-
XX
有限公司
RBA
责任商业联盟
6.0
(
原
RBA(EICC6.0)
责任商业联盟
)
社会责任资料
三阶文件（作业指导书）
(
共
40
个
)
文件编号：
RBA-2018
版本：
01
生效日期：
2018-03-01
受控状态：
制订：
审核：
批准：
目录
MM-HR-003 A3
培训管理办法
Training Management
Approach
MM-HR-006 A4
员工意见箱管理办法
Suggestion box
management approach for worker
MM-
HR-013 A8
薪资管理办法
Salary
management approach
MM-HR-022 A3
绩效考核管理办法
MM-
HR-026 A1
工会管理办法
MM-HR-039 A1
宿舍安全卫生管理条例
MM-
HR-040 A
工厂自然灾害应急管理办法
.pdf
MM-HR-041 A
招聘与录用管理办法
Recruit and
employment management approach
MM-
PM-001 A
调查冲突矿产控制管理办法
SAI-001 A2
囚工童工青年员工女职工管理作业指引
The Prison
labors Child labours Juvenile
workersWomen workers Management
Approach
SAI-002 A
消防安全控制作业指引
SAI-003 A
劳动保护用品管理办法
SAI-004 A
特种作业指引
SAI-005 A
急救药箱管理作业指引
First-aid box
management approach
SAI-006
A
急救处理作业指引
SAI-007
A LTT
锁断电源挂停机牌试启动
SAI-008 A
员工反馈与参与管理作业指引
SAI-009
A1
员工投诉管理作业指引
SAI-010
A
知识产权保护作业指引
SAI-011 A1
温湿度控制作业指引
SAI-012
A PPE
使用和发放作业指引
SAI-013 A
保安员工作管理作业指引
SAI-014 A
身份证鉴别作业指引
SAI-015
A
除四害作业指引
SAI-016
A
呼吸防护作业指引
SAI-017 A
保密管理规范
SAI-018 A1
隐私保护管理规定
SAI-019
A
广告与公平交易控制管理办法
SAI-020
A
工伤及职业病管理作业指引
SAI-021A
手持式电动工具安全操作
SAI-022 A
灾难补救计划
SAI-023
A
反人口贩卖管理办法
Anti Slavery and
human trafficking management approach
SAI-024 A1
商业道德规范管理办法
SAI-025 A1
员工申诉管理办法
Employee complaint
management approach
SAI-026 A1
保护检举人管理办法
Protect Prosecutor
Management Method
SAI-027A
加班
控制管理办法
Overtime control management
approach
SAI-028 A
化学品泄露应急预案
SAI-029
A
火灾应急救援预案
SAI-033 A
公司钥匙管理办法
SAP-002 A
人道待遇管理程序
文件编号
MM-HR-003
版
本
Version
A3
培训管理办法
Training
Management Approach
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文件编号
MM-HR-003
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培训管理办法
Training
Management Approach
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1.
目的
Purpose
1.1
透过有计划的教育训练
,<
/p>
以确保并提升公司产品品质与提高工作效率
,
进而达到人力资源的
可持续发展
.
1.1
Ensure
and
improve
company
product’s
quality
and
work
efficiency,
then
reach
a
sustainable development of human
resource throng planned training
2.
范围
Range
2.1
凡属本公司所有员工的培训均适用
.
It is apply to all employee in
company.
3.
权责
Rights and responsibilities
3.1
各课部门
:
负责提报本部门年度培训需求计划或临时性的培训需求并督导执行
.
3.1 Each department: Take
char
ge of putting forward department’s
annual training requirement
or
temporary training requirement and supervising
implement this
3.2
行政部
Administration Department
3.2.1
负责审查各部门提交的培训需求
.
3.2.1 Check all training request from
each department
3.2.2
负责公司年度培训计划的汇总及初核
.
3.2.2 Summarize annual training plan
and check of company
3.2.3
负责新进员工培训
.
3.2.3
Training new employee
3.2.4
负责主办或协办培训计划的考核
.
3.2.4 Host or assist checking all
training result
3.2.5
负责培训记录保存。
3.2.5
Keep the training record
3.3
培训讲师
:
负责培训教材的准备
,
培训的实施及培训效果的评核
.
3.3
Training
instructors:
Take
charge
of
preparing
training
materials,
training
implement
and
assessing training result
3.4
副总经理
:
负责核准公司年度培训计划
.
文件编号
MM-HR-003
版
本
Version
A3
培训管理办法
Training
Management Approach
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3.4
Vice
General Manager: Approve annual training plan of
company
4.
