-
人
力
资
源
工
作
流
程
< br>手
册
双
语
版
人力资源工作流程手册双语版
Human Resource Management Manual
Chapter One
General/
总则
1.1 To achieve the
following objectives in HR Management:
公司在人力资源管理方面致力于达成以下目标：
·
To
build an advanced human resource management
system, reflects the development
of
human resources is the core of the company's
management philosophy, in the use
of
training and staff development, staff development
with the enterprise.
构筑先进合理的
人力资源管理体系，
体现人力资源是公司发展核心的管理理念，
在使用中
培养和开发员工，使员工与企业共同成长。
·
Keep all
departments in the uniformity
on
HR systems and
procedures. Maintain the
professional
standards and ethical standards in HR
systems.
保持公司内部各部门在人事制度和程序的统
一性和一致性。
保持人力资源系统的专业水平
和道德标准。
·
Ensure
all
the
HR
regulations
are
according
with
the
China
laws
and
rules
of
local
government.
保证各项人事规章制度符合国家和地方的有关规定。
·
The manual will
be edit and improvement continuously in the
future.
本手册将根据实践的发展不断充实和修订。
Chapter Two
HR
Department’s Duty/
人力资源部职责
2.1
Core
functions: as a company human resources
management, selection, allocation,
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development, testing and training
company for all kinds of personnel, develop and
implement various policies and staff
salaries & benefits and employees
’
career plan,
mobilize the enthusiasm of
employees, potential employees excited ,
responsible for the
company
’
s
continued long-term development.
核心职能：作为公司人力资源的管理部门，选拔、配置、开发、考核和培养公司所需的各< p>
类人才，制订并实施各项薪酬福利政策及员工职业生涯计划，调动员工积极性，激发员工< p>
潜能，对公司持续长久发展负责。
2.2
Work
Responsibility/
工作职责
·
HRMS’S Build
ing
and management/
制度建设与管理
ˉ
Formulate the HR
regulations, HR procedure, and then implement,
monitor it.
制订公司人事管理制度，工作流程，贯彻、监督制度和流程的
落实。
ˉ Make the company’s
annual personnel demand plan.
编制公司年度人员需求计划、及年度人员编制计划；
ˉ Research the pay level regularly,
provide reference for decision
-making.
定期进行市场薪酬水平调研，提供决策参考依据；
ˉ Help employees to do a
good job in career plan.
指导、协助员工做好职业生涯规划。
·
Human resource
management
/
人事管理
ˉ
Formulate the job
responsibilitis and spencifications.
制订公司部门和人员岗位职责；
ˉ
E
mployee’s
recruitment, hiring, training, performance,
demission etc.
management.
员工招聘、雇佣、考核、调动、离职等管理。
ˉ
Personnel
’
s proparation and
selection, inspection and training,
公司储备人员的选拔、考察、培养；
ˉ
Employee
’
s files and
documents management.
公司员工的人事档案及证件管理；
ˉ
Provide all kinds of data
in HR for reference.
提供各类人力资源数据统计及分析；
ˉ
Organize and impelement
the employee
’
s
performance.
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组织实施公司员工的绩效考核工作；
ˉ
Enhance all the
employees
’
quality.
公司员工整体素质的提升。
·
Salaries and welfare
management/
薪酬福利管理
ˉ
Formulate the pay cost
budget.
制订薪酬成本的预算；
ˉ
Make the employees
attendance, wages and bonuses.
核定员工考勤及工资和奖金；
ˉ
Formulation, impelememt
and management the welfare regulations.
制订公司员工福利政策并管理和实施。
·
Training and
development
management/
培训与发展管理
ˉ
Make the year
training plan.
公司年度培训计划的制订与实施；
ˉ
Help each dept. to do the
training and education.
协助各部门的教育培训工作；
ˉ
Make the year training
budget.
制订公司年度教育培训经费的预算并进行管理和使用；
·
Other
Jobs/
其他工作
ˉ
Staff
relations’s building.
员工关系建设；
ˉ Corporate culture
promotion.
公司企业文化的推进；
ˉ
External coordination.
外部协调；
Chapter Three
Recruitment/
招聘
3.1
Recruitment
Objective/
招聘目标
·
To
ensure
the
quality
of
the
recruitment,
select
the
excellent
personnel
for
the
company.
