Midea employee training management system

Documents of Air Conditioning Division of Guangdong Midea Group

Human resource development and training management system

Chapter I General Principles

Article 1 This management system is formulated in order to establish and improve the management system of human resources development and training in the Division, organize managers and employees to participate in training in a planned way, continuously improve the professional quality and work skills of managers and employees, and meet the needs of sustainable business development in the Division.

The second concept learning is the only way for managers and employees to have the ability to create sustainable value. The development and training of human resources should guide managers and employees to make personal career development plans, create learning environment and opportunities for managers and employees, and promote the establishment of learning organizations.

Article 3 Scope of Application This system is applicable to all personnel of the Division and its subordinate secondary units. Secondary units may formulate training and education management measures of their own units according to their actual conditions and with reference to this system, and report them to the Human Resources Department of the Division for the record.

Chapter II Training Responsibilities

Article 4 The Human Resources Department of the Division is the centralized management department for the development and training of human resources of the Division, and its main responsibilities are: building a training and learning platform of the Division; Design the master plan of human resources development and training of the Division; The formulation of relevant management systems and the monitoring of training programs; Organize and implement the training plans for managers, reserve managers and employees of functional departments and secondary units of the Division; At the same time, he is responsible for the business connection with the Group's human resources development center, guiding and urging the training supervisors of secondary units to carry out the training of their own employees.

Article 5 The management department of the secondary unit is the main responsible department for the planning, organization and implementation of the employee training plan of the unit, and is responsible for the employee training of the unit, which is connected with the overall training work of the Human Resources Department of the Division.

Chapter III Human Resource Development and Training System

Article 6 The human resources development and training system of the Division directly serves the career development of managers and employees. According to this purpose, the training system of the Division is divided into the following four parts:

1, orientation training and development plan for new employees;

2, employee professional ability development plan;

3. Reserve Manager Development Plan;

4. Manager's professional ability development plan.

Chapter IV Training Plan

Article 7 Annual Training Plan

1. The Human Resources Department of the Division revises the menu of human resources development and training courses every June 5438+February, and publishes it on the internal network of the Division, for the reference of relevant departments and individuals of the Division and secondary units when making annual training plans.

2. Managers and employees make personal training and study plans for the next year in June 5438+February every year according to the post needs and personal career development plans. The training plans of functional department managers, reserve managers and employees shall be reported to the Human Resources Department of the Division, and the training plans of employees of secondary units shall be reported to the management department of secondary units.

3. Every year in June 5438+February, the Human Resources Department is responsible for formulating and reviewing the development and training plan for managers and employees of functional departments of the Division for the next year, which is approved by the General Manager (annual training schedule, Schedule 1) and reported to the Group Human Resources Department for the record; The management department of the secondary unit shall formulate the employee development training plan of the unit (annual training schedule, Schedule 1), which shall be approved by the leaders of the secondary unit and reported to the Human Resources Department of the Division for filing.

4. The adjustment of the annual training plan of the Division shall be reviewed by the Minister of Human Resources and approved by the General Manager; The adjustment of the annual training plan of secondary units shall be examined and approved by the unit leaders.

Article 8 Monthly training plan

The Human Resources Department is responsible for organizing the monthly training work plan and summary meeting every month, summarizing the implementation of the training plans of the Division and secondary units last month (Table 3 of the monthly training statistics), and discussing the training plans of the Division and secondary units next month. The training supervisor of the Division is responsible for summarizing and forming the overall monthly training implementation plan of the Division and publishing it on the internal network of the Division.

Chapter V Implementation of Training Projects

Article 9 According to the monthly training plan of the Division (Attached Table 2), the training directors of all departments are responsible for the implementation of specific training projects within the business scope, and make a training project implementation table (Attached Table 4), and the Human Resources Department supervises and assists the implementation of training projects.

Article 10 Before the implementation of the training plan, information shall be released through the internal network of the Division, and the training target shall be all employees of functional departments and secondary units of the Division, so as to effectively utilize the training resources. With the approval of this department, employees can participate in training organized by other units. The required training expenses are transferred from the department to the training organization department.

Eleventh specific training projects include classroom teaching, outdoor development, reading and knowledge sharing projects, training salons and other forms.

Article 12 The remuneration of internal lecturers shall be implemented according to the standards formulated by the Human Resources Department of the Group, and the approval process of training fees for external lecturers shall refer to the work instructions.

Chapter VI Evaluation of Training Effect

Article 13 The methods of training effect evaluation vary from training project to training project, and the training organization department should evaluate and track the effect of each training accordingly, and adopt the following three-level evaluation methods according to the characteristics of training projects:

1, Level 1 Assessment: Assess students' satisfaction with the course and learning process. All courses must be conducted, and the training supervisor is responsible for conducting a questionnaire survey and forming a training summary table (Table 6), and submitting it to the Student Opinion Questionnaire (Table 5) of the Human Resources Department within 5 days after the training.

2. Second-level evaluation: evaluate the learning effect of students after completing the course through organizing examinations or field operations, and summarize the results and report them to the Human Resources Department.

