way to improve the quality of staff. All business divisions and grass-roots units should attach importance to staff education and training, and designate special personnel to implement this work.

Section III Training Contents

Article 6 The main contents of education and training

1. job training;

2. Continuing education;

3. Quality training;

4. Special training.

Seventh job training must adhere to the principle of professional counterparts, strictly implement the principle of paying attention to practicality and practical results, and the training targets are professional and technical personnel in various positions who need to hold certificates. Mainly divided into construction management posts and construction operation posts. The Human Resources Department of the Company shall formulate training plans for construction management posts and construction operation posts. In principle, since the promulgation of the system, all kinds of corresponding post certificates will be tested within two years, and those who have not obtained the corresponding post certificates within two years will be adjusted. Those who pass the examination (reexamination) will be paid the examination training fee by the company. The company will reward the following positions, with the first-class constructor (project manager) and registered cost engineer rewarding 3000 yuan; The second-level constructor (project manager) will be awarded 2000 yuan, the third-level project manager will be awarded 1000 yuan, and the five-member certificate will be awarded to 500 yuan. Those who fail the examination (reexamination) shall bear 50% of the examination training fee. If employees leave their jobs for personal reasons after obtaining various certificates, they should compensate the training fees paid by the company and the annual compensation and incentive fees according to their service years.

Article 8 Continuing training mainly refers to professional title education. All personnel in the company who meet the examination (reexamination) conditions should actively strive for it. Those who pass the examination (reexamination) will be paid the examination training fee by the company. Those who are employed by the company will be rewarded with technical allowance, and those who are not employed by the company will be given a one-time reward, including 2000 yuan for senior title and 1000 yuan for intermediate title.

Article 9 Quality training mainly includes concept training for senior managers, management training for middle-level cadres, practical training for managers, induction training for new employees and other trainings organized by the company.

Article 10 For special training, according to a certain selection mechanism and different types, the company sends outstanding personnel for overseas training, rotation training for well-known domestic universities, and on-the-job training for relevant units in the new district.

Section 4 Training Management

Article 11 When employees participate in all kinds of external training, they must fill in the Application Form for External Reading, which will be reviewed by their unit or department, submitted to the Human Resources Department of the company for review, and submitted to the leaders of the company for approval.

Article 12 In principle, the training expenses of employees should be paid by themselves first. After the employees have passed the training, they can only be reimbursed with the certificate and the Application Form for Studying Abroad signed by the Human Resources Department.

Thirteenth bonuses during the training period

1. Those who are selected by the organization to participate in on-the-job training will not be deducted from the bonus.

2 organized to send full-time study for more than one month, the bonus will be awarded according to the average level of the unit (department).

3. The examination time for all kinds of study shall be treated as public holidays after approval.

Section 5 Supplementary Provisions

Article 14 These Measures shall be implemented as of the date of approval.

Article 15 The right to interpret these Measures belongs to the Human Resources Department, and the right to modify them belongs to the Company.

Sixteenth from the date of implementation of these measures, the original "staff training and education management system" abolished.

Chapter III Measures for Wage Management

Section 1 General Provisions

Article 1 These Measures are formulated in order to further deepen the reform of the internal mechanism of the company, improve and rationalize the internal distribution mechanism of the enterprise, safeguard the interests of employees and improve their work enthusiasm.

Section II Overall Objectives

Article 2 In order to further unify and standardize the salary management, the company has re-established the salary system. In terms of content, the connection between the company and the division's business objective responsibility book is considered, which is consistent with the internal mechanism reform of the division. The new salary system is based on post salary and centered on benefit assessment. The salary system is divided into two parts: basic salary and benefit salary.

Article 3 The basic salary embodies the principle of smooth transition and protection of old employees, and is mainly composed of post salary, seniority salary and technical allowance.

Article 4 Benefit salary is a bonus, which mainly embodies the principle of linking with performance, that is, the principle of linking labor cost with profit index and economic target responsibility book. The total wages of the business department (center) should be linked to the net profit on the basis of complete labor costs, and a certain proportion of growth or decline should be implemented, which truly reflects the spirit of more benefits and less benefits.

Section III Scope of Implementation

Article 5 This system is applicable to all full-time employees of the Company.

Section 4 Composition of Basic Wages

Article 6 The basic salary is mainly composed of post salary, seniority salary and technical allowance. Before adjusting the post salary, sort out the existing positions of the company. Post setting depends on the nature of the company's work, and management posts depend on the size of responsibilities, management difficulty and workload; Technical posts are based on technical complexity and responsibility; The operating post is determined according to the size of responsibility, working conditions, labor intensity and other factors. After sorting out, the company's management positions are divided into 10, technical positions are divided into 7 levels, and operating positions are divided into 6 levels, which is the basis of post salary.

