公司人力资源人事考勤工作流程手册中英文对照

1、人力资源工作流程手册双语版人力资源工作流程手册双语版Human Resource Management ManualChapter OneGeneral/ 总则1.1 To achieve the following objectives in HR Management:公司在人力资源管理方面致力于达成以下目标：·To build an advanced human resource management system, reflects the development of human resources is the core of the company's mana

2、gement philosophy, in the use of training and staff development, staff development with the enterprise.构筑先进合理的人力资源管理体系，体现人力资源是公司发展核心的管理理念，在使用中培养和开发员工，使员工与企业共同成长。·Keep all departments in the uniformityon HR systems and procedures. Maintain theprofessional standards and ethical standards in HR sy

3、stems.保持公司内部各部门在人事制度和程序的统一性和一致性。保持人力资源系统的专业水平和道德标准。· Ensure all the HR regulations are according with the China laws and rules of localgovernment.保证各项人事规章制度符合国家和地方的有关规定。·The manual will be edit and improvement continuously in the future.本手册将根据实践的发展不断充实和修订。Chapter TwoHR Department s Duty/人力

4、资源部职责2.1 Core functions: as a company human resources management, selection, allocation,1人力资源工作流程手册双语版development, testing and training company for all kinds of personnel, develop andimplement various policies and staff salaries & benefits and employees career plan, mobilize the enthusiasm of em

5、ployees, potential employees excited , responsible for the company scontinued long-term development.核心职能：作为公司人力资源的管理部门，选拔、配置、开发、考核和培养公司所需的各类人才，制订并实施各项薪酬福利政策及员工职业生涯计划，调动员工积极性，激发员工潜能，对公司持续长久发展负责。2.2 Work Responsibility/工作职责·HRMSS Build ing and management/ 制度建设与管理Formulate the HR regulations, HR p

6、rocedure, and then implement, monitor it.制订公司人事管理制度，工作流程，贯彻、监督制度和流程的落实。 Make the company s annual personnel demand plan.编制公司年度人员需求计划、及年度人员编制计划； Research the pay level regularly, provide reference for decision-making.定期进行市场薪酬水平调研，提供决策参考依据； Help employees to do a good job in career plan.指导、协助员工做好职业生涯规

7、划。·Human resource management/人事管理Formulate the job responsibilitis and spencifications.制订公司部门和人员岗位职责；Employee s recruitment, hiring, training, performance, demission etc.management.员工招聘、雇佣、考核、调动、离职等管理。Personnel sproparation and selection, inspection and training,公司储备人员的选拔、考察、培养；Employee sfiles

8、and documents management.公司员工的人事档案及证件管理；Provide all kinds of data in HR for reference.提供各类人力资源数据统计及分析；Organize and impelement the employeesperformance.2人力资源工作流程手册双语版组织实施公司员工的绩效考核工作；Enhance all the employeesquality.公司员工整体素质的提升。·Salaries and welfare management/薪酬福利管理Formulate the pay cost budget.

9、制订薪酬成本的预算；Make the employees attendance, wages and bonuses.核定员工考勤及工资和奖金；Formulation, impelememt and management the welfare regulations.制订公司员工福利政策并管理和实施。·Training and development management/培训与发展管理Make the year training plan.公司年度培训计划的制订与实施；Help each dept. to do the training and education.协助各部门的教

10、育培训工作；Make the year training budget.制订公司年度教育培训经费的预算并进行管理和使用；· Other Jobs/ 其他工作Staff relations s building.员工关系建设； Corporate culture promotion.公司企业文化的推进； External coordination.外部协调；Chapter ThreeRecruitment/招聘3.1 Recruitment Objective/招聘目标· To ensure the quality of the recruitment, select the

11、 excellent personnel for the company.通过系统化的招聘管理保证公司招聘工作的质量，为公司选拔出合格、优秀的人才。3人力资源工作流程手册双语版3.2 Recruitment Process/人员招聘程序· Rectuitment Application/ 申请HR dept. organize the recruitment according with the year recruitment plan.人力资源部根据年度编制计划统一组织招聘。If the personnel demard is out of the plan, recruitme

12、nt will be after GMsapprovement.The job responsibilities and qualifications should be provided when the position is new.计划外的招聘需求，需经总经理核准后进行，新增岗位，需提供岗位说明书及任职资格说明。· Recruitment Cost/费用To achieve the year recruitment plan, we should pay the cost in recruitment programme. HR dept. should make the b

13、udget according with the cost in last years.招聘费用是指为达成年度招聘计划或专项招聘计划， 在招聘过程中支付的直接费用。 人力资源部应根据年度或专项招聘计划， 对照以往实际费用支出情况， 拟订合理的招聘费用预算，经总经理办公室及财务部审核后在年度招聘费用预算内申请招聘费用。· Recruitment cycle /招聘周期HR dept. should finish the recuritment during stated time after receiving the sheet ofpersonnel demand.招聘周期指从人力

14、资源部收到人员需求表起，到拟来人员确认到岗的周期。Workers in workshop: during 7 work days.车间操作工： 7 个工作日内完成；General staff: during 10 work days.办公室一般员工： 10 个工作日内完成Technology engineer & Supervisor: during 15 work days.工程师及主管人员： 15 个工作日内完成；Important position and Manager: during 22 work days.重要岗位人员及经理级人员：22 个工作日内完成。·Rec

15、ruitment Channel /招聘渠道4人力资源工作流程手册双语版There are four main recruitment channel: online recruitment, taking in the exchange of talents, newspaper ads, recommendation from stall internal.招聘渠道主要有四种：网上招聘、参加人才交流会、刊登报纸广告、内部员工推荐。· Approval Authority/ 人员录用审批权限Supervisor or above, important positions shoul

16、d be approved by GM.主管级以上人员、以及重要岗位人员的录用由总经理审批； Others should be approved by the related manager.其他人员由部门经理及人力资源部审批；Chapter FourNew Staff s Hiring/新员工录用4.1 Objective/ 目的Introduce smoothly new staff into the corporate culture and the job.