I want to ask for a workflow about the combination of guard management and attendance management.

I'll give you a document, and you can correct it yourself. 1. attendance 2. performance

1. attendance management system

1. purpose: to strengthen the management of labor discipline in the company and maintain the normal production and work order of the enterprise.

2. attendance range:

2.1 registered employees of the company.

2.2 employees who fail to attend work for special reasons must be approved by the general manager.

3. Attendance method:

3.1 The company implements the attendance method combining attendance machine swiping and department attendance;

3.2 The special person in the office is responsible for the attendance work, and the doorman cooperates with all departments to supervise and manage the attendance process. At the same time, the doorman undertakes the recording and reporting of employees' going out and asking for leave.

4. Time for punching in attendance:

4.1 Winter: 7: 5am to 11: 3am in day shift, 13: pm to 17: pm and 17: 3am to 23: 3am in night shift

Summer: 7: 5am to 11: 3am in day shift. 13: 3 to 17: 3 p.m. and 18: to 24: p.m.

5. Relevant regulations:

5.1 Attendance regulations

5.1.1 The office will prepare attendance card numbers for each employee, and they should queue up to swipe their cards every day when going to and from work. Everyone can only swipe their own attendance cards effectively. In case of entrusting people to swipe their cards or swiping cards for others, they will be given. Those who fail to punch in once will be fined 1 yuan.

5.1.2 those who are unable to return or forget to punch in when going out on business must fill out the trip sheet the next day to explain the reasons, and the employee himself will submit it to the doorman after being confirmed by the department head. If you don't fill out the exit form the next day, it will be regarded as not punching in.

5.1.3 employees must consciously abide by labor discipline, and never be late or leave early. 5 yuan will be deducted within 1 minutes for being late and leaving early, 1 yuan will be deducted within 1 hour, and so on; Double penalty for being late and leaving early without punching in. Leaving work early in the morning, being late for work in the afternoon, and leaving the post halfway are regarded as being late and leaving early.

5.1.4 absenteeism for three days in a row or six days in a month will be dismissed;

5.1.5 if you are absent from work for more than half a day, the bonus for that month will be cancelled;

5.1.6 Penalty standard for absenteeism

The number of absenteeism days is .5 days, 1 day, 1.5 days, 2.5 days and 3 days

The monthly salary (including piece rate) is deducted by 1%, 25%, 4%, 6%, 8% and 1%

5.1.7 Employees who hold cards must keep their time cards well. If it is not replaced in time after it is lost, the vacant attendance record will be regarded as no punching;

5.1.8 The office shall supervise, inspect and implement attendance work in an all-round way, coordinate and deal with problems in the work in time, and deal with serious violations of the system in time.

5.1.9 During working hours, chatting, eating and eating snacks are not allowed. Smoking is strictly prohibited in the factory except in the manager's office and the reception room of the sales department. Offenders will be fined 1 yuan once (smoking is allowed in the canteen during breaks).

5.2 procedures for asking for leave and going out

5.2.1 employees go out on business, or take sick or personal leave, and go through written leave formalities with departments (workshops) in advance. In special circumstances, oral leave will be made afterwards. 5.2.2 Leave for two days shall be signed by the workshop or department manager. If it is more than two days, the workshop staff must be approved by the production manager, and the continuous or continuous leave for more than two weeks must be reported to the office for approval. Other administrative personnel who leave for more than two days must be reported to the deputy general manager for approval. Technicians and middle-level cadres who leave for more than 3 days must be reviewed by the deputy general manager and approved by the general manager.

5.2.3 leave the company only after the leave application form is submitted to the guard on duty, and one day's salary will be deducted for one day's leave. Temporary leave (such as half an hour, one hour, etc.) will be deducted monthly. Those who leave their posts without going through the formalities of asking for leave shall be treated as absenteeism.

5.2.4 during working hours, if employees need to go out for business, they can only go out with the Out-of-Office Form signed by the department head, and cadres above the middle level need to be approved by the deputy general manager. If you go out without going through the formalities, you will be treated as leaving your post. The doorman on duty must truthfully record the employee's entry and exit, leave and various records, and report to the office for verification. If fraud or dereliction of duty is found, a fine of 5-2 yuan will be imposed;

5.3 Family visit leave, spring leave, marriage leave, funeral leave, maternity leave, salary, travelling expenses and reimbursement system

5.3.1 Middle-level cadres and professional and technical personnel (with intermediate titles) who have worked in this enterprise continuously for one year and their spouses live in other places can enjoy 15 days of family visit leave (including Sundays) every year, which can be divided into two vacations and the travelling expenses can be reimbursed once (. The salary for visiting relatives is paid as usual, and the bonus is implemented according to the Performance Salary Management System, which does not affect the benefit salary.