通过系统化的招聘管理保证公司招聘工作的
质量，为公司选拔出合格、优秀的人才。
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3.2 Recruitment
Process/
人员招聘程序
·
Rectuitment
Application/
申请
ˉ
HR dept. organize the
recruitment according with the year recruitment
plan.
人力资源部根据年度编制计划统一组织招聘。
ˉ
If the personnel demard is
out of the plan, recruitment will be after
GM
’
s approvement.
The job responsibilities and
qualifications should be provided when the
position is new.
计划外的招聘需求，需经总经理核准后进行，新增岗位，需提供岗位说明书及任职资格
说明。
·
Recruitment
Cost/
费用
To
achieve
the
year
recruitment
plan,
we
should
pay
the
cost
in
recruitment
programme. HR
dept. should make the budget according with the
cost in last years.
招聘费用是指为达成年度招聘计划或专项招
聘计划，
在招聘过程中支付的直接费用。
人力
< br>资源部应根据年度或专项招聘计划，
对照以往实际费用支出情况，
拟订合理的招聘费用预
算，经总经理办公室及财务部审核后在年度招聘费用预算
内申请招聘费用。
·
Recruitment
cycle
/
招聘周期
HR dept. should
finish the recuritment during stated time after
receiving the sheet of
personnel
demand.
招聘周期指从人力资源部收到《人员需求表》起，到拟来人员确认到岗
的周期。
ˉ
Workers in
workshop: during 7 work days.
< br>车间操作工：
7
个工作日内完成；
ˉ
General staff: during 10
work days.
办公室一般员工：
10
个工作日内完成
ˉ
Technology engineer & Supervisor: during 15 work
days.
工程师及主管人员：
15
个工作日内完成；
ˉ
Important position and
Manager: during 22 work days.
重要岗位人员及经理级人员：
22
个工作日内完成。
·
Recruitment
Channel
/
招聘渠道
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There are four main
recruitment channel: online recruitment, taking in
the exchange of
talents, newspaper ads,
recommendation from stall internal.
招聘渠
道主要有四种：网上招聘、参加人才交流会、刊登报纸广告、内部员工推荐。
·
Approval
Authority/
人员录用审批权限
ˉ
Supervisor or
above, important positions should be approved by
GM.
主管级以上人员、以及重要岗位人员的录用由总经理审批；
ˉ
Others should be approved by the related
manager.
其他人员由部门经理及人力资源部审批；
Chapter Four
New Staff’s
Hiring/
新员工录用
4.1
Objective/
目的
Introduce smoothly new staff into the
corporate culture and the job.
将新员工顺利导入工作岗位和文化氛围之中。
4.2 Reporting
procedures/
报到手续
·
Documents should be
provide/
入职时新员工需提供的证件：
ˉ
ID card, academic
certificates, other qualification certificates
copies, and two pieces of
photo
currently should be provided at that
time.
各项有效证件的复印件（身份证、学历证、其他资
格证等）并附近照两张；
ˉ
Health certificates issured by the local hospital
(valid for 3 months).
区级以上医院
出具的健康证明（三个月内有效）
；
ˉ
Dimission
certification
from
the
original
company
(graduates
should
provide
“
on
recommendation”
and
“
report
card
”
original.)
原工作单位的离职证明（应届毕业生应提供“推荐书”及“成绩单”原件）
；
4.3
Entry
procedures/
入职手续办理：
·
HR
dept.
should
check
the
documents
truly.
If
the documents
missing,
the
staff
can
enter
first
after
HR
manger
’
s
approvement,
and
the
missing
documents
should
be
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provide
within
a
week
time.
Failed
providing
or
providing
false
documents
will
be
refused.
人力资源部需检
查证件的真实性，证件齐全者，按正常程序办理手续；证件不齐者，由人
力资源部经理确
认后先办理入职手续，并要求员工一周内补齐证件后再来报到，一周内未
能补齐者或提供
假证件者，一律按劝退处理；
·
HR dept. transacts for the
eligibility personnel as the following procedures:
人力资源部为合格人员办理办理如下手续
:
ˉ
HR dept.
provide the
the
stationeries, dungatees, footwares ect.