定义
Definition
4.1
培训可分为
:
4.1
Training divided into following kinds:
4.1.1
新进员工职前培训
:
即新进员工招募进厂报到后一个月内由行政部实施
< br>1~2
小时以上的
职前培训
,<
/p>
培训内容包括：员工手册、体系类（质量环境、社会责任
/EIC
C
、
EHS
等）
4.1.1
Induction
training
for
new
employee:
Admin
Dept
will
arrange
a
training
about
1~2
hours for new employee
after them enter company one month, the training
contents include:
employee manual,
system ( Environmental, Social
Responsibility/EICC,EHS etc)
4.1.2
员工在职培训
:
指经过试用期合格的正式员工的培训
,
可分为〝专业培训〞及〝一般培
训〞两种
.
4.1.2
On-the-job
training:
For
worker who
passed
probation
period,
it
can
be
divided
into
“professional training” and general
training”
4.2
培训实施可分为
:
4.2
Training implement can be divided into:
4.2.1
厂内培训
:
由公司各部门负责人担任任讲师
(
< br>或各课课长指定人员任讲师
)
或外聘请讲
师到厂培训
.
4.2.1
Internal
training:
Each
department
head
act
as
instructor
(
or
each
department
supervisor assign somebody as
instructor) or
4.2.2
厂外培训
:
指公司派员工到厂外接受培训
.
4.2.2 External training: that is
company assign worker to get external training.
5.
程序
Procedure
5.1
流程图
Flow
chart
文件编号
MM-HR-003
版
本
Version
A3
培训管理办法
Training
Management Approach
生
效
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期
2013-06-01
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文件编号
MM-HR-003
版
本
Version
A3
培训管理办法
Training
Management Approach
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5.1.2
在职员工训练流程
On-the Job training process
5.1.2
培训申请流程
Training application process
5.2.
年度培训计划拟定
Draw up annual training plan
行政部每年
12
月份上旬发出下一年度的
<<
年度培训计划表<
/p>
>>
至各部门
,
各部门根据
自己部门之需求提出各培训项目（包括内训和外训
）
,
经部门最高主管核准后于
12
月
中旬交回至行政部
,
行政部根据各部门提供的计划表结合公司实际汇总拟定为《公司
< br>
年度培训计划表》
（分为内训和外训）报副总经理核准
后分发至各部门。
Admin Dept send out
the “ Annual training plan form”
at the
beginning of each
December to each
department and each department point out your
demand of each
kinds of
training( include internal training and external
training), then submit to Admin
Dept after approved by the top
supervisor in the middle of December, then Admin
Dept summarize the plan
form and back to each department combine with
their
demand after got
approval from general manager .
5.3
内训实施：
Internal
training implementation
5.3.1
每年
1
月份开始
,
< br>各部门需按《年度培训计划》之时间来实施该部门之培训项目
,
< br>并将培
训资料
（签到表、记录表、考核试卷等）
交行政部存档，行政部之人员会不定时对相关部
门培训实施过程进行监督
并稽核。
5.3.1
Each
department
should
start
to
arrange
training
from
January
based
on
“
Annual
training
plan form”, and provi
de the training
data( attendance sheet, record sheet and
test
paper
etc)
to
Admin
Dept
for
keeping,
Admin
Dept
can
supervise
and
check
all
training irregularly during
implementation .
5.3.2
临时培训需求
Temporary
training demand
指对于不在
《年度培训计划
表》
之内但因工作需要临时排定之培训项目，属内训项目则由
需
求部门负责人自行安排培训时间及课程和参训人员，培训完成后将相关培训资料送至
行政
部存档
That is do not included
in “Annual training plan” but need arrange
training temporarily as
need. If it is
belong to internal training, then department
management is responsible for
文件编号
MM-HR-003
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arranging training time and course
and trainees, then submit the training data to
Admin
Dept after training finished.
如属于外部培训需求项目，参照外训流程执行。
If it is belong to external training,
should refer to external training procedure to
perform.
5.4.
外训流程
External
training procedure
5.4.1
培训申请（特指外训或培训机构来厂培训）
< br>各部门按行政部发放之
《年度培训计划汇总表》
,
所排定的培训日期提前一个月填写
《在
职培训
申请表》
注明培训方式
（内训或外训）
,
指定课程并提供授课人员名单等经部门最
高主管审核后送至行
政部，申请部门也可根据实际工作需要推荐相关课程及合适讲师人
选。
< br>
5.4.1 Training application
( specially for external
training or training institution come
to factory supply training)
Each
department
fill
in
“
On-the-Job
training
application
”
according
to
Admin
Dept
issued
“
Annual
training
plan
summary
sheet
”
in
advance
one
month
based
on
scheduled
training
date,
mark
the
training
type(
internal
or
external),
appoint
the
course
and
instructor
then
submit
it
to
Admin
Dept
after
checked
by
the
top
management of each
department, application department can also
introduce related
course and suitable
instructor according to actual demand.