5.3.2 foreign employees (excluding the three districts and counties in Wenzhou) can enjoy 1 days of spring break during the Spring Festival, and their holiday wages will be deducted according to the bonus system. All foreign employees (including employees from counties outside the third district of Wenzhou) who have worked continuously in this enterprise for half a year (entered the factory before June 3 of that year) can visit relatives during the Spring Festival, and their travel expenses can be reimbursed for one trip. In-service, professional and technical, bachelor degree or above can be reported to travel back and forth.

5.3.3 The reimbursement of the travelling expenses for visiting relatives should be based on legal bills, and the journey is from Wenzhou to a certain city and county. The transportation expenses in the county and city are self-sufficient. The reimbursement standard is limited to the third-class cabins of trains, ordinary buses and ships, excluding local transportation expenses, and the overspending part is at your own expense; The vice president and chief engineer can apply for air tickets.

5.3.4 reimbursement procedures for visiting relatives: reviewed and registered by the office and submitted to the general manager for approval.

5.4 Marriage leave:

Employees of legal marriage age (men over 22 years old and women over 2 years old) are entitled to 3 days of marriage leave and 6 days of late marriage leave with their legal marriage certificates.

during the marriage leave, the salary will be paid as usual, and the bonus will be implemented according to the Performance Salary Management System, which will not affect the benefit salary.

5.5 bereavement leave:

employees whose spouses, parents or children have died may apply for three days' bereavement leave.

during the funeral leave, the salary will be paid as usual, and the bonus will be implemented according to the Performance Salary Management System, which will not affect the benefit salary.

5.6 Maternity leave:

Female employees comply with the family planning regulations, and the maternity leave is 9 days.

salary, performance salary and benefit salary shall be deducted by days.

5.7 sales field and other personnel travel, holidays compensatory time off system.

5.7.1 In principle, sales field personnel will not take compensatory time off after returning to the factory on holidays during business trip, but they can take compensatory time off if they learn to drive a car, get married or take sick leave. They must go through relevant formalities, first make a compensatory time off form, and if the cumulative compensatory time off exceeds 12 days with the approval of the department head, the department head will report it to the general manager of the company for approval; Exceeding the number of days shall be treated as personal leave;

5.7.2 The salary will be paid as usual during the compensatory time off, but the salary will be deducted if it exceeds the time limit, and it will be punished as absenteeism without authorization.

5.7.3 the specific attendance measures shall be assessed by the department, supervised by the doorman and implemented by the company office.

5.8 other after-sales service and technical personnel are on business trips, and overtime pay is calculated on holidays (except annual salary system), which is not in accordance with the above provisions.

5.9 this system was revised on February 9, 26 and implemented on February 13, 26.

ii. performance appraisal

basic analysis of performance appraisal in the first section

I. scope of performance appraisal

performance appraisal is to evaluate the performance, work ability, work attitude and personal morality of employees in the course of work, and use it to judge whether employees are commensurate with the requirements of the post.

performance appraisal formula: P=f (s, m, o, e). The meaning of each factor.

classification of performance appraisal: according to the nature of performance appraisal; According to the main body of performance appraisal; According to the work organization form of performance appraisal; According to the length of performance appraisal.

Second, the content of performance appraisal

The "attendance" (work attitude) and "performance appraisal" (work achievement) of the appraisal systems in Britain and America; Personal characteristics, work behavior and work results are three aspects of the assessment items of foreign enterprises.

China's civil servants' performance appraisal includes four aspects: morality, ability, diligence and achievement.

in the performance appraisal, it is necessary to establish the index system of appraisal items, determine the score distribution of each item, and stipulate the scoring standards of each item.

iii. Principles of performance appraisal

(i) Principles of fairness and justice

(ii) Principles of objectivity and accuracy

(iii) Principles of sensitivity

(iv) Principles of consistency

(v) Principles of stereoscopicity

(vi) Principles of feasibility

(vii) Principles of openness <

2. Select the assessment content and method.

3. Determine the assessment time

2. Make technical preparations

Performance assessment is a highly technical job. Its technical preparation mainly includes determining assessment standards, selecting or designing assessment methods and training assessment personnel.

iii. selecting appraisers

two factors should be considered when selecting appraisers.