人力资源部为入职员工发放《员工守则》
、
《在爱科的第一天》
、考勤卡，并领取日常所需
文具用品、
工作服、工作鞋等防护用品；
ˉ
HR
dept.
should
introduce
the
new
staff
to
the
related
workmates
and
leaders if
it
’
s
necessary.
如有必要，待
新员工入职后，人力资源部应给予新职员介绍公司其他部门同事及相关领
导；
ˉ
HR
dept. should lead the new staff to the department.
人力资源部带领新员工到用人部门报到；
ˉ
Establish the individual
personnel files.
人力资源部为员工建立个人人事档案
;
ˉ
New staffs should be
trained before working, and then, they will be
test after a month.
人力资源部对新员
工必须进行职前培训，
明确告诉员工职前培训将作为新员工的试用期培
< br>训考
内容，
并引导新员工熟悉
掌握公司的规章制度，
人力资源部将给新员工进行一个月后的试
用考核；
ˉ
Probation
will be continued after passing the test. There
are 3 pieces of chance for all
new
人 考试不合格者准予补考， <
br>制度及试用期内心态定位
册 符合公司用人标准，通知员工通过试用期
staffs, if failed all
times, anyone will be refaused. HR dept. should
record it in
training
record sheet> in the
end.
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考试合格继续试用；
三次不合格者给予劝退处理，
人力
资源部将
考试分
数记录在员工档案的《员工在职培训记录表》中；
Every dept. should do with the matters
for new staffs
/
新员工入职各部门处理事项：
7
Time/
时间
Dept./
部门
Matters/
办理事项
人
for
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as
·
Prepare
related
materials,such
Responsibility/
责任人
Manual>,
attendance card and so on.
准备相关物品，包括员工手册、考勤卡等
·
Prepare
fofor
working
equipments,
such
as
desk,
chair, computer and so on.
HR
dept.
/
人力资源
部
One day
before
reporting
day/
到岗<
/p>
前一个工
作日
IT dept.
/
IT
部门
为
新员工准备工作用品（办公桌、椅、办公用品、
电脑等）
HR dept.
manager
/
·
Inform IT dept to set the
net resource for new
人力资源部经理
staffs.
通知
IT
部准备为新员工配置网络资源
·
Inform
the
related
dept.
that
the
new
one
will
report
soon.
通知用人部门新人即将报到
·
Set
the
net
resource
after
receiving
the
information from HR
dept.
为新员工配置网络资源
·
Take
the
employee
monthly
update
record> from HR dept.
The
teacher or
the manager/
指定指导人或部
门经理
IT manager
/
IT
经理
Related
dept./
用人部门
在人力资源部领取《新员工月度跟进记录》
·
Confirm job responsibility,
training content and
test standard with
HR dept.
与人力资源部沟通该员工试用考核期工作
职责、
具体考核标准及培训内容
·
Check the documents.
检查新员工各种证件及照片是否齐备
·
Provide
给新员工发放《在爱科的第一天》
·
Introduce
the
based
information
of
company,
regulations, functions of each dept.
and so on
向新员工介绍公司简要情况、各部门职能、规章
HR dept./
人力资源
部
·
Provide
Handbook>,
attendance
card
发放员工手册、考勤卡
·
Lead
to
the
office,
introduce
the
new
staff
HR dept.
ma
nager
/
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·
When
the
probation
is
end,
employee
HR
dept.
monthly
will
monthly
update
sign
record> should be
diliveried to HR dept.,
inform
and
confidentiality
agreenments
with
the
related personnel if
it
’
s necessary.
<
/p>
新员工试用期到期后
,
用人部门将
《新员工
月度跟进记录》交回人力资源部，经考核
培训考核，如有需要，则与员工签订保密<
/p>
The day end
of
probation/
试用期到期日
HR
dept.
/
协议；
Related
dept./HR dept./
用人部门
/
人力
资源部<
/p>
人力资源部
·
When
the
candidates
who
failedly
passed review and
probation period, and
then will be
refused.
培训期结束，
经考核不符合公司用人标准，
与员工办理试用期结束手续。
·
Both
the
dept.
and
candidates
can
applicate
to
dissmiss
the
labor
relations
during
probation
period.
试用期间，用人部门可以随时根据新员工
的工
作
表现向人力资源部提出解除试用关系申请
Chapter Five
Official
Assessment
/
转正考核
5.1
At the first day
of every month, HR dept. should provide
the candidate’s name list to
the
related dept. managers.
