人力资源部工作流程手册(中英双语版)

2021年2月10日发(作者：entertaining)

人力资源部管理手册

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

< p>
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,

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.

< p>
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.

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

·

T

o

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。

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

T

o

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.

车间操作工：< /p>

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

T

echnology 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

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

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 , , attendance card, and

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

staffs, if failed all times, anyone will be refaused. HR dept. should record it in

training

record sheet> in the end.

考试合格继续试用；

考试不 合格者准予补考，

三次不合格者给予劝退处理，

人力资源部将< /p>

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：

Time/

时间

Dept./

部门

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

Related

dept./

用人部门

HR dept./

人力资源

部

The day

on

report ing

/

到岗当天

Related

dept./

用人部门

Matters/

办理事项

·

Prepare

for

related

materials,such

as

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.

为新员工准备工作用品（办 公桌、椅、办公用品、

电脑等）

·

Inform IT dept to set the net resource for new

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

·

T

ake

the

employee

monthly

update

record> from HR dept.

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

< br>制度及试用期内心态定位

·

Provide

Handbook>,

attendance

card

发放员工手册、考勤卡

·

Lead

to

the

office,

introduce

the

new

staff

imformations to others.

带新员工到办公区域，

向各部门介绍新员工基 本

情况

·

Check the matters according to the list.

将《新员工入职手续清单》交新来员工以检查办

< p>
公设备是否齐备

·

Sign the labor contracts.

签订劳动合同

·

Introduce workmates in dept.

部门人员介绍

·

Introduce dept. functions and current stations.

介绍本部门工作内容及目前工作情况， 与相关部

门之间的工作联系

·

Job responsibility and the requirement.

新员工工作内容说明及岗位要求

·

Sign

the

employee

monthly

update

record>

签订《试用期员工工作跟进记录》

Responsibility/

责任人

HR dept.

manager

/

人力资源部经理

IT manager

/

IT

经理

The teacher or

the manager/

指定指导人或部

门经理

HR dept.

manager

/

人力

资源部经理

The teacher or

the manager/

指定指导人或部

门经理

·

When

the

probation

is

end,

employee

monthly

monthly

update

record> should be diliveried to HR dept.,

HR

dept.

will

inform

and

sign

confidentiality

agreenments

with

the

related personnel if it

’

s necessary.

新员工试用期到期后

< br>,

用人部门将

《新员工

月度跟进 记录》交回人力资源部，经考核

符合公司用人标准，通知员工通过试用期

培训考核，如有需要，则与员工签订保密

Related

The day end

HR dept.

/

协议；

dept./HR dept./

of probation/

人力资源部

·

When

the

candidates

who

failedly

用人部门

/

人力

试用期到期日

passed review and probation period, and

资源部

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 , and submit to

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

should be submit after approving from dept.

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

.

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”

< p>
，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

T

o

standardize

the

demission

procedure

and

facilitate

the

continuity

of

work,

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.

< br>合同期员工，一般员工需提前

30

天提出申请

< p>
;

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.

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.

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

. < /p>

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.

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；

< br>

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。