Personnel management system

Handbook of personnel management system

catalogue

Chapter I General Provisions

Chapter II Recruitment and Employment

Chapter III Labor Contract

Chapter IV Personnel File Management

Chapter V Work Norms and Codes of Conduct

Chapter VI Attendance and Vacation

Chapter VII Employee Benefits

Chapter VIII Salary System

Chapter IX Performance Appraisal

Chapter X Training and Development

Chapter II XI Regulations on Rewards and Punishment

Chapter XII Internal Changes

Chapter XIII Resignation and dismissal

Chapter XIV Suggestions and Communication

Chapter XV Supplementary Provisions

Chapter I General Provisions

Article 1 In order to promote modern enterprise management, improve staff management level and strengthen corporate culture construction, the company formulates this system in accordance with relevant laws and regulations and in combination with the company's reality.

Article 2 The following employees refer to the employees formally employed by the company and the new employees during the probation period.

Article 3 All employees of the Company shall abide by the employee management system (unless otherwise stipulated by laws and regulations).

Chapter II Recruitment and Employment

Article 1 The Company adopts the employment system to manage employees. The basic policy is: according to the annual human resources planning, personnel dynamics and labor cost control objectives, ensure the quality of selecting and employing people, select qualified talents for the company, and make them meet the requirements of business development.

Article 2 The selection and employment shall follow the four principles of justice, fairness, equal competition and avoidance of relatives.

Article 3 When a company recruits employees, the employing department puts forward a personnel demand plan and applies for recruitment with the Manpower Demand Application Form approved by the general manager. The administrative human resources department issues recruitment information in a unified way according to the requirements of the position analysis manual, and handles internal selection, deployment or external recruitment procedures.

Article 4 Recruitment shall follow the principle of "internal recruitment and deployment first, then external recruitment" to reduce and reduce external recruitment expenses.

Article 5 The applicant shall provide the application materials and relevant certification materials to the administrative department of human resources. The administrative human resources department and the employing department jointly determine the candidates to be hired and the recruitment assessment methods, and the administrative human resources department arranges and organizes the recruitment interview assessment.

Article 6 Applicants participating in the interview assessment shall fill in the relevant forms and complete the interview assessment according to the procedures specified in the forms. The administrative human resources department reserves the right to investigate and verify the examiner's work experience and personal background.

Article 7 The interview assessment process is divided into three parts according to needs. The first part is the preliminary examination of the administrative human resources department (completing the assessment of the identity, education and post qualifications of the candidates); The second part, the employer interviews (completing the vocational qualification examination); The third part, the administrative human resources department arranges a second interview to complete the candidate qualification review. For the recruitment of important positions, the general manager should make the final interview assessment. The assessment consists of the following contents: 1) appearance, accomplishment and conversation; 2) Job hunting motivation and job expectation; 3) Responsibility and spirit of cooperation; 4) Professional knowledge and skills; 5) Relevant working experience; 6) Quality evaluation; 7) Increase the written test when necessary.

Article 8 The specific procedures refer to the recruitment interview procedures.

Article 9 The administrative human resources department shall notify the external candidates who have been approved for probation and arrange for them to go to the designated hospital for physical examination (valid physical examination certificate can be provided within one week after joining the company). Those who pass the physical examination should go through the entry formalities at the administrative human resources department within the prescribed time limit, otherwise it will be regarded as refusal to hire.

Article 10 When applying for a job, you must provide your ID card, education certificate, professional title certificate, post qualification certificate, English grade certificate, marriage certificate, certificate of marriage and childbearing of floating population, certificate of termination of labor contract with the original unit, certificate of social security of the original unit, recent medical examination report and recent bareheaded photos, and fill in the employee registration form and confirm it by the company system in person. If the above information is incomplete, the entry formalities shall not be handled. If it is really necessary to postpone the submission due to special reasons, the materials shall be submitted within 2 weeks after the approval of the company's leaders, otherwise it will not be retained or dismissed.

Article 11 When the personal data is changed or supplemented as follows, it shall be notified to the administrative human resources department of the company in time to ensure the rights and interests related to you:

(1) Home address and telephone number;

(2) marital status;

(3) the birth of children;

(4) Contact person in case of accident or emergency;

(5) graduated from training or advanced studies.

