In order to standardize the company's human resources workflow, effectively guarantee the service quality of the department, and vigorously improve the efficiency of human resources management, and to motivate and restrain the company's human resources service team and build an efficient daily work management platform, the following work management system is formulated.

1. Work objectives and positioning

According to the company's overall strategic planning, formulate, modify and implement various human resource management systems. Recruit and select outstanding talents in time, reasonably evaluate and train existing employees, improve the ability and quality of employees, effectively manage all members of the organization and their work processes, realize the rational allocation and full development of internal human resources, maximize the work efficiency of individuals and groups, and improve work efficiency, work quality and work performance. Provide sufficient human resources guarantee and policy support for the normal operation of the company.

2. Team size and structure

1 Human Resource Manager

1 human resources assistant

General Manager 1 person

2. 1. Organizational structure

2.2. Department responsibilities

department

Departmental responsibilities

Human resources department

According to the company's overall strategic objectives, formulate human resources planning, develop and allocate short-,medium-and long-term human resources.

According to the human resource planning and the department's employment demand, make the company's annual employment demand plan, and ensure that the personnel of each department are in place in time through various recruitment channels. Collect information on talent market and network, and establish various talent information reserves.

Formulate and improve human resources rules and regulations and departmental workflow system, so that employees have rules to follow.

Analyze and evaluate the work of each department, compile and sort out the responsibilities and job descriptions of each department, and clarify the work contact and business relationship of each department.

Establish a reasonable talent evaluation system and incentive mechanism, improve the evaluation system and promotion mechanism, improve employee morale, and help employees establish a career development plan suitable for individuals.

According to the characteristics of the industry and the company, formulate and improve the salary management system and various welfare plans to ensure the interests of both the company and employees.

Formulate, arrange and implement training plans, organize, plan and supervise the implementation of induction training for new employees and professional and quality training for on-the-job personnel.

Go through all the formalities of personnel's entry and dismissal, establish and improve employee files, handle file transfer and all kinds of insurance, professional title evaluation, transfer and settlement procedures for employees, and solve their worries.

Establish and maintain the company's internal OA system, edit internal publications, update the company's website, and build an information exchange platform between the company and employees by creating various forms of communication channels.

Manage and communicate employee relations, organize various cultural and sports activities, strengthen corporate culture construction, and enhance employees' sense of identity, belonging and loyalty to the company.

Obey the overall interests of the company, supervise and guide the work of various departments, and ensure smooth and orderly management.

2.3 job responsibilities

postal service

operating duty

human resources manager

As the head of the company's core management department, he participated in the drafting of the company's development plan, the preparation of the annual business plan and the discussion of the company's major decisions.

Responsible for formulating and improving human resources rules and regulations, departmental workflow system and management system, so that departments and employees have rules to follow.

Be responsible for organizing the job analysis and job evaluation of each department in combination with the work flow and management system of this department, compiling and sorting out the responsibilities and job descriptions of this department, and clarifying the work contact and business relationship of each department. Supervise and guide the work of various departments to ensure smooth and orderly management.

Be responsible for formulating short-,medium-and long-term human resources planning and reasonably introducing and allocating human resources according to the overall strategic objectives of the company.

Be responsible for preparing the annual employment demand plan of the company according to the human resources planning and the employment demand of the department, and strictly grasp the qualifications, recruitment conditions and salary standards of recruiters.

Responsible for establishing a reasonable talent evaluation system and incentive mechanism, improving the evaluation system, promotion mechanism and welfare plan, improving the work morale of employees, helping employees to establish career development plans suitable for individuals, and ensuring the convergence of interests between the company and employees.

Be responsible for setting up the company's salary committee, grasping the labor market information and the salary information of posts at all levels in the same industry, and putting forward the employee's salary adjustment scheme and welfare adjustment scheme in a timely manner according to the economic benefits of the enterprise and the growth of the total salary.

Responsible for the production and statistics of monthly employee salary report, submit it to the general manager for approval in time, and the finance department files and distributes it.

Responsible for planning the budget and expenditure of human resource management expenses and education and training expenses, and preparing the department's expense budget plan.

Responsible for formulating, arranging and implementing the annual training plan, compiling the orientation training manual for new employees, and participating in the training evaluation.

Responsible for collecting and sorting out employees' business trip reports, checking business trip tasks and business trip summaries, and evaluating business trip efficiency.