5.4.2
培训审核：
Trainin
g audit
行政部依申请部门所提出的培训需求联络相关培训机构并做评估报价，
并将培训机构及
讲师评估报告和报价单送至副总经理审核。
Admin
Dept
is
responsible
for
contact
related
training
institution
and
evaluate
the
training
quotation
and
submit
the
training
institution
information,
instructor
evaluation
report to vice
general manager for checking and approval.
5.4.3
培训实施
Training implementation
行政部接到副总经理的审批回复后，准备好
《培训服务协议》
与参训人员签定，并同培训机
构约定具体培训时间以《外训通知单》方式通
知参训人员。《外训通知单》需注明培训及考
文件编号
MM-HR-003
版
本
Version
A3
培训管理办法
Training
Management Approach
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核时间、培训地点等相关信息。
Admin
Dept
get
ready
“
training
service
agreement”
for
trainee
signing
after
get
vice
general
manager’s
approval,
and
confirm
the
training
date
and
place
with
training
institution,
then
inform
trainee
by
“external
training
notice”.
Should
mark
the
time
and
place related
information both for training and testing on the
externa
l training notice”
5.4.4
培训监督：
Training
supervision
厂外培训者
,
行政部需向培训机构索取签到表复印件
.
< br>若是厂内培训则受训人员必须于指定
时间及地点在《培训签到表》签名。
For
external
training,
Admin
Dept
shall
get
the
copy
of
attendance
sheet
from
training
institution
,
for
internal
training,
all
trainee
shall
be
sign
“
training
attendance
sheet”
according to
appointed time and place.
5.5
培训纪律
Training discipline
5.5.1
为了提高教育质量
,
所有受训人员必须自带笔记本和笔
,
若不带而又考核不合格者
,
则给予警告处理<
/p>
.
5.5.1 In order
to improve the training quality, all trainee shall
take notebook and pen, will
give
warning punishment to some trainee who did not
take notebook and pen and
did not pass
the test.
5.5.2
<
/p>
为督导受课人员无缺席或无故不依规定参与教育训练，行政部亦应主动稽核培训参
与状况
.
如发现有未事先告知而无故缺席者可视
缺勤并给予警告处理
.
5.5.2 In order to
supervise the absent of trainee or do not attend
training according to
rules, admin dept
should check and audit all training during
implementation actively,
if find out
any absent without ask for leave, then can give
warning punishment for
this trainee.
5.5.3
对于因工作或其它原因需
要请假而不能参加培训的
,
应向行政部提交经部门主管批
准的书面请假申请书（主管级人员请假申请需经副总经理批准），否则按缺勤处理
并给予警告处理。
5.5.3 For
because of work or other reason that can not
attend training, the trainee shall
文件编号
MM-HR-003
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Training
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submit a
leave application that approved by supervisor to
admin dept( supervisor’s
leave
application shall be approved by vice general
manager), otherwise it will be
treat as
absent and give warning punishment
5.5.4
在上课前应将通讯器材<
/p>
(
如手机
)
调至
振动或关机
,
上课时不允许接打电话
.
如有违反
者行政部亦有权视其情节给予警告至小过之处罚。
5.5.4 Shall turn off or
change to vibration mobile phone before training
started, it is not
allow
to
call
or
answer
the
phone,
admin
dept
can
give
warning
punishment
or
peccadillo
punishment to violator depends on actual
situation.
5.5.5
课程进行中之纪律
,
应依据讲师之安排及要求
< br>,
行政部亦会不定时给予主动稽核
.
所
有培训人员均需遵守课堂纪律
,
如发现有随乱走动
,
交头接耳或做小动作之形为
,
人
事亦有权视其情节给予警告至小过之处罚。
5.5.5
During
training,
should
comply
with
instructor’s
arrangement
and
requirement,
admin
dept
also
can
check
actively.
All
trainee
shall
comply
with
classroom
discipline,
if
find
out
somebody
wander
away
from
his/her
seat,
whisper
to
each
other
or
do
petty
action
behavior,
admin
dept
can
give
warning
punishment
or
peccadillo punishment to
violator depends on actual situation.