Article 7 Except the personnel appointed by the Company and the Division, the Division and other functional managers of the Division are 7- 10 managers, and the functional managers of the grass-roots units of the Division are 9- 10 managers. The post of project manager covers management level 6 to management level 9, the technical director covers technical level 4 to technical level 6, and the builder, budgeter, documenter, quality engineer, surveyor, safety officer, material engineer and operator cover technical level 6 to technical level 7.

Article 8 Post salary: merge the original post salary with price subsidies, car stickers and rice stickers. And raise it appropriately to form a new post salary. The salary standard for management posts is divided into 10 level, the salary standard for technical posts is divided into 7 levels, the salary standard for operating posts is divided into 6 levels, and the salaries of adjacent upper and lower posts are crossed. Each salary level is divided into five grades, and the difference between each grade is 100 yuan.

Article 9 Length of service salary: determined according to continuous length of service, and the standard is appropriately raised. The salary for each year of service is increased from 8 yuan to 12 yuan, with the upper limit of 40 years.

Article 10 Technical allowance: technical title allowance, keeping the original standard of the company unchanged, namely, senior title 180 yuan/month, intermediate title, technician 120 yuan/month, junior title, senior worker 80 yuan/month, and technician 40 yuan/month.

Article 11 The first-level project manager refers to the senior title, the second-level project manager refers to the intermediate title, and the third-level project manager refers to the junior title. If the project manager and title are both high or low.

Twelfth other items stipulated by law in the salary, such as single remuneration, continue to be retained, and the original group leader allowance is reflected in the post salary.

Section 5 Composition of Benefit Wage

Thirteenth benefit total wages determined by the "two departments and one center" according to the economic target responsibility. The Company determines the total distribution amount on the basis of comprehensive assessment of the Division every year according to the business objective responsibility letter signed with the Division (Center) and the year-end financial net profit of the Division (Center). The company headquarters is determined according to the overall situation of the company.

Article 14 For the distribution of benefit salary, the company determines the post coefficient of benefit salary according to the difficulty and intensity of different posts and the previous income of posts, and determines it according to the post coefficient, assessment coefficient and attendance at the end of the year.

Section 6 Wage Management

Article 15 Determination of post salary.

1. In principle, the employment period of middle-level and above cadres in the company is the first file of the salary of the post at the corresponding level in the first year, and it will rise by one file after the assessment in the second year, and so on until the highest.

2. The post salary of the company's ordinary employees is proposed by the Human Resources Department, and determined by comprehensive balance after listening to the opinions of the business department (center) and the functional departments of this department.

3. The post salary is one post and one salary, and the employees engaged in compound positions take higher post salary. The appointment letter issued by the company shall prevail for the project manager, and the appointment letter issued by the Division shall prevail for the deputy manager of the grass-roots unit and the person in charge of the department (substation).

Sixteenth post salary promotion. Freshmen are the lowest salary in this level, and the personnel introduced from the market will be determined by the human resources department after listening to the opinions of relevant departments. The post salary is submitted for approval and promotion according to the procedures after the assessment of "two departments and one center". The company has established ways to promote outstanding talents through post competition.

Seventeenth post salary adjustment.

1. The post salary is adjusted once a year in combination with the post employment, and the post salary is adjusted in the next month, and the technical allowance can be dynamically adjusted.

2. After the post adjustment, in principle, the salary shall be calculated according to the lowest post after adjustment. If the minimum post salary for promotion is lower than or equal to the current post salary, it shall be calculated as a post salary increase. After the post declines, it will be reduced according to the same salary standard.

3. For the adjustment of post salary and technical allowance, the Post Salary (Technical Allowance) Adjustment Form shall be filled in, which shall be put forward by the Division Center, reviewed by the Human Resources Department, and adjusted after being approved by the General Manager.

Eighteenth benefit wage payment. Benefit wages shall be managed dynamically, paid in advance according to the actual situation every year, and calculated at the end of the year.

Article 19 Provisions on overtime pay and toxic and harmful allowances. Due to the company's comprehensive calculation of working hours, overtime except statutory holidays 10 (National Day, May Day, Spring Festival and New Year's Day) is paid in advance by "two departments and one center" in the year-end welfare salary, and toxic and harmful allowances are reflected in the year-end welfare salary.

Article 20 Provisions on Festival Fees and High Temperature Fees. "National Day, May Day, Spring Festival" every time 500 yuan, high temperature fee 800 yuan, not included in employee welfare wages.

Twenty-first provisions on the salary of newly hired personnel during the probation period. All new employees only have basic salary during the probation period, and there is no effective salary. If the company keeps them after the probation period, the effective salary will be calculated from the probation period.

