manpower management/scheduling

First, general principles

In order to standardize personnel management and optimize the allocation of human resources, this management process is specially formulated.

Second, the recruitment process

Each department determines its own human resources plan according to the business objectives of this year determined by the staff meeting of the company, and submits the expense budget to the finance department. After cost analysis, the person in charge of the finance department can apply to the company's human resources department if it really needs to hire more people. (Fill in the recruitment application form-see Annex I)

The human resources department of the company makes a preliminary judgment and submits it to the relevant person in charge for approval. Relevant persons in charge include department director, deputy general manager of human resources and general manager of the company. Any increase or decrease in the company's personnel must be finally confirmed by the general manager. )

According to the approved recruitment application, the Human Resources Department organizes unified recruitment and recruitment of candidates (internal recommendation, online publication, newspaper media, recruitment exhibition, headhunting company, etc.). )

The human resources department collates the candidate information, classifies it and gives it to the relevant department managers to determine the interview candidates.

The personnel who have passed the primary election shall be initially tested by the human resources department and the manager of the employing department. (Fill in the recruitment interview form-see Annex II)

Those who pass the preliminary examination shall be reported to the competent director, general manager or deputy general manager for a second interview to determine whether to hire.

List of final approval institutions

classify

Ordinary employee

Manager (inclusive) or above

technician

Technical director of each project

general manager

Market personnel

general manager

Personnel and administrative personnel

Deputy general manager of human resources

general manager

Business personnel

Deputy general manager of human resources

general manager

financial staff

general manager

The human resources department sends the employment notice to the final hired personnel, confirming the registration date, wages and benefits, etc. The salary and welfare benefits are finally confirmed as the general manager of the company.

Third, the new employee induction process

New employees should go to the personnel department to complete the following procedures and submit the following materials after reporting for duty and before the trial begins:

Fill in the employee registration form-see Annex III;

Proof of termination and dissolution of labor relations with the original unit (original);

Education and degree certificate (copy of the original inspection);

Professional title certificate (check the original and keep a copy);

ID card (check the original and keep a copy);

Health check-up form (original);

Two recent half-length bareheaded photos;

Other relevant personal vocational skills certification materials (copy).

Sign labor contracts and confidentiality agreements with employees and issue employee manuals.

Arrange workstations, office computers, telephones and emails for new employees.

Send a welcome letter by email to introduce new employees and lead them to meet colleagues in various departments.

Arrange basic induction training for new employees, including: introducing the company's organizational structure, company memorabilia, corporate culture, employee code, various rules and regulations of the company, performance appraisal and reward system, and issuing employee manuals.

Inform the new employee to open an account for the salary card in the bank designated by the company and inform the finance department of the salary card number.

Establish new employee files, update address book and personnel roster.

Fourth, the employee confirmation process

The probation period for new employees is three months from the first day of registration.

After the probation period expires, the Human Resources Department shall issue the Employee Employment Confirmation Form to me-see Annex 4. The employee makes a personal work summary, and the direct supervisor evaluates the employee's performance during the probation period, which is reported to the Human Resources Department for filing after being approved by the competent vice president and general manager.

The Human Resources Department verifies the wages and benefits of the employees who have been approved to become regular employees, and notifies the employees in writing to formally employ them. The salary and welfare benefits are finally confirmed as the general manager of the company.

Help employees to handle related social insurance matters.

If the employee's performance during the probation period does not meet the job requirements, the company can immediately terminate the employment relationship with the employee; The company may also shorten or extend the probation period according to the performance of employees during the probation period, but the whole probation period shall not exceed 6 months. After the employee has worked for 5 months, the Human Resources Department will prompt the employing department in writing to make a decision on whether to become a regular employee, and the employing department will decide whether to terminate the contract or become a regular employee within 1 week after receiving the written notice from the Human Resources Department.

Verb (abbreviation of verb) Procedures for appointment, removal and job change of personnel at all levels.

1. The principle is to compete for positions with sufficient human resources reserves; Under the premise of not affecting the organization and operation of the company, give employees the right to propose deployment to positions that are more suitable for their own development; Post adjustment is the implementation of the main performance appraisal results, which embodies the employment concept of "those who are able to go up, those who are mediocre, and those who are flat".

2. Deputy General Manager-nominated by the general manager and appointed and removed by the board of directors;

3. Director and department manager-nominated by the competent deputy general manager, appointed and removed by the general manager;

4. Managers below the department level-nominated by the department manager or director, reported to the deputy general manager for approval, and appointed and removed by the Human Resources Department;

5. New employees can be formally employed only after passing the probation period assessment;

6. The above appointment and dismissal documents shall be issued by the Human Resources Department.

The salary adjustment process of intransitive verbs is as follows:

1. Principle requirements for wage adjustment:

Salary promotion: excellent performance in the original position or significant contribution to the company, mainly based on the performance appraisal results; After being officially appointed and removed by the human resources department of the company, the position has changed, which is inconsistent with the original salary level; According to the company's requirements and arrangements, the location of the base changes, and the salary needs to be adjusted due to reasons such as housing and regional economic level; Due to the adjustment of the company's departments, the position is revoked or changed, which is inconsistent with the original salary level.