Article 12 The company reserves the right to review the personal data provided by new employees. If it is false, it will be deleted immediately. And compensate the company for all the expenses of recruiting the employee.

Article 13 After receiving the employment notice, you should report to the administrative human resources department of the company on the specified date. If it cannot be carried out as scheduled for some reason, you should get in touch with the relevant personnel and re-determine the registration date. The registration procedure includes:

(1) induction training;

(2) Go through the registration formalities and get time cards, office supplies and materials;

(3) Meet with department heads and accept work arrangements;

(4) sign a probation contract

Article 14 All newly hired employees of the company are on probation from the date of employment, and the probation period is generally 3 months. However, for special positions such as technology and business, the probation period can be appropriately extended to 6 months. In case of good performance and outstanding work performance, the employing department may submit a written application, which will be approved by the administrative human resources department according to the assessment and submitted to the general manager of the company for approval to shorten the probation period. On the contrary, with the approval of examination and approval, the probation period may be extended, but the longest probation period shall not exceed six months. During this period, if you feel that the actual situation and development opportunities of the company are far from your expectations, or you decide to leave your job for other reasons, you can resign and go through the resignation procedures according to regulations. Accordingly, if the new employee's work fails to meet the requirements, the company will also terminate the probation period.

Article 15 Those who pass the probation period and the employees have passed the pre-job training can receive the performance evaluation report of the employees during the probation period from the administrative human resources department, and the person in charge of the probation period will sign the opinions, which will be reported to the administrative human resources department after being audited by the superior supervisor in charge of the business. The administrative human resources department shall report to the general manager for approval.

Sixteenth specific procedures refer to the trial and confirmation procedures.

Seventeenth in principle, you can't ask for leave during the probation period. If you really need to ask for leave, the time for becoming a full member will be postponed. If you leave for more than one month, you will leave automatically.

Article 18 During the probation period, the company will assign induction guidance to help new employees receive on-the-job training. The duties of the induction guide include introducing the functions and personnel of the department, explaining the work contents, procedures and standards, helping new employees understand the relevant rules and regulations of the company and arranging the training time for new employees. Any specific work-related matters, such as determining office space, collecting office supplies, using office equipment, dining, company dormitory, etc. , please refer to the induction guide.

Chapter III Labor Contract

Article 1 Labor contract management is the standardized management of the labor relations between the company and employees and the rights and obligations of both parties. The management of the company's labor contract includes the conclusion, performance, alteration, dissolution, termination and dispute resolution of the labor contract. The management process must reflect the company's personnel policy and conform to the provisions of the labor law.

Article 2 The company and employees shall sign labor contracts on the basis of equality, voluntariness and consensus, establish labor relations according to law, and ensure the validity of labor contracts. The labor contract shall have legal effect immediately after it is concluded according to law, and the employees of the company shall fully perform it.

Article 3 All employees employed by the Company (including probation period and technical examination period) shall sign labor contracts and other mutually agreed agreements with the Company, and make them clear in the contracts.

Article 4 A labor contract must be signed by the company and the parties themselves, and no one else may sign it. The labor contract is made in duplicate, one for each party.

Article 5 The company implements the employment system for employees, with the employment period of one year, that is, the term of the labor contract is also one year (including the probation period).

Article 6 Components of a labor contract: labor contract, confidentiality contract, contract annexes and relevant contents stipulated in the contract annexes stipulated by the government labor department.

Chapter IV Personnel Files

Article 1 Personnel files are records of employees' past background and present situation, and all employees shall establish personnel files. Personnel files are managed by the Human Resources Department.

Article 2 Ordinary employees shall not borrow other people's personnel files. The department manager or superior supervisor can borrow the files of employees in this department, and the files of other departments at the same level can only be borrowed after the approval of the general manager.

Article 3 To borrow personnel files, you must go through the borrowing procedures and return them within the specified time. The borrowing time is one day.

Article 4 Personnel file managers shall be responsible for the authenticity and integrity of employee files, do a good job in the collection and filing of files, and keep the personal data of employees confidential.