5
.5.6
培训讲师也应该不得有迟到
,
早退之行为。若确实有因公无法到场的
,
应提前
4
小时
以书面形式通知人事
,
人事将另作安排。否则视其造成之影响以浪费公司资源给予<
/p>
警告处理。
5.5.6 Instructor also can not be late
and leave early behavior. If real has business
lead to
can not
attend
training,
he/she
shall
inform
admin dept by
written
application,
then
admin
dept
can
do
other
arrangement.
Otherwise
will
give
warning
punishment
to
instructor depends on the impact on
wasting company’s resource
5.6
培训效果评估
Evaluation of the training effectiveness
5.6.1
员工参加培训应在规定时间内到达指
定地点并在
<<
培训签到考核表
>><
/p>
上签到
,
厂
内实
施培训后
,
应由讲师进行培训结果考核
,
评估方式可分为笔试
,
口试
,
实际操作
或交训后心得报告等方式选择一种实
施。
5.6.1 Trainee shall
arrive at training place on time and sign the
“Training attendance
form”, instructor
should be responsible for arranging test for
internal training, the
文件编号
MM-HR-003
版
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培训管理办法
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test
way
can
be
written
examination
and
oral
test,
actual
operation
or
submit
trained
experience report can be chose as implementation
way.
5.6.2
新进员工的教
育培训如经培训后评估成绩低于
60
分，评定不合格，需安排补
训，
补训后考核成绩仍低于
60
分者，
不予聘用；对于特殊岗位和重点工位，如经培训
后考核成绩低于
80
分，评定不合格，不合格者应重新安排补训
,
补训以两次为限
,
两次仍不合格者
< br>,
报请其主管给予转岗或取消晋升资格。
5.6.2 If the test score less than 60
scores for new employee, that is failed, so need
to
arrange training again for loser, if
the second test scores still less than 60 scores,
then company will do not employ this
trainee; for special and important post, if the
trainee did not pass the test as test
scores less than 80 scores, then this trainee
has another two chance to get training
again, if he/she still can not pass the test,
then
the
department
management
should
arrange
job
transfer
or
cancel
promotion for this
trainee.
5.6.3
如外派受训
,
培训前须与公司签订《培训服务合约》，培训结束后须缴验培训《合
格证书》或
<<
结业证书
>>
，并在
5
个工作日内提交
<<
受训心得报告
>>
。培训
<<
合格
证书
>>
或
<<
结业证书
>>
经缴验后由公司保存直到培训服务合约期满后方可交还本
人。
5.6.3
For
external
training,
the
trainee
should
sign
the
“training
service
contract”
to
company,
and
shall
submit
the
“certificate
of
q
ual
ification”
or
“course
-completion
certificate” to company and provide
“trained experience report” within 5 working days
after
finished
the
training.
Company
will
keep
the
“Certificate
of
qualification”
or
“course
-
completion certificate” t
ill
termination of the contract, then return to
trainee.
5.6.4
所有
参加培训人员之考核试卷由行政存档
,
以作为人员资格鉴定及未
来人事调动
的参考依据。
5.6.4
All trainees test paper should be kept by Admin
Dept, regard these as personnel
qualification identify and personnel
transfer reference in the future.
5.7
内训师资格
内部培训师应当具备基本
的职业道德品质和良好的专业素质，包括：
（
1
）热爱培训工作，思想活跃，具备较强的学习、组织和语言表达能力；
（
2
）具备某
一课题领域内较系统、丰富的知识和经验；
文件编号
MM-HR-003
版
本
Version
A3
培训管理办法
Training
Management Approach
生
效
日
期
2013-06-01
12
/
181
Effetive
date
页
次
Page
（
3
）具备一定的课程开发能力
内训师原则上由部门负责人担任，对于专业能力特别突出的
公司骨干员工，可直接聘任为特聘培训师。
5.7
Internal trainer qualification
The
internal trainer should have the basic quality of
professional ethics and good
professional quality, that include:
(1) Have Enthusiasm for training, being
active, have strong ability of learning,
organization and
language expression.
(2) Have systematic and
rich knowledge and experience in given area.
(3) Have a ability of course
development.
In principle, the internal trainer
should be management of each department, but we
can also
employ some cadre worker whose
ability is particularly stand out as distinguished
internal
trainer.
5.8
培训教材
< br>培训教材由内训师按公司统一格式编写，教材可以是
PPT
、
WORD
、或
EXCEL
等编写，教材封面必需有以
下项目：
培训类型
培训讲师
教材编写
教材审核
日期
教材审核统一由行政部经理执行。
5.8 Training book
The
training books will be wrote by internal training
instructors with uniform format, it can be PPT,
Word or Excel etc, the cover of the
training book must include following
items:
Training type
Training instructor
The
author
Checking
Date
Admin Dept manager is responsible for
check all training books uniformly.