Salary downgrade: poor performance in the original post, negative work attitude, or no work performance, or even losses to the company, mainly based on performance appraisal results; After being officially appointed and removed by the human resources department of the company, the position has changed, which is inconsistent with the original salary level; According to the company's requirements and arrangements, the location of the base changes, and the salary needs to be adjusted due to reasons such as housing and regional economic level; Due to the adjustment of the company's departments, the position is revoked or changed, which is inconsistent with the original salary level.

2. Companies, department heads and employees themselves can apply for salary adjustment according to the adjustment principle, but they should abide by the principle of approval step by step.

3. When adjusting the salary of department employees, the department manager should fill in the Salary Adjustment Approval Form-see Annex 5. The Human Resources Department shall fill in the salary adjustment and sign an opinion, and report it to the competent vice president and general manager for approval.

4. The Human Resources Department will notify the employees to adjust their wages in written form after approval, and store the notice signed by the employees in my file.

Seventh, employee performance appraisal process.

1. At the beginning of each year, the company holds a meeting of all employees or senior managers to determine the company's business objectives for this year.

2. Every year in mid-February, each department formulates the annual/quarterly budget and the quarterly task plan divided into departments/individuals according to the company's annual business objectives. The task plan of marketing and technology department is required to be based on quantifiable gross profit/sales revenue indicators. If other functional departments can't provide quantifiable indicators, they are required to set specific and detailed objectives for the task and conduct assessment according to the degree of project completion.

3. Every year in late February, the Human Resources Department summarizes the planned indicators of each department and submits them to the General Manager for approval as the benchmark data for this year's performance appraisal; At the same time, the finance department will summarize the expense budget of each department and report it to the general manager for approval as the benchmark data for cost control of each department.

4.3, June, September, June 65438+the second week after the end of the assessment season, the Ministry of Commerce will summarize and send the actual completion of each department's task indicators to the Human Resources Department after review; At the same time, the human resources department should summarize the individual scoring results of each department.

5.3, June, September, June 65438+the third week after the end of the assessment season in February, the Human Resources Department should let the department director/manager check the comprehensive assessment results of performance/rating. The fourth week, the examination results will be reported to the general manager for approval as the basis for performance bonuses.

6. For details, please refer to the Management Measures for Performance Award Assessment.

Eight. Staff training process

1. At the beginning of each month, each department submits a training plan to the Human Resources Department according to the departmental development plan;

2. The personnel assistant is responsible for summarizing the training requirements submitted by all parties and submitting the training application to the Human Resources Department in the first week of each quarter;

3. The Human Resources Department shall prepare the annual/quarterly training plan in combination with the overall planning of the company and submit it to the General Manager for approval;

4. The head of the department shall determine the specific time, place, content, participants and training objects of the training according to the training materials and training plans of the department approved by the company, which can be carried out by means of centralized class and self-study by issuing documents;

5. All trainings must have training records, which should be submitted to the Human Resources Department for preservation within three days after the training. If there is no training record, the Finance Department will not reimburse it;

6. All training-related materials shall be owned by the Company, and all training materials shall be submitted to the Human Resources Department after the training;

7. See Staff Training Management System for details.

Nine. Labor contract renewal process

The Human Resources Department shall send a Letter of Consultation on the Renewal of Labor Contract (I) to the employee's direct supervisor one month before the expiration of the employee's labor contract-see Annex VI, and a Letter of Consultation on the Renewal of Labor Contract (II) to the employee-see Annex VII. Ask for opinions from both sides.

After the Consultation Letter on the Renewal of Labor Contract (I) is approved by the company's vice president and general manager, the human resources department will go through the formalities of renewing the labor contract.

X. Employee flow process

During the term of the labor contract, if employees want to leave the company, they should apply to the company 30 days in advance and fill in the resignation form in the human resources department-see Annex 8. The human resources department should interview the resigned employees.

The employee's resignation letter must be approved by the department head, human resources department, vice president or general manager.

Employees who have been approved to leave their jobs need to go through the handover procedures with relevant departments and fill in the Handover List of Resigned Persons-see Annex 9. The handover list needs to be signed and confirmed by the department head, finance department and human resources department.

XI。 Employee grievance procedure

1. Human resource management

2. The object of appeal: the superior managers at all levels, the human resources department and the general manager of the company are all the objects of appeal.

3. Appeal channels: The first channel is to appeal step by step to reflect the situation; The second channel is to appeal to the company's human resources department; The third channel is to appeal to the general manager of the company. The company encourages employees to choose the first channel to appeal. When employees find it inconvenient to choose the first channel, they also suggest choosing the second channel to appeal. From the perspective of solving problems, the company does not advocate complaining directly to the general manager of the company, but when employees insist that it is necessary, they can still choose the third channel to complain.

4. Complaint acceptance: After receiving employee complaints, responsible persons or departments at all levels should investigate the complained events and make a decision as soon as possible according to the investigation results. The complainant, relevant leaders of the company and the human resources department of the company shall be informed of the decision in writing or by e-mail. If the employee is not satisfied with the result, he can continue to complain to the superior management department or department. The conclusion of the second appeal is the final decision of the company.