Twenty-second fresh graduates benefit from the provisions of wages. This year's doctoral student, the benefit salary is full. The first year's benefit salary of fresh graduate students is 70-80%, and the second year is 100%. Undergraduate students' benefit salary is 60-70% in the first year, 80-90% in the second year and 100% in the third year. The benefit salary of college students is 50-60% in the first year, 60-70% in the second year, 70-80% in the third year and 100% in the fourth year. Non-fresh graduates, who have worked for 3 years, are calculated with reference to fresh graduates.

Section 7 Supplementary Provisions

Article 23 This system has been put into trial operation since June 65438+1 October1day, 2006.

Article 24 The right to interpret this system belongs to the Human Resources Department.

Chapter IV Measures for the Administration of Staff Files

Section 1 General Provisions

Article 1 In order to strengthen the management of employee files, effectively protect and utilize personnel files, and earnestly safeguard the interests of the company and employees, these Measures are formulated in accordance with the Archives Law of People's Republic of China (PRC) and relevant laws and regulations, and in combination with the actual situation of the company.

Article 2 The management department of employee files of the Company is the Human Resources Department, which has full-time file management posts and a special filing cabinet to store employee files.

In the second quarter, employee file management positions

Article 3 The responsibilities of employee file management posts are as follows:

1. Collect, identify, organize and keep employee files and materials, and establish a complete register;

2. Go through the procedures of consulting, borrowing and transferring employee files;

3. Register the changes of employee files in time;

4. Provide employees' personal data for relevant departments;

5. Do a good job in the safety, confidentiality and protection of employee files;

6. Handle other related matters.

Article 4 Employees in employee file management positions must meet the following requirements:

1.* * * party member;

2. Be familiar with the employee file management business, and obtain the qualification certificate after the personnel file management qualification training;

3. Strong sense of responsibility, able to keep employee files confidential.

Section 3 Contents and Classification of Employee Files

Article 5 The contents and classifications of employee files are as follows:

1. Resume materials;

2. Autobiographical materials;

3. Identification, evaluation and inspection materials of employees;

4. Evaluate job skills and academic materials (including academic qualifications, degrees, academic achievements, training completion reports, skills assessment, performance appraisal, approval and other materials);

5. Political review materials;

6. Materials for joining the China * * * production party, the * * * youth league and the democratic parties;

7. Reward materials;

8. Handling materials;

9. Recruitment, labor contract, labor manual, transfer, employment, demobilization, job transfer, salary, insurance benefits, going abroad, resignation (retirement), resignation and other materials;

10. Other materials for the organization's reference.

Section 4 Collection and Preservation of Employee Files

Article 6 The materials formed by the changes of employees' situation and their investigation, assessment, training, rewards and punishments shall be collected, sorted and filed in time to keep the files true and complete.

Seventh filing materials must be complete, true, clear text, clear object, indicating the organizer and time.

Eighth filing materials must complete the formalities.

Article 9 Archival materials shall be written in block letters with a brush, a black or blue-black pen or a signature pen, and photocopies and carbon paper shall not be used.

Tenth, establish a good file room (cabinet) to meet the requirements of fire prevention, moth prevention, rat prevention, moisture prevention, theft prevention and leakage prevention.

Section 5 Access and Transfer of Employee Files

Article 11 Access to employee files must be based on a special "file reading" letter of introduction stamped with the official seals of party and government organs, people's organizations, enterprises and institutions, approved by the person in charge of human resources department and signed on the letter of introduction. The letter of introduction shall be kept by the file manager.

Article 12 The recommender shall be party member of two candidates. Check at the designated place, and the personnel in the file management position must be present.

Thirteenth employee files are generally not allowed to be checked out. If it is necessary to lend it out, the reason should be explained, and the person in charge of human resources department agrees to return it within a time limit, and it is not allowed to lend it out. At the same time, you must go through the formalities of borrowing and returning.

Article 14 No one may consult the files of himself or his immediate family members.

Fifteenth access to archives must strictly abide by the confidentiality system, and it is strictly forbidden to alter, read around, extract or replace archival materials. After consulting, the contents of the archives shall not be disclosed or published without authorization. Violators should be held accountable and severely punished.

Sixteenth reference or borrower shall not shoot or copy the contents of the file without authorization. If it is necessary to obtain evidence from the archives because of work, it must be approved by the personnel in the archives management position.

Article 17 When employees are transferred from the company, they should transfer their files to other units in time; After retirement, employees should hand over their files to the company's archives room for safekeeping; After the death of an employee, his file shall be kept by the Human Resources Department for one year and then handed over to the company's archives for safekeeping.

Eighteenth files should be handed over to supplement the transfer form and handle the transfer procedures.

Section 6 Supplementary Provisions

Article 19 These Measures shall be implemented as of the date of approval.

Twentieth of these measures are inconsistent with the relevant provisions of the superior, according to the provisions of the superior.

Article 21 The right to interpret these Measures belongs to the Human Resources Department, and the right to modify them belongs to the Company.