Article 5 If there is any change in the employee's personnel file, the party concerned shall notify the administrative human resources department within seven days:

1) address and telephone number; 2) marital status; 3) having children; 4) Contact person in case of accident or emergency; 5) Graduation from training or advanced studies.

Article 6 The personnel files of employees shall include the following contents:

I. Recruitment materials

1, job registration form 6, education, degree certificate (copy)

2, interview evaluation table 7, marital status or family planning certificate

3. Notice of trial 8. Professional title certificate, post qualification certificate and special type of work operation certificate.

(copy)

4. ID card (copy) 9. The physical examination form is valid for half a year.

5. Labor contract 10, resignation certificate of the original unit.

Second, employment information

1, probation assessment registration form

2, employee salary adjustment list

3. Evaluation record form

4. Reward record

5, violation record form

6. Internal transaction records

Third, the resignation information

1. Notice of Application for Resignation or Termination of Labor Contract

2, employee business handover list

3, employee administrative handover list

4. Salary statement

Seventh staff and graduates transfer accounts of personnel file management:

First, the file has changed.

1. I apply in writing to explain my specific situation;

2. The manager of the applicant's department signs an opinion, and the human resources department verifies the applicant's situation and reports it to the general manager for approval;

3. The Human Resources Department handles relevant transaction procedures.

Second, the file storage

1. The place where archival materials are stored should be clean and solid;

2. There are tools and measures for fire prevention, theft prevention, moisture prevention and insect prevention;

3, regularly check the file placement and safety measures, found that the problem is solved in time.

Third, access to personnel files.

1. Personnel files can be consulted except for the following situations: salary adjustment, job title evaluation, job transfer, appointment and removal, political review, organizational treatment, promotion of job title, joining the Party and going abroad;

2, access to personnel files, the file content should be strictly confidential;

3, are not allowed to circle on the material, alter, destroy, cancel, take pictures, copy, etc.

4. Personnel files are generally not checked out. If it is really necessary to check out due to special circumstances, it should be approved by the general manager.

Fourth, the transmission of personnel files.

1. Send the personnel files outside the city by express mail or registered mail. In principle, I am forbidden to carry them or send them by ordinary mail.

2, the city's personnel files, extracted by the letter of introduction appointed by the other unit.

Chapter V Work Norms and Codes of Conduct

Article 1 Employees shall abide by all rules, regulations, notices and announcements of the company.

Article 2 Work specifications:

1, be loyal to their duties, obey the leadership, and must not be partial or perfunctory.

2. Do not engage in business similar to or related to the company's position, and do not concurrently hold other company positions.

3. Without the authorization and approval of the general manager of the company, employees shall not engage in the following activities other than their daily work:

(1) inspect, negotiate and sign contracts in the name of the company;

(2) Providing guarantees and certificates in the name of the company;

(3) to express opinions and news to the news media in the name of the company;

(4) Attend public activities on behalf of the company.

4. Do not violate the organizational principles, maliciously attack or falsely harm the company and colleagues behind their backs, commit perjury, create troubles and affect labor relations.

5. Don't reveal business post secrets or engage in corruption and fraud under the guise of authority, and don't accept entertainment or cheat in the name of the company.

6. During work, employees are not allowed to receive relatives and friends or visitors without approval. If it is really necessary to receive visitors because of important matters, it shall be approved by the competent person, and it shall not exceed fifteen minutes at the designated place and time.

7. Do not bring contraband, dangerous goods or articles unrelated to production into the workplace.

8. Do not take public property (including production materials and copies) out of the company; Do not damage, copy or transfer the company's commercial and technical information.

9. Without the permission of the supervisor or person in charge, it is forbidden to enter the computer room, warehouse and other places that are forbidden to enter, and it is not allowed to leave the post at will during working hours. If you need to leave, you should ask the supervisor's permission before you leave.

10. In business management activities, employees shall not ask for or accept the benefits of business affiliates, otherwise it will constitute bribery.

1 1. Employees should not neglect to delay before starting work, but should concentrate on their work; During working hours, it is forbidden to read magazines, newspapers and smoke, so as to improve work efficiency and prevent danger.