Responsible for arranging probation evaluation and debriefing meeting for new employees.

Responsible for formulating employee labor contracts, confidentiality agreements and other agreements.

Responsible for employee relationship management and communication, organize various cultural and sports activities, compile the company monthly, review the OA system update and website update, strengthen corporate culture construction, and enhance employees' sense of identity, belonging and loyalty to the company.

Responsible for coordinating and handling employee labor and personnel disputes, and seriously and properly handling and solving reasonable demands put forward by employees; Strive to improve the working environment and conditions of employees, and constantly enhance the cohesion of employees.

Be fully responsible for the work of the department, hold a regular meeting of the department at 5438+0-3 every month, and arrange and supervise the staff of the department to complete all the work within the scope of their duties. Cultivate departmental talents and improve business and comprehensive quality.

Responsible for the monthly and quarterly performance evaluation of employees in this department, and timely feedback the evaluation results and secondary distribution results to employees in this department to help them work better.

Submit last week's work summary and this week's work plan to the administrative assistant every week, which will be summarized by the administrative assistant and submitted to the company leader.

Complete other tasks assigned by superior leaders.

Human resources assistant

Responsible for supervising the implementation of various human resources management systems and the work processes and management systems of various departments, and have the right to suggest and modify unreasonable management system processes.

According to the company's annual employment demand plan and the temporary employment demand of the department, combined with the job qualifications and recruitment conditions in the job description, it is responsible for completing recruitment activities such as application notice, written examination, interview arrangement and employment reply through various recruitment channels to ensure that the personnel in need of positions in various departments are in place in time. Collect the information of talents in the talent market and network, and establish talent information reserves of various professions and levels.

Responsible for quarterly and monthly performance appraisal, reward and punishment settlement of employees according to the company's talent evaluation and incentive mechanism.

Responsible for arranging and implementing the annual training plan, signing training contracts, sorting out training records and organizing training evaluation. Responsible for the induction training of new employees.

Be responsible for the formulation, updating and filing of all kinds of human resources forms, handling all the procedures of employment and dismissal of personnel, handling the procedures of file transfer, insurance, professional title evaluation, transfer and settlement, and solving the worries of employees.

Be responsible for establishing and perfecting employees' internal files, establishing employees' basic information database and personnel flow account, and analyzing employees' basic situation, brain drain and personnel structure quarterly.

Be responsible for signing, changing, renewing and dissolving employee labor contracts, confidentiality agreements and other agreements, and filing them in different categories.

Responsible for assisting the HR manager to complete the compilation of the company's internal publications and the summary and release of the monthly company activity summary.

Responsible for the daily management of the company's website, such as information collection, graphic editing and content updating.

Responsible for the management of the company's internal office automation system, and timely release human resources-related documents, notices and announcements through the company communication platform.

Be responsible for organizing employee activities, and do a good job of communication and coordination with employees of other departments.

Submit last week's work summary and this week's work plan to the HR manager every Monday.

When the administrative affairs are busy, assist the administrative department to handle related affairs.

Complete other tasks assigned by superior leaders.

3. Work flow and specification

3. 1. Business process

3. 1. 1. Recruitment process

Process description:

At the end of each year, the managers of each department cooperate with the human resources manager to put forward the annual employment demand of each department according to the company's strategic development decision for the next year, which provides a basis for formulating the annual staffing plan.

The manager of the human resources department shall summarize the annual staffing table of each department, prepare the annual staffing plan, and form the staffing plan for the next year after being approved by the general manager and the competent vice president.

It belongs to the recruitment in the annual staffing plan, and the human resources assistant organizes the recruitment according to the requirements of the employer and the job description; If it is an unplanned temporary recruitment, the department manager shall fill in the Personnel Requirement Application Form and submit it to the General Manager for approval. After approval, the human resource manager shall organize the adaptation and recruitment of the job description.

Human resources assistants and hiring managers will screen suitable resumes as candidates for the initial test. And you can consider storing the resume of the initial test in the company's talent pool for the record.

The HR assistant informs the candidate to take the initial test of the company. Candidates need to go to the front desk to collect and fill in the "Candidate Registration Form" and complete the written test questions within the specified time. The HR assistant is responsible for the qualification and comprehensive quality assessment of personnel, and the manager of the employing department is responsible for the professional skills assessment of personnel. The personnel assistant will arrange a second interview for those who pass the preliminary examination, and the materials of those who fail will be filed or recommended again by the personnel assistant.