Through training, examiners can master the assessment principles, be familiar with the assessment standards, master the assessment methods and overcome common deviations.

when selecting personnel, according to the requirements of the above two factors, various assessment candidates are usually considered.

IV. Collecting data and information

To collect data and information, we should establish a system related to the assessment index system and adopt various effective methods to achieve it.

methods of collecting information by production enterprises.

v. making analysis and evaluation

(1) determining the grades and scores of individual items

(2) synthesizing the results of various assessment sources of the same project

(3) synthesizing the assessment results of different projects

VI. Feedback of assessment results

(1) Significance of feedback of assessment results

(2) Feedback interview of assessment results <

Common assessment methods in the third section

I. Simple sorting method

(I) Meaning of simple sorting method

Simple sorting method is also called sequential method or sequential evaluation method, that is, the order of "1,2,3,4 ..." for a group of assessed objects according to certain standards.

the advantages and disadvantages of this method.

(II) Operation of simple sorting method

First, draw up the assessment items.

Step 2: Evaluate the appraisee for each item, and arrange the sequence.

Step 3, add up the ordinal numbers of each person's respective assessment items to get their respective ranking total scores and rankings.

second, the forced distribution method

(I) the meaning of the forced distribution method

the forced distribution method is a method of distributing the appraisees to various performance categories according to the pre-specified proportion. This method is based on the principle of statistical normal distribution, and its characteristic is that there are few people with the highest and lowest scores on both sides, and most of them are in the middle.

(II) Applicability of forced distribution method

III. Factor evaluation method

(I) Meaning of factor evaluation method

Factor evaluation method, also known as function evaluation method or evaluation scale method, is a method combining qualitative assessment with quantitative assessment.

the advantages and disadvantages of this method.

(2) Operation of factor evaluation method

(1) Determine the assessment items.

(2) the indicators are graded according to their advantages and disadvantages.

(3) training the examiners.

(4) Evaluate and score.

(5) Analyze, adjust and summarize the obtained data.

iv. Work record method

The work record method is generally used to assess the operational work of production workers.

the advantages and disadvantages of this method.

V. Management by Objectives

(I) Understanding of Management by Objectives

1. Meaning of Management by Objectives

Management by Objectives (MBO) is a comprehensive performance management method. Management by objectives was put forward by peter drucker, a famous American management master.

management by objectives is a two-way interactive process between leaders and subordinates.

2. Advantages of management by objectives

Management by objectives has many advantages and some limitations.

(II) Quantitative standard of objectives

Management by objectives should conform to the principle of "SMART" and its specific meaning.

(III) Implementation steps of the target management method

1. Determine the scope of work responsibilities

2. Determine specific target values

3. Review and determine targets

4. Implement targets

5. Summary

6. Assessment and follow-up measures

6. 36-degree assessment method

(II) Implementation method of 36-degree assessment method

First, listen to opinions and fill in the questionnaire.

Then, evaluate all aspects of the examinee.

on the basis of analyzing and discussing the assessment results, the two sides discuss and determine the performance target for next year.

(III) Advantages and disadvantages of the 36-degree assessment method

Section IV Performance management operations

I. Controlling assessment errors

Performance assessment errors can be divided into two categories: one is related to assessment standards, and the other is related to examiners.

(a) the assessment criteria. Including: the assessment standard is not rigorous and the assessment content is incomplete.

(2) Questions about examiners. Including: halo effect, lenient and strict tendency, average tendency, recency effect, primary effect, personal likes and dislikes, prejudice effect.

second, the handling of appraisal complaints

(1) the causes of appraisal complaints

(2) the main points of handling appraisal complaints

include: respecting employees' complaints; Treating assessment complaints as an interactive process; Focus on processing results.

3. Measures to improve performance appraisal

(1) Adopting objective appraisal standards

(2) Reasonable selection of appraisal methods

(3) Appraisal by those who know the situation

(4) Training appraisal staff

(5) Making the appraisal process and results public

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