12. Employees should work together and help each other in the same boat. It is not allowed to make noise, fight, strike up a conversation, gather people to gamble, chat with each other, gossip or disturb the order in the office area or dormitory.

13. In the employee's external business contact activities, any kickback or commission legally given by the business affiliated unit shall be turned over to the company as non-operating income or cost reduction, and personal misappropriation shall be punished as corruption.

Article 3 Code of Conduct:

1, instruments and clothing should be kept clean, generous and decent.

2. stick to your post. If you need to go out to work or leave your post due to other circumstances, you need to ask the competent leader for permission and fill in the resignation record at the front desk before leaving.

3. Pay attention to maintaining the environmental sanitation of the work area, as well as office supplies, equipment and devices every day. It should be placed neatly.

4. Pay attention to courtesy when using the telephone, and use concise language. Don't answer or make phone calls at the front desk.

5. Carry out business work, try to make a long story short, and don't occupy the company phone for a long time (more than 5 minutes) or many times, resulting in poor communication; For those who have opened long-distance calls due to work needs, they are not allowed to make private long-distance calls. Once found, they will be punished twice.

6. During working hours, it is not allowed to lie down for a long time or many times, eat, visit websites unrelated to work, or neglect work in other ways.

7. Take good care of the company's property, including computer equipment, office supplies, office furniture, books and materials, flowers and trees, etc. If defects are found under abnormal conditions, employees should pay full compensation.

8. It is strictly forbidden to use company resources such as photocopiers and fax machines to engage in things unrelated to work.

9, should pay attention to saving energy, turn off the lights, air conditioning, turn off the computer in time when you get off work, and log off the line in time after the online query data is completed.

10. Employees are not allowed to stay in the company for a long time after work, and are not allowed to stay in the company for no reason. Please leave the company before 22:00 every day in order to strengthen the safety of the company.

Article 4 We must constantly improve our work skills in order to improve our work and improve our work efficiency.

Article 5 Every employee must know that only by working hard and improving their quality can they improve and improve their welfare, so as to achieve the goal of mutual cooperation and mutual benefit.

Article 6 Supervisors at all levels, heads of departments and companies at all levels must pay attention to their own self-cultivation, lead employees to improve their work enthusiasm and satisfaction, and make employees feel safe in their careers.

Seventh violation of the "work norms and codes of conduct" will be regarded as a serious violation of discipline; Those who cause economic losses to the company due to violation of the work code and code of conduct will be investigated for economic compensation and administrative sanctions according to the seriousness of the case; If it is suspected of breaking the law, the company has the right to ask the judicial organs to investigate its criminal responsibility.

Article 8 In order to reflect the overall image of the company, employees should abide by the work norms and codes of conduct. When it is not clear whether their behavior violates this Code, the parties concerned should consult the administrative human resources department or the company leader.

Chapter VI Attendance and Vacation

Article 1 Except for the general manager, deputy general managers and employees with irregular working hours, all employees shall clock in personally, and shall not entrust or entrust others to clock in, otherwise both parties will be treated as absenteeism for one day.

Article 2 The company implements the fifth grade, and the attendance time on weekdays is: 8: 30 am-12: 00 am, and 1:30-5:30 pm. Punch in and out of work four times every working day. Punch in and out of work at noon is not allowed to be continuous, with an interval of 30 minutes, otherwise it will be treated as forgetting to punch in.

Article 3 Attendance and handling of employees.

First, be late and leave early

1. Employees are required to get to and from work on time. Considering the traffic problems at work, those who arrive 10 minutes after the start of work hours are considered late.

2. Being late or leaving early for no reason within 30 minutes to 60 minutes will be punished as absenteeism for half a day; Being late or leaving early for more than 60 minutes without reason will be punished as absenteeism 1 day. However, except for going out on business or asking for leave and signed by its subordinate departments and administrative human resources department.

3. If you forget to punch in at work, it will be deemed as attendance on the same day at the latest the next morning after being certified by the department head and signed by the administrative human resources department.

Second, absenteeism

1. Those who fail to take leave after the expiration of the leave period or are absent from work after extended leave shall be treated as absenteeism.