Candidates for special or senior management and technical positions can be directly reviewed by the manager of the employing department, the competent vice president and the general manager, and the human resources assistant will arrange the following matters.

The HR assistant informed the candidate to come to the company for the second interview. The manager of the employing department or relevant business personnel, accompanied by the personnel of the human resources department, will assess the candidates from the aspects of professional skills and job relevance. The HR manager will negotiate with those who have passed the second interview on salary level and other related matters, and the HR assistant will issue a trial notice after confirmation. For job seekers who fail the second interview, their materials will be filed or recommended twice by the human resources assistant.

3. 1.2. Employment confirmation process

Process description:

Trainees report to the human resources assistant as scheduled, submit the original ID card, education certificate and physical examination form, collect and fill in the employee registration form at the front desk, and receive temporary office supplies, badge, attendance card and computer.

After employees report for duty, the human resources department will give them induction training, and the human resources manager will introduce them to the company's general situation, corporate culture and organizational structure; The HR assistant introduces the company's core products, basic rules and regulations, employees' job responsibilities and helps them get familiar with the working environment and introduce colleagues.

After the HR assistant introduces new employees to report to the department, the department manager will designate a special person to conduct induction and business training for the trainees, so as to help them get familiar with the work flow, product system and business of this position during the probation period and enter the role as soon as possible.

At the beginning of the probation period, the department manager must arrange clear probation tasks, assessment objectives and assessment methods for the probation employees. During the first seven days of the probation period, employees' personality and professional skills will be mainly examined. If they are proved to be incompetent within seven days, they will not get any salary or treatment. During the probation period, the trainee shall submit a monthly work summary as one of the basis for the probation assessment.

After the expiration of the probation period (the standard probation period is three months), the employee goes to the human resources assistant to collect and fill in the Appraisal Form of Employee Probation Period, and submits it to the department manager for signature and confirmation, and then forwards it to the human resources department. Employees must undergo training and assessment arranged by human resources assistants before becoming regular employees. After the training and assessment, the HR manager will organize the probation employees and their department managers, department employee representatives and relevant supervisors to hold a debriefing meeting, and the employees will report the probation work and make a comprehensive summary of themselves from the aspects of attitude, skills and comprehensive quality. All members attending the meeting will ask questions, and finally decide the assessment results of employees during the probation period, which will be signed by leaders at all levels for confirmation. In principle, the human resources assistant should inform all employees of the company to attend the debriefing meeting of department managers and above.

In case of disagreement between the employing department and the human resources department, or conflict between the probationers and the company's assessment results, it is necessary to extend the probation period or try again after changing jobs (the total probation period cannot exceed six months) or handle the dismissal procedures for the probationers who fail the assessment.

For employees who perform well during the probation period, the department manager can apply for becoming a regular employee in advance, and the employees need to provide a written work summary and an employee probation assessment form. The Human Resources Department organizes an assessment team to participate in the debriefing meeting of probationary employees, and can become a full member in advance after being approved by the department manager, deputy general manager in charge and general manager.

At the end of the probation period, after the trainee has passed the formal examination and training examination, the human resources manager talks with the trainee, and the human resources assistant handles the formal formalities with him, mainly including file transfer, insurance handling, employee number assignment, signing confidentiality agreement, labor contract or service agreement, etc.

3. 1.3. Resignation process

Process description:

Resignators must submit a written resignation report to the department manager or human resources manager 30 days in advance. If the department manager of the department to which the resigned person belongs receives the resignation report first, whether to retain the resigned person or not, it must be submitted to the Human Resources Department for filing as soon as possible. Department managers and human resources managers should take the initiative to talk with the resigned personnel to understand the motivation of leaving the company, and explain the actual situation to the competent deputy general manager and general manager of the company according to the conversation. If the resignee agrees to stay after being retained, he will continue to work as usual. If you confirm your resignation, you will enter the resignation approval process. The HR manager should try his best to create a harmonious and frank atmosphere, encourage the resignees to speak freely, and then sort out conversation record according to the conversation, and ask the resignees to fill in their resignation opinions for the record.

For the dismissed personnel, the department manager should fill in the Dismissal Application Form and submit it to the HR manager. The department manager has the responsibility to explain the reasons for dismissal on the basis of facts and in line with the principle of fairness, and shall not be mixed with personal feelings.