每月一日人力资源部整理员工档案
，将到期转正的员工名单发至部门经理；
5.2
The candidates should
fill in a
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the manager for check.
新员工应填写《员工转正考核表》呈部门经理审核。
5.3
managers.
用人部门将该员工的《新员工月度跟进表》呈送人力资源部；
5.4
Approval
Authority/
人员录用审批权限
·
Supervisor or
above, important positions should be approved by
GM.
主管级以上人员、以及重要岗位人员由总经理审批；
·
Others should
be approved by the related manager.
其他人员由部门经理及人力资源部审批；
5.5
HR dept.
will inform and placard the name list when the
candidates who successfully
passed
review.
人力资源部将发放《员工转正通知书》
，并在
公司内部公布当月转正员工名单。
5.6
When the candidates need
to do the performance ahead of schedule, the
manager
shall notify HR dept. in
written paper.
需提前转正的员工请部门经理向人力资源部提出书面申
请，说明员工提前转正的原因，
呈人力资源部报批。
Chapter Six
Personnel
Actions/
人事异动
6.1
TO use human resource rationally
through personnel actions internal.
通过人事调整，合理使用组织的人力资源；
6.2
Type of
Actions/
异动类型
·
Promotion(demotion)/
升职
/
降职
:
It
’
s
a
certain
(negative)
to
candidates
according
to
their
performance,
professional
skills, moral character and position
vacancy.
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根据员工的工作表现，专业技能，品德以及职务空缺情
况，对其工作的一种肯定（否
定）
；
·
Position
tranfer/
调岗
:
Position changes can be done when the
restructuring or business needs, or for the
ability to work with the staff and the
development of intentions,
因机构调整或业务需要，或为符合员工工作能力和发展意向，可安排员工调岗
;
·
Pisition
altermation
/
轮岗：
For the sake of human
development and the rationally use, strengthen the
resilience
of the company’s
personnel
, and reach the goal
effectively.
为求人力的合理运用与发展，强化公司的用人应变能力，有
效达成公司目标。
·
Requirement and
procedure
/
要求与程序：
ˉ
When
the
actions
are
suggest
by
company,
HR
dept.
should
control
it
and
communicate
with
both
departments.
Then,
fill
in
the
personnel
changes
form
&
work
accessment form and submit it to the related
leaders.
公司提出的，
由人力资源部负责协调，取得调出与调入部门经理的同意后，填制《人
事变动申请表》<
/p>
，按人员聘用权限报公司领导批准。
ˉ
When the actions are
suggest by dept. / staff self, dept. / candidates
should fill in the
personnel changes
form & work accessment form, HR dept, will make
final notice
according to
leader
’
s decision.
员工提出的，应由本人提出书面调
岗申请，填写“人事异动表”并报所在部门经理同
意后，填写“工作评估表”
，由人力资源部参照员工聘用审批程序办理。
ˉ
HR dept. will inform dept.
and candidates in the end.
人
力资源部向员工和有关部门发出
内部调整通知单
。
·
Approval
authority/
审批权限
ˉ
Supervisor or above,
important positions should be approved by
GM.
主管级以上人员、以及重要岗位人员由总经理审批；
ˉ
Others should
be approved by the related manager.
其他人员由部门经理及人力资源部审批；
Chapter Seven
Resign or
Dimission/
离职
7.1
To
standardize
the
demission
procedure
and
facilitate
the
continuity
of
work,
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improving the
level of management.
为了规范公司离职程序，以利于工作的延
续性，提高公司的管理水平。
7.2
Resign or Dimission
Procedure
/
离职程序
·
Employee apply for
resign
/
员工辞职：
ˉ
If employee resifned
during probation period, he/she should send in
application form
7days ahead.
试用期员工需提前七天提出申请；
ˉ
General
Official employee should submit application sheet
30 days ahead if he/she
intend to
Resign.
合同期员工，一般员工需提前
30<
/p>
天提出申请
;
ˉ
The important position
personnel and managers or above, should submit
application
sheet 90 days ahead if
he/she intend to resign.