2. Those who go out privately or don't punch in or sign cards during working hours will be treated as absenteeism for half a day at a time.

3. Those who entrust others to write or forge attendance records, once found to be true, will be treated as absenteeism for one day at a time.

4. Being late and leaving early for three consecutive times is treated as one day of absenteeism, and so on.

5. Those who have been absent from work for three consecutive days without reason, or absent from work for five days in a month without reason, or absent from work for one year 10, will be dismissed and will not be dismissed.

Third, deal with

1. Those who forget to punch in and fail to sign in in time will be fined each time 10 yuan;

2. Continuous punching fine 10 yuan;

3.30 minutes for being late or leaving early 10 yuan;

4. If the employee is absent from work, he will be fined for two days if he fails to pay wages and allowances for the day.

Article 4 Except Saturday and Sunday, employees are entitled to statutory holidays: New Year's Day, Labor Day, National Day, Lunar New Year or other holidays stipulated by laws and regulations. The specific number of days will be notified separately according to the municipal government and the company. Wages and allowances will be paid as usual during the holidays.

Article 5 Holidays:

I. National legal public holidays

1) New Year's Day;

2) Spring Festival;

3) Labor Day;

4) National Day.

If the above holidays fall on Saturday and Sunday, the working days will be compensated, and the specific adjustment date will be handled according to the actual situation; National statutory public holidays are paid public holidays.

Second, marriage leave.

1) employees can enjoy 3 days of marriage leave when they get married. If the married couple don't work in the same place, they can be given travel leave according to the distance.

2) Divorced and remarried people do not enjoy marriage leave.

3) Marriage leave must be applied with a marriage certificate within half a year after receiving the marriage certificate, and those who have not received it for more than half a year can enjoy marriage leave.

Third, bereavement

Employees' immediate family members (parents, spouses, children and spouses' parents) can be given 3 days' funeral leave, while non-immediate family members can be given 1 day. Need to go to other places to arrange funeral, can be given distance leave according to the distance.

Four. maternity leave

The basic maternity leave for female employees is 90 days, with late childbirth 15 days; Increase maternity leave by 30 days during dystocia; For multiple births, the maternity leave will be increased by 15 days for each additional baby; Provide one-child certificate, plus 35 days; Spouses of male employees can get 3 days of nursing leave during maternity leave. Male is 26 years old, and female is 24 years old or older.

Verb (short for verb) sick leave

If an employee needs hospitalization due to illness or non-work-related injury, he/she will be given a medical treatment period of 3 to 6 months according to his/her medical record, hospital certificate and working years in the company. Those who have worked in the company for less than five years are three months, and those who have worked for more than five years are six months. Those who have not fully recovered after the medical treatment period will be treated as personal leave. During medical treatment, the company shall pay sick pay according to the following standards:

(a) 60% of the basic salary if the service is less than five years;

B) For those who have worked for five years but less than ten years, 70% of their basic salary;

C) 80% of the basic salary for those who have worked 10 years or more.

Sixth, public injury leave

Employees who are injured due to work or performing official duties can enjoy public injury leave. Wages and allowances for public injury leave are paid as usual, and medical expenses are paid by social security institutions. Those who have not fully recovered after the prescribed medical treatment period shall be treated as sick leave.

Article 6 Employees shall enjoy basic salary during marriage leave, funeral leave, maternity leave and nursing leave.

Article 7 Except for Article 1 and Article 6, the above-mentioned employee leave regulations are only applicable to regular employees of the company, and probation employees and temporary workers will not be implemented.

Article 8 Procedures and examination and approval authority for employee's leave: within three days (including three days), it shall be examined and approved by the relevant department manager and reported to the Human Resources Department for the record; In addition to the approval of the department manager, it needs to be reported to the general manager for approval for more than three days. In principle, the company is not allowed to take more than five consecutive days off.

Article 9 When employees take vacations, they should arrange their work the day before and fill out a vacation form. They can leave their jobs only after they have completed it according to the provisions of Article 7, otherwise they will be treated as absenteeism. However, if it is too late to ask for leave in advance due to emergencies or acute diseases, you should ask for leave from the department manager or the administrative human resources department by telephone or other means quickly, and go through the leave formalities according to the regulations when you return to work, otherwise it will be regarded as absenteeism.