The manager of human resources department submits the resignation report and resignation application form to the deputy general manager in charge of the company and the general manager for signature. For those who do not agree to leave, continue to do ideological work, and arrange for post change and salary adjustment. For those who agree to leave their jobs, they shall go through the formalities of terminating (dissolving) the labor contract and leaving their jobs.

A copy of the labor contract retained by the resigned employee shall be submitted to the Human Resources Department, which may issue a certificate of termination (dissolution) of the labor contract or relevant work experience according to the requirements of the resigned employee. If the company accepts the resignation of fresh graduates with less than three years of service, the labor contract can only be terminated after paying liquidated damages according to the employment agreement signed with the company. A trainee doesn't need this step.

After going through the examination and approval procedures, the resigned personnel will receive the resignation list from the human resources assistant, and go through the formalities with the relevant departments and responsible persons one by one according to the listed items, sign and confirm them, and return them to the human resources assistant after completion.

The HR assistant is responsible for handling insurance and file transfer procedures for resigned employees, and the HR manager is responsible for employee salary settlement. In principle, the salary of resigned employees will be settled on the company's monthly salary payment day, and the financial department will remit the money to the bank account confirmed by the resigned employees. If due to special reasons, with the consent of the general manager of the company, the resigned employee will receive cash on the same day. After confirmation by the resigned employee, the human resources manager will check and fill in the salary stop sheet, and the resigned employee will submit the salary stop sheet together with the payment voucher to the general manager of the company for signature, and then go to the finance department to collect it.

3. 1.4. Training process

Process description:

At the end of each year, employees go to the human resources assistant office to collect and fill in the training demand application form and submit it to the department manager. The department manager shall formulate the annual training plan of the department according to the Training Demand Application Form filled out by employees and the department work plan and business demand for the next year.

The Human Resources Department adjusts and summarizes the annual training plan of the company according to the annual training plan submitted by each department manager, and forms the annual training plan of the company after being approved by each department manager, competent vice president and general manager.

According to the company's annual training plan, human resources assistants organized specific training during the year.

After each training, the managers of each department will cooperate with the Human Resources Department to conduct various training assessments for the trainees and measure the actual effect of employee training.

After each training, the managers of each department should cooperate with the Human Resources Department to organize the trainees to fill in the training feedback form (see annex) to measure the effect of the training institutions and training organizations.

After the training, the HR assistant will file all the information that happened during the training.

During the year, when employees have unplanned training needs for various reasons, they should go to the human resources assistant to collect and fill in the training demand application form, and submit it to the department manager, deputy general manager in charge, human resources manager and general manager for review. After the approval, the human resources assistant will organize and implement the corresponding training. If it fails, the human resources assistant will file all the information that happened during this period.

3. 1.5. Salary process

Employee compensation consists of three parts: post basic salary, post performance salary and reward salary. Part of the post basic salary is a fixed monthly payment, and the other part is a floating salary, which is paid on a quarterly basis. For details of salary structure and standard, please refer to the salary management system of the company.

In principle, the pre-employment salary evaluation of employees is put forward by the human resource manager according to the salary standard corresponding to the recruitment position, and after consultation with him, it is reported to the competent deputy general manager and general manager of the company for approval. Special technical or management personnel can implement the negotiated salary system, which will be implemented after being approved by the competent deputy general manager and general manager of the company.

During the employee's on-the-job period, the department manager can apply to the human resources manager for salary adjustment, and fill in the Employee Salary Adjustment Application Form: the employee's post or job adjustment, the employee's years as a project manager, the employee's selection as the company's or department's advanced worker of the year, the employee's outstanding contribution to the realization of the company's business indicators, or the individual's major breakthrough in production and operation management during the year. Employee salary adjustment must be accompanied by the "Employee Salary Adjustment Application Form" to submit the work summary, and the department manager will sign the opinion and submit it to the human resources manager. The human resources manager organizes department employee representatives, department managers, deputy general managers in charge, general managers, etc. to attend the staff salary adjustment debriefing meeting, evaluate the staff performance, and solicit opinions on salary adjustment in a unified way. The specific adjustment range is proposed by the department manager, comprehensively balanced with the human resources department, reported to the company's vice president in charge of business for approval, and then implemented by the company's general manager.