经理
级以上员工及重要岗位员工需提前
90
天提出申请；
ˉ
The
employee
only
allowed
to
leave
before
GM
’
s
approval
and
finish
all
leave
formalities, or
company reserves rights to retail
it
’
s salary till all
handover finished. Employee failed
to
notify
company
in
advance
and
caused
loss
should
bear
all
generated
consequences.
Company will
not
compensate those people who pu forward resignation
by himself during contract
service
period.
< br>辞职人员应于正式获准离职日前办理好各项离职手续。未经获准辞职的员工，扣除当月
工资做为赔偿金。如若因在职期间造成公司经济损失未处理妥善就擅自离职，公司有权
追究法律责任。
ˉ
If the
employee leave without any approval, the related
dept. should notify HR dept.
and
finance dept. for
preparing.
12
<
/p>
人
力
资
源
工
作
流
程
手
册
双
语
版
如员工在未办理任何手
续的情况下擅自离职，用人单位应立即通知人力资源部及财务部
采取必要
的措施。
·
Dimission/
辞退：
ˉ
When
the
candidate
’
s
qualification
can
not
achieve
the
requirement
of
company
during
the
probation
period,
he/she
will
be
refused
at
any
time
and
without
any
compensate.
试用期内员工工作能力不能达到公司要求的，公司可做出辞退处理，且无须任何赔偿；
ˉ
When
the
official
employee
offend
the
laws
or
regulations,
he/she
will
be
refused
without any compensate.
员工违反
国家法律、法规，公司可随时提出辞退要求，且不予任何补偿。
ˉ
Dismissal
actions provided in employee handbook.
符合公司《员工手册》中规定可辞退的行为；
·
Leave
formalities/
离职手续
ˉ
Before leave, company can
arrange HR manager, or high-level management
people
to have a conversation with
him/her for their purposes of leave.
离职
前，公司可根据员工意愿安排人力资源部专人或高层管理人员进行离职面谈，听取
员工意
见。
ˉ
When
contract
ends
or
terminates,
employee
should
finish
all
leave
formalities.
Or
company reserves rights
to retail its salary.
员工因任何原因离开公司，均需按要求
办理离职手续；手续未完者，扣发未领工资。
ˉ
Finish work handover,
finish leave formalitied according to the related
requirements.
员工离职前需完成工作交接，按离职程序要求办理离职手续。
ˉ
Return all company files,
working clothes, handbook and other public
things.
偿还公司相关资料、工作服、文件、办公用品
、员工手册等公物；
ˉ
Reimburse/return
cash
in
advance,
bear
all
related
expenses
generated
during
contract
service
period.
If
signed
other
agreements
with
company,
he/she
should
also obey all terms
in agreements.
13
人
力
资
源
工
作
流
程
手
册
双
语
版
< br>归还公司欠款，以及在合同内约定的有关费用，如与公司签订有其他合同，按其他合同
的约定办理；
ˉ
Return
company
dormitory
and public
things there, and
deregiste
r
related formalities.
住宿者退还公司宿舍及房间内公物，并到行政部办理退宿手续；
ˉ
There will be an
audit
before employee leave,
if he/she is in the important position.
重要岗位人员离职，公司将安排离职审计；
ˉ
Who
attended
overseas
training
with
costs
beared
by
company,
should
work
for
company
at least 2 years. Please find training agreement
for details.
公司出资安排员工出国培训，则
该员工至少为公司服务两年，具体请见培训协议规定。
ˉ
Emploee who resigned or
dismissed, should leave company immediately after
finish
all handover formalities.
辞退或开除之员工必须在办完手续后立即离开本公司。
7.3 Approval
Authority/
审批权限
·
Supervisor or above,
important positions should be approved by
GM.
主管级以上人员、以及重要岗位人员由总经理审批；
·
Others should be approved
by the related manager.
其他人员由部门经理及人力资源部审批；
Chapter Eight
Salary &
Welfare/
薪资与福利
8.1
Salary
Policy/
薪资政策
·
Keep the salary competitive
in the industry and market.
保持公司的薪酬在市场及行业中有较大的竞争力。
·
P
romot employee
to do a career planning directly and
actively.
激励公司员工的积极性，规划其发展方向，明确目标。
8.2 Salary
Frame/
薪资结构：
·
Salary is including monthly
payment and the 13
th
month
payment.
员工的薪资由月薪及年终双薪构成。
·
Monthly payment including
basic aslary, position salary, and it is paid
through bank
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