Reprint the following information for reference \r\n \ r \ Employee Training Management System \r\n 1. 1 Purpose \ r \ nIn order to meet the company's development goals, improve people's performance, improve the quality of employees, enhance their working ability and understanding of corporate culture, and enrich their knowledge and skills in a planned way, and give full play to them. \r\n 1.2 Scope of application \r\nAll kinds of training and related activities carried out by employees and functional departments at all levels of the company are applicable to this system. Employees' participation in or organization of relevant training will be included in the performance appraisal of departments and individuals, which will be used as one of the basis for personal salary and post (including rank) adjustment. In addition, the Human Resources Department is the coordination, supervision and management department for the implementation of this system. \r\n2. 1 Determination of training needs 2. 1 Determination of the overall training needs of the company \ r \ nAccording to the overall business strategy of the company, the human resources department will draw up the annual training needs analysis report of the company after fully investigating the training needs, or reflect the relevant contents in the annual work plan and submit it to the company for review and confirmation. \r\n2. 1.2 Determination of departmental training needs \ r \ nWhen making annual work plans, all functional departments should put forward training needs according to their own current situation and future jobs and job requirements in 1 ~ 2 years. In addition, for phased or temporary training needs, timely feedback should be given to the Human Resources Department or reported to the person in charge of the competent department. \r\n2.2 Training plan or drafting of plan \r\n2.2. 1 drafting of annual training plan \ r \ nBefore June 30th every year, the Human Resources Department drafts the annual training plan of the company according to the overall business strategy of the company and the annual work plans of various functional departments, which should include training items, training forms and forecasts to be implemented throughout the year. \r\n2.2.2 Formulation of quarterly training plan implementation plan \ r \ nThe Human Resources Department formulates the quarterly training plan implementation plan according to the annual training plan and the actual situation of each department in the current period, which should reflect the training projects to be carried out this quarter, participants, project leaders, development time, expense budget, training purpose and other related contents. \r\n2.2.3 Implementation of monthly training plan \ r \ nThe human resources department does not separately draw up the company's monthly training plan, but in the monthly work plan of the human resources manager, the training projects carried out and implemented this month should be described, and relevant details should be put into practice. \r\n2.3 Examination and approval of training scheme or plan \r\n2.3. 1 Examination and approval of annual training plan \ r \ nThe annual training plan drawn up by the human resources department must be submitted to the annual business plan meeting of the company for deliberation and approval, and implemented after being signed by the general manager of the company. If the actual situation changes during the period, it is necessary to adjust the plan content, which will be reflected in the quarterly training plan implementation plan. \r\n2.3.2 Examination and approval of quarterly training plan implementation plan \ r \ nThe quarterly training plan implementation plan drawn up by the Human Resources Department must be submitted to the superior leader and the general manager for approval before implementation. If it is necessary to adjust related contents or projects during the implementation, it must be approved by the superior competent leader; Any adjustment involving expenses exceeding 5,000 yuan must be reported to the general manager of the company for approval before implementation. \r\n2.4 Implementation of Training Scheme \r\n2.4. 1 Training Implementation Supervisor Human Resources Department \r\n For all kinds of trainings based on the quarterly training plan, the training supervisor of the Human Resources Department shall fill in the Training Project Approval Form, which is verified by the manager of the Human Resources Department and the administrative personnel supervisor, and the training cost is more than 5,000 yuan, or participate in the training. \r\n2.4.2 Each department is responsible for arranging the training that other departments are responsible for or the implementation of relevant training activities organized by each department of the company. Personnel involved in other departments (including part-time lecturers) shall be reported to the Human Resources Department of the company for review and filing; \ r \ Each department needs to send its own personnel out for relevant business training or invite external experts to the company for relevant business training, so it needs to obtain the Training Project Approval Form from the Human Resources Department, fill it out according to the requirements of the form and submit it to the Human Resources Department, and handle it according to the process specified in 2.4. 1. \r\n2.5 Arrangement and management of training time \ r \ nAll kinds of professional skills training organized by the company should be arranged during normal working hours as far as possible to minimize the impact of training on daily work; For the centralized training attended by overseas personnel of the company, it should be combined with relevant meetings of the company as far as possible to save time and expenses. In addition, if training is required outside working hours due to comprehensive factors, it is not considered overtime. |||||| \ r \ n3. 1 About training methods \ r \ n3.1Internal training \ r \ nThe human resources department of the company is responsible for organizing and arranging internal training, which is hosted or taught by part-time lecturers in the company, and the training targets are employees at all levels in the company. This kind of training is the first choice when there are related training needs. If the company does not have the conditions for development due to various factors, it can choose other training methods. \r\n3. 1.2 Internal training conducted by external trainers or training institutions \ r \ nIn general, the human resources department of the company is responsible for contacting and organizing external trainers or management consulting institutions to carry out training projects or activities in the company. For highly specialized training, relevant business departments can recommend trainers or training institutions to the human resources department of the company. According to the training needs of the company and the contact with the other party, the Human Resources Department fills in the Training Project Approval Form and handles it according to the procedures specified in 2.4. 1. \r\n3. 1.3 Expatriates should attend relevant training \ r \ nIf they need to attend relevant professional training due to business needs, they should send someone to the Human Resources Department to receive the Training Project Approval Form, fill it out as required, indicate the training time, content and expenses, and report it to the General Manager for review and filing according to the relevant requirements in 3.5.3. \r\n3.2 Classification of training \r\n3.2. 