How to write the human resources control program for a group company?

The format is as follows:

XX Co., Ltd. Management Standard

QG/XXQP6201-2003

Human resources control program replacement: QG/XXQP6201 -2002

1. Purpose

Stipulate the ability requirements for corresponding positions and conduct training for personnel related to product and service quality to ensure that

they have the necessary Qualifications and abilities to perform the job.

2. Scope of application

This program is applicable to the requirements for the job capabilities of relevant personnel; the formulation and implementation of training plans; confirmation of training effects

; training Assessment and related file management; this program is suitable for the training of all personnel related to project quality in the company.

3. Responsibilities

3.1 Company Human Resources Department

——Responsible for determining the company’s job descriptions and employee training outline;

—— Responsible for the formulation and implementation of the company's training plan, and the review and approval of emergency training plans for relevant majors;

——Responsible for company personnel assessment, training file management, training implementation and training effect evaluation;

— - Submit a comprehensive report to the management review on the development of the company's human resources.

3.2 Heads of each department

——Responsible for assisting the Human Resources Department in determining the knowledge background and technical ability requirements for relevant positions in the department;

——Responsible Propose a training demand plan to the human resources department on an annual basis;

——Responsible for proposing professional emergency training plans to the company's human resources department,

——Responsible for assisting the human resources department in personnel assessment and Verify the training effect.

3.3 General Manager

——Responsible for approving the company’s “Annual Employee Training Plan” and “Employee Job Descriptions”.

4. Work procedures

4.1 Determination of job description

——Each department is responsible for assisting the Human Resources Department in determining the job description;

——Job descriptions are regularly reviewed by the Human Resources Department in order to update training needs (such as new customer needs, new technological developments, deficiencies discovered during work, etc.);

4.2 Determination of training needs< /p>

——The company’s human resources department determines the knowledge background and technical ability requirements of relevant positions based on job descriptions; determines the training needs to comprehensively improve the comprehensive quality of employees;

——Integration with company leaders Determination of training requirements for company development;

——Determination of training needs by each department based on business work and employee requirements;

——New employees and important positions (sales and service) personnel, personnel who are required to hold certificates and personnel who are re-employed, etc.) Determination of pre-job training needs.

4.3 Training plan preparation

——Each department submits a training demand plan (including department and individual expectations) to the company’s human resources department on an annual basis. Based on the requirements of superiors and company leaders, the company The Human Resources Department coordinates and balances the "Job Description", formulates the company's annual training plan, and implements it after approval;

——Temporary professional emergency training plans are submitted to the company's Human Resources Department for review by each department based on temporary circumstances;

——Before each training, the Human Resources Department or relevant departments will formulate a training implementation plan (or notice) and confirm the training subjects, teaching materials, teachers, environment, objects and assessment methods;

4.4 Training implementation

——According to the training implementation plan (or notice), the training application or plan proposing department is responsible for implementation;

——The training implementation method can adopt the methods of going out and Please come in to combine, self-organized and jointly organized. General general training is conducted in a self-organized manner, and special professional training is implemented by various departments through entrustment;

——Training implementation and content can include awareness Combining with ability training, basic and special training;

——Before the implementation of each self-organized training, the company’s human resources department will review the training personnel, teachers, class schedule,

Teaching content, teaching materials, conditions and environment, lecture requirements and methods of inspecting training effects should be specified in detail, and relevant departments and personnel should be notified.

4.5 Training effect evaluation

——The company’s human resources department can observe and record the training effect during the training;

——The human resources department The effectiveness of the training should be understood from various departments;

——Arrange examinations after training if necessary;

——For personnel with job qualification requirements, they should be trained first and obtain Will start work after qualification is confirmed.

4.6 Training Management

——The company’s human resources department should establish employee training files to record and save employee training, education, skills and experience for job adjustment and performance appraisal. basis;

——For training courses with poor training results, corrective and preventive measures should be taken, such as adjusting training methods

and content;

——The company's human resources department regards training as an important part of human resources management, which should be summarized regularly and submitted to management for review.

4.7 Provisions for personnel who must confirm their qualifications to take up the job

——Operation types involving personal safety and equipment safety: motor vehicle drivers, electricians, etc.;

< p>——Operators who affect project quality: inspectors, construction quality verification personnel, etc.;

——Positions that must have certain professional technical knowledge and management skills: project engineers, design review and review personnel, Internal auditors, etc.

5 Related/Supporting Documents

XXQP4204 Quality Record Control Program

XXWS6101 Job Description

6. Quality Records

XXQR6201 Employee Assessment and Evaluation Form

XXQR6202 Training Sign-in Form

XXQR6203 Employee Training Registration Form

XXQR6204 Annual Employee Training Plan

Human resources control procedure of a property company in Zhengzhou

Human resources control procedure

1.0 Purpose

Rationally develop, reserve and utilize human resources, allocate corresponding personnel, and train and improve The working ability of all employees and the manpower needs to complete the company's development strategy.

2.0 Scope

All current employees of the company and those in need of positions.

3.0 Responsibilities

3.1 The deputy general manager is responsible for organizing the entire process of personnel, labor, training, and assessment work, and all relevant

departments cooperate in implementation.

3.2 Responsibilities of the Human Resources Department:

3.2.1 The Human Resources Department prepares the company’s position and staffing plan and job recruitment plan, and organizes them according to

the company’s development needs Recruit people who meet the criteria.