Article 10 The company advocates completing fixed tasks within normal working hours, and overtime work shall not be counted; When overtime is required to complete the fixed overtime, it can be worked after 9:30 pm and one hour late for work the next day after confirmation by the department manager.

Eleventh leave formalities must be sent to the information department for the record in the month. Otherwise, handle attendance according to the attendance card record.

Twelfth business attendance in accordance with the "business management measures".

Chapter VII Employee Benefits

Article 1 Employee account transfer:

1. Regular employees can apply for account transfer by themselves or be recommended by the department.

2. The administrative human resources department understands the transfer intention and file account of the transferred personnel, and after passing the preliminary examination of the employees' own conditions according to the requirements of the personnel bureau or the labor bureau in that year, fills in the transfer application form and submits it to the general manager for approval.

3. The application of the centralized staff of the administrative human resources department is reported to the second year recruitment plan of the Personnel Bureau in June 5438+February every year.

4. Please refer to "Transfer Process" for the specific workflow.

Article 2 Handling of social security:

1. According to the relevant regulations of the government, the company provides employees with relevant social labor insurance, including pension insurance, medical insurance, work injury insurance and maternity insurance.

2. The company will handle social labor insurance for the full-time employees who have completed the probation period (according to the government's regulations on social labor insurance, employees who have reached the age of 50 for women and 60 for men will stop handling social labor insurance).

3. The insurance premium shall be paid by the company and employees according to the proportion stipulated in relevant policies. During the probation period, the company will not bear the social labor insurance fee.

4. During the probation period, employees need to link up with their original social labor insurance and can apply for it. After examination and approval, it shall be handled by the administrative human resources department, and the expenses shall be borne by the employees themselves.

5. The administrative human resources department of the company is responsible for handling social labor insurance for employees. Before 0/5th of each month/kloc-,the company shall record the increase, base change or termination of the company's personnel by itself, and submit it to the Social Labor Insurance Bureau after being approved by the general manager.

6. Social labor insurance base:

A. Full-time employees of the company will be insured according to the enrollment base of the current year after the probation period expires.

B. The adjustment time of the insured base and floating quota is the unified adjustment time announced by the Social Insurance Bureau every year.

7. Please refer to the social security process for the specific workflow.

Article 3 Commercial insurance

The company insured accident insurance of 654.38 million yuan and accident medical insurance of 3000 yuan for regular employees.

Article 4 Staff quarters

1. The company provides good accommodation for its employees.

2. New employees can apply to stay in the company dormitory within 15 working days. Fill in the application form, and after approval, they will arrange accommodation in a unified way.

3. Employees' utilities, cleaning fees, solar energy (hot water), cable TV fees and management fees are deducted from their salaries every month.

4. Dormitory employees who resign or leave for other reasons need to check out within one week.

5. See the dormitory management process for details.

Article 5 Handling of certificates

1. Handling of temporary residence permit:

1. The company applies for temporary residence permits for official non-registered employees.

2. New employees should apply to the administrative human resources department one week in advance, and those who continue to work should apply to the administrative human resources department at least 1 month after the temporary residence permit expires.

3. The centralized processing date of the administrative human resources department is 5th of each month.

4. The applicant shall submit 3 photos of the temporary residence permit, a copy of the original ID card and temporary residence permit, and a certificate of marriage and childbearing of the floating population to the administrative human resources department.

5. For the specific workflow, please refer to the temporary residence permit processing process.

2. Handling of Hong Kong and Macao Pass:

1. Employees who travel to and from Hong Kong and Macao for business needs should apply to the administrative human resources department before April each year, and the administrative human resources department will report the indicators of Hong Kong and Macao passes and the roster of personnel to the Municipal Public Security Bureau for the record.

If there are no registered personnel, you can't apply for Hong Kong and Macao certificates this year.

3. The renewal personnel shall submit the renewal opinions to the administrative human resources department 17 working days before the expiration, and return the Hong Kong and Macao certificates.

4. Please refer to the "Hong Kong and Macao Pass Handling Process" for the specific workflow.