3. Three-level evaluation: Evaluate whether the trainees' behavior or work performance has changed as expected due to training after returning to work. After the training, employees should formulate specific action plans and performance improvement plans, send them to the direct supervisor for reference, and report them to the training supervisor of the unit for the record. After 3 months, the employee's direct supervisor should be responsible for making relevant performance evaluation and guidance. (Attached Table 7 of Training Effect Tracking Feedback Form)

Fourteenth training effect evaluation methods must be explained and implemented in the training project planning. The Human Resources Department will conduct random checks on the evaluation of training effect from time to time. If the training project fails to pass the evaluation, it will adopt the following methods to give negative incentives:

1, negative incentives such as students' failure to participate in or cooperate with training effect evaluation (no assistance in research, no action plan or performance improvement plan) or unqualified assessment results 100-300 yuan;

2. The employee's direct supervisor failed to evaluate and guide whether the employee's performance has improved within the third month after his subordinates received training, which was a negative incentive for 200-300 yuan;

3. The training supervisor who organized and implemented the training program failed to evaluate the training effect and gave negative incentives as appropriate. 50-200 yuan.

Article 15 The headquarters and secondary units of the Division shall establish personal training files for managers and employees, and record the training situation of employees for easy inquiry.

Chapter VII Training Expenses

Article 16 The Director of Human Resources Development and Training of the Division shall be responsible for the annual training expense budget of the Division, which shall be reviewed by the Minister of Human Resources (jointly reviewed by the Financial Management Department), approved by the General Manager and reported to the Human Resources Department of the Group for the record. The annual training expense budget of the secondary unit is included in the annual expense budget of the unit (audited by the financial management department of the unit), approved by the unit leader, and reported to the Human Resources Department of the Division for filing.

Article 17 When employees go out for training, they shall go through the loan formalities with the financial management department of their subordinate units on the basis of the approved Application Form for Going Out for Training (Attached Table 8), and the accommodation and travel expenses incurred in going out for training activities shall be borne by the subordinate departments. When employees participate in internal training organized by other departments of the Division, the training fee is calculated per capita and paid by the department to the training project organization department.

Chapter VIII Training Lecturer Management

Article 18 Training lecturers are divided into internal lecturers and external lecturers, and the Human Resources Department of the Division shall uniformly establish training lecturer files for all training institutions to consult and use.

Article 19 Internal lecturers are composed of managers at all levels and excellent employees of the Division. Managers at all levels have the obligation and responsibility to train employees, and managers at all levels must cooperate with the training organization department under the condition that their work does not conflict with teaching. The investigation of teaching hours and training effect will become an important content of performance appraisal for managers' lecturers and staff lecturers. The remuneration of internal lecturers shall be paid according to the relevant regulations of the Group.

Article 20 External lecturers are lecturers hired by training consulting companies. The course salary of external trainers is determined according to the actual situation and training budget, and whether to continue to hire lecturers is decided through training effect evaluation.

Chapter IX Training Summary

Article 21 After returning, the trainees who go out for training must sort out the knowledge they have learned into complete learning materials and send them to the human resources training department of their respective departments for the record together with the assessment results, copies of graduation certificates and other relevant materials.

Article 22 The trainees who go out for training have the obligation to arrange the knowledge they have learned in the training into words, and pass it on to relevant personnel as teaching materials under the arrangement of the Human Resources Department of the Division, so as to effectively utilize the training results.

Article 23 Anyone who participates in overseas training should fill in the Overseas Training Application Form (Attached Table 8) and the Overseas Training Report (Attached Table 9) after the training, and submit them to the Training Department of the Human Resources Department of his subordinate department within one week after returning home, otherwise, 300 yuan will be given negative incentives.

Chapter X Training Discipline

Twenty-fourth participants in the training should attend on time. If you can't attend the training for some reason, you must go through the formalities of asking for leave one day in advance, and the instructions for asking for leave must be signed by your direct supervisor (at least the department head). Those who arrive late and leave early without reason are given negative incentives 100- 150 yuan; Truant students are given 100-500 yuan negative incentives, while those who disturb the training order are given 50-200 yuan negative incentives. The specific amount of negative incentives will be notified in each training notice. The Human Resources Department of the Division will conduct random checks from time to time.

Chapter II XI Supplementary Provisions

Article 25 This system is formulated with reference to Guang Mei ji zi (2000) No.029 Measures for the Management of Group Staff Education, and the contents not involved shall be implemented in accordance with Guang Mei ji zi (2000) No.029 Measures for the Management of Group Staff Education.

Article 26 If the relevant systems previously promulgated by the Division are inconsistent with this system, this system shall prevail.

Article 27 If the operating procedures stipulated in this system conflict with the relevant contents stipulated in the Division's Decentralization Manual (Third Edition), this system shall prevail, and the relevant contents of the Division's Decentralization Manual (Third Edition) will be adjusted in the next revision.

Article 28 The right to modify and interpret this system belongs to the Human Resources Department of the Division, and this system shall be implemented as of the date of promulgation.