Before the 5th day of each month, the HR manager summarizes the monthly insurance statistics report submitted by the HR assistant, the attendance statistics report submitted by the front desk, and the quarterly performance appraisal results submitted by the managers of all departments, calculates the monthly wages payable and actually paid by employees, and submits the monthly detailed report to the Finance Department after summarizing. After verification, the financial manager submits it to the general manager of the company for approval, so as to ensure that the cashier of the finance department will pay employees' salaries in cash on time around the 8th. After verification, employees should sign the cashier's salary slip for confirmation.

Employees who have objections to the payment of wages should, in principle, submit them to the human resources manager and financial manager for handling within 3 days after receiving the wages.

3. 1.6. Evaluation procedure

Combined with the company's salary management system, the post performance pay in the employee's salary composition is linked to the performance of post responsibilities and daily work performance, and departmental and individual assessments are implemented. Among them, the quarterly performance evaluation coefficient of the department is evaluated by the company performance evaluation team (composed of the general manager of the company, the deputy general manager in charge of business, the relevant person in charge of the project management department, the manager of the human resources department, etc.). ) at the beginning of each quarter 1-3, and submit the assessment results to the human resources department for filing before the fifth day of each quarter, which will be used as the basis for issuing post performance pay. Personal quarterly performance appraisal coefficient is composed of department manager, human resource manager and department employee representatives. At the beginning of each quarter, a debriefing meeting is held at 1-3 to listen to employees' post debriefing and directly evaluate employees' quarterly work. Before the start of each quarter, the department manager will submit the assessment results of three months to the human resources department of the company for the record, which will be used as the basis for issuing post performance pay. Individual quarterly assessment elements are proposed by department managers in combination with job description requirements and departmental work objectives.

Combined with the company's salary management system, the reward salary in the employee's salary composition is linked to the department's operating performance, and the assessment and distribution at the department and individual levels are implemented. The first-level distribution, namely 1-3 days at the beginning of each quarter, is composed of the company's performance appraisal team (including the general manager of the company, the deputy general manager in charge of business, the relevant person in charge of the project management department, the manager of the human resources department, etc.). ) According to the one-time reward amount given by the department's business performance or work performance in a quarter, the department's reward salary for participating in the project award distribution will be paid after the project acceptance and settlement. Second-level distribution, the department manager will assess the individual employees' business contributions in different stages or roles according to the total bonus and salary calculated by the company, and submit a detailed second-level distribution plan to the competent deputy general manager and general manager of the company for balanced confirmation, which will be used as the basis for the human resources manager to calculate the bonus and salary. See the work management system and project manager responsibility system of each department for specific assessment and accounting methods.

Before the monthly salary settlement, the human resources manager will inform the department manager of the results of department assessment and initial distribution, and the department manager will inform the employees of the results of personal assessment and secondary distribution. Departments and individuals who have objections to the assessment and distribution results should give timely feedback to the human resources manager, who will submit it to the competent deputy general manager and general manager of the company for coordination.

3.2 Document management

4. Salary evaluation and adjustment

4. 1. Employee salary composition

Employee salary = post salary+incentive salary

In which: post salary = (post basic salary+post performance salary)

The basic salary of the post is fixed and paid monthly; Other parts are accrued quarterly according to performance fluctuations.

4.2. Post salary evaluation and adjustment

4.2. 1. Post salary standard

In principle, the "company salary management system" is implemented, and special talents can negotiate wages.

4.2.2. Cash on post salary

4.2.2. 1. Cash the basic salary of the post.

Post basic salary standard = post salary standard × 90%.

The post basic salary is a fixed salary, which aims to ensure the basic life of employees of different post categories and grades. It is paid normally on a monthly basis and does not participate in daily performance appraisal.

4.2.2.2. Cash of post performance salary.

Department post performance salary amount = (∑ department employee post salary standard × 10% )* department quarterly performance appraisal coefficient.

Individual post performance salary standard = (individual post salary standard × 10% × department quarterly performance appraisal coefficient × individual quarterly performance appraisal coefficient) adjustment amount

Post performance salary is a part of floating salary, which is paid quarterly according to the performance appraisal results of employees' daily posts.

2.3.2. 1. Department responsibility evaluation

The department's quarterly performance evaluation coefficient is evaluated by the company's performance evaluation team (composed of the company's general manager, deputy general manager, human resources manager, etc.) at the beginning of each quarter 1-3, and the evaluation results are filed before the fifth day of each quarter as the basis for issuing the department's post performance salary.