3.2.2 The Human Resources Department is responsible for the overall arrangement of the company's employee training and formulates the company's "Annual and Quarterly Training

Plan". Each department cooperates with the implementation and is responsible for the job routines of employees in the department. training and keep relevant records.

3.2.3 The Human Resources Department is responsible for formulating the annual, semi-annual and monthly performance appraisal plans for the company's employees. All departments cooperate with the organization and implementation, and are led by the company's "Appraisal Leading Group" to keep relevant records.

3.3 Each department is responsible for providing recruitment plans for personnel in demand and filling out the "Recruitment Form for Personnel in Demand" and "Annual and Quarterly Training Plans".

4.0 Work Procedures

4.1 Personnel:

4.1.1 The Human Resources Department prepares the "Annual Position and Staffing Plan" based on the company's development each year. /p>

Organize and implement after reporting to the general manager for approval.

4.1.2 Each department proposes job requirements and fills out the "Job Requirements Personnel Recruitment Form" and submits it to the vice president in charge for review. After approval by the company's vice president in charge, the Human Resources Department will organize and implement it.

4.2 Training

4.2.1 The Human Resources Department shall allocate human resources according to the job requirements and the "Responsibilities and Position Descriptions".

4.2.2 The Human Resources Department organizes the preparation of the "Annual and Quarterly Training Plan" based on the work characteristics of each position, and organizes and implements training for managers and employees (in the form of internal training, external training, etc.) .

4.2.3 For newly hired employees, the Human Resources Department will prepare a "New Employee Training Plan

according to the characteristics of each position and carry out the "Employee Handbook" and "Management System" ", "Personnel Regulations" and "Labor Regulations", and conduct training examinations, and the results will be recorded in my "Training File".

4.2.4 Each department organizes its personnel to conduct relevant professional job training according to work needs and job characteristics.

4.2.5 External training for each position shall be carried out by each department according to relevant professional training notices, reported to the deputy general manager for approval, uniformly filed by the Human Resources Department, and implemented after approval by the management representative; after the external training is completed , the Human Resources Department will archive relevant information in a unified manner.

4.2.6 Employees must confirm their “education, training, skills, and experience” before taking up the job. If they fail to meet the job requirements, they must be approved by the general manager before they can take up the job.

4.3 Assessment

4.3.1 The Human Resources Department formulates the "Annual and Monthly Performance Appraisal Plan" and submits it to the supervisor for review, and all departments

will cooperate with the organization for implementation.

4.3.2 When there is a major personnel change in the company, the Human Resources Department shall submit a "Personnel Change Report"

to the internal review meeting for review and processing.

4.3.3 When company personnel appear: 1) dismissal of personnel 2) employee resignation 3) internal transfer of employees, they must be reported to the general manager for approval before implementation.

4.4 Work Plan

4.4.1 The Human Resources Department will formulate the corresponding "Full-year, Half-year, and Monthly Evaluation Plans"

and "Weekly Work Evaluation Plan" according to the actual work situation. Plan" and submit it to the management representative and the deputy general manager for approval; after the work plan is approved, it will be organized and implemented by the Human Resources Department.

4.4.2 The Human Resources Department should record the work of each department, prepare a "Monthly Human Resources

Research Report" accordingly, and review the findings of each department's evaluation Take corrective measures to solve the problem,

request the responsible department to make corrections.

5.0 Record Management

5.1 "Annual Position and Staffing Plan" (saved for three years)

5.2 "Full-year, half-year, and monthly evaluation plans" (saved Three years)

5.3 "New employee training plan" (stored for three years)

5.4 "Training plan for current employees" (stored for three years)

5.5" Monthly Human Resources Work Research Report" (saved for three years)

5.6 "Personnel Change Report" (saved for three years)

6.0 Related Documents

6.1" Internal Quality Audit Procedures" QP-02

6.2 "Management Review Control Procedures" QP-03

6.3 "Human Resources Department Training Work Outline" WI-0901

6.4 "Position Description of Responsibilities" WI-0902

7.0 Attachment

7.1 "Recruitment Form for Job Requirements" Fm-0901

7.2 "Annual and Quarterly Training Plan" Fm-0902

7.3 "Monthly and weekly work plan" Fm-0903

7.4 "Monthly employee performance evaluation form" Fm-0904

7.5 "Monthly Manager Performance Appraisal Form" Fm-0905

7.7 "Monthly Attendance Summary Form" Fm-0907

7.8 "Employee Leave Approval Form" Fm-0908

7.9 "Employee Regularization Approval Form" Fm-0909

7.10 "Special Leave Application Form" Fm-0910

7.11 "Employee Resignation and Resignation Procedures Fm-0909" -0911

7.12 "Employee Resignation Approval Form" Fm-0912

7.13 "Position Addition Application Form" Fm-0913

7.14 "Employee Transfer Notice" Fm-0914

7.15 "Training Sign-in Form" Fm-0915

7.16 "Position Employee Recruitment Interview Rating Form" Fm-0916

7.17 "Monthly "Performance" Assessment" Score Summary Table" Fm-0917

7.18 "Year and Month Training Plan" Fm-0918

7.19 "Training Plan" Fm-0919

7.20 Employee Training File Record Form》 Fm-0920

7.23《Year and Month Manager Performance Appraisal Score Summary》 Fm-0924

7.24《Year and Month Employee Performance Appraisal Score Summary》 Fm -0925

7.25《Employees

Checklist for handing over information on resignation and resignation》 Fm-0928