1 induction training for new employees \ r \ nNew employees in the company must receive induction training, which mainly includes company profile, corporate culture, rules and regulations, code of conduct and other related contents, so as to help new employees improve their understanding of the company and working environment and quickly enter the working state. Generally, the training of new employees adopts internal training, and the human resources department conducts it irregularly according to the number of new employees in the current period. \r\n3.2.2 On-the-job training for employees \ r \ nDuring their on-the-job service, employees of the company must receive training and study for a certain period of time every year. Among them, in principle, ordinary employees are required to receive training provided by the company for not less than 40 hours a year, department heads for not less than 50 hours and department managers for not less than 60 hours. \ r \ On-the-job training for employees should include professional skills (including marketing and production technology), general management skills, career development and mentality. Through the combination of external training and internal training. \r\n3.2.3 On the overseas training of employees \ r \ nThe company sends employees to participate in business training organized by relevant training institutions due to work needs, which belongs to the overseas training of employees (no more than 30 days). If the overseas training cost exceeds 2000 yuan \/person and the off-duty time exceeds 5 days, it must be reported to the general manager of the company for approval before implementation. Other conditions must be confirmed by managers at or above the director level before implementation. \ r \ After returning to the company after training, the personnel who participated in foreign training must submit the training summary and training materials to the human resources department of the company for filing, and then go to the finance department to write off the related expenses (training fees, card fees, etc.). ). \ r \ The human resources department of the company decides whether to sign a training agreement with employees according to the training expenses and training contents, and defines the relevant responsibilities. \r\n3.2.4 On entrusted training \ r \ nDue to the needs of the company's development, some key positions can be entrusted to relevant training institutions or colleges for training (training time is more than 30 days). The candidates for entrusted training must be approved by the board of directors of the company, and a training agreement must be signed with the company to clarify the service life of the entrusted personnel and the commitment of the entrusted training expenses. See the relevant regulations in the company training agreement for details. \r\n4. 1 internal training lecturer selection and training \r\n4. 1. 1 internal training lecturer selection process (recommended by the department, reviewed by the human resources department and confirmed by the general manager) \ r \ nThe nature of the internal training lecturer's work is part-time, that is, training activities are carried out within the company so as not to affect himself. \ r \ According to the training plan of that year, the Human Resources Department determines the number and professional direction of internal lecturers in that year, which is reflected in the annual training plan. After being submitted to the company for approval, the recommendation information of internal lecturers will be released to the relevant departments of the company. The heads of relevant departments recommend suitable candidates to the human resources department for review, and then submit them to the general manager of the company for confirmation, and issue letters of appointment for internal training lecturers. \r\n4. 1.2 Selection criteria for internal training lecturers \ r \ nInternal training lecturers must have a college degree or above, at the same time have more than three years working experience in relevant positions, have medium working skills or above, have no record of major violations, have strong verbal and written skills and be good at communication. \r\n4.2 Grade evaluation of internal training lecturers \ r \ nThe Company's Measures for Grade Management of Internal Training Lecturers will be graded every year according to the working ability of internal training lecturers and the training work of that year, which is divided into primary, intermediate and advanced. \ r \ Instructors of internal training must have certain curriculum development ability and maintain a certain amount of class hours throughout the year. If the teaching time recognized by the human resources department is not less than 30 class hours, or if there are not less than 3 courses developed throughout the year, you will not be eligible for promotion next year. \r\n4.3 Management of class remuneration for internal trainers \ r \ nThe company will calculate class remuneration according to the teaching time approved and filed by the human resources department of internal trainers. Among them, junior lecturer 60 yuan \/class hour, intermediate lecturer 80 yuan \/class hour, and senior lecturer 100 yuan \/class hour. \ r \ nIn addition, normal training activities (such as self-monitoring to the office for job consultation or training) carried out by lecturers in the department are unpaid. \r\n5. 1 About the establishment of training files \r\n5. 1. 1 training files \ r \ nAfter induction training for new employees, on-the-job training for various employees, external training for employees, entrusted training, etc. , the human resources department should establish corresponding training files for future reference. \r\n5. 1.2 Contents of training files \ r \ nThe contents of training files include training project approval form, training project implementation record form, trainee list and attendance record, training teaching plan (or teaching material) and other related contents. In addition, for some training projects, a training effect evaluation questionnaire should be attached. \r\n5. 1.3 Purpose of training files \ r \ nEstablishing training files is an important measure to standardize the company's training management, so that all kinds of training can be recorded in a relatively complete and detailed way to avoid repeated training and unnecessary waste of resources. At the same time, the training file is also an important basis for the company to evaluate and examine all kinds of training activities organized by the human resources department, and an important means to ensure the training effect and quality. \r\n5.2 On the Establishment of Personal Training Files \r\n5.2. 1 Personal Training Files \ r \ nThe Human Resources Department will establish personal training files according to the training of the company's responsible persons and above and some professional and technical personnel. \r\n5.2.2 Contents of personal training records Personal training records shall include personal annual training registration form, training agreement, graduation examination papers and transcripts, graduation certificate (copy) and other relevant personal training materials. Personal training records should be kept together with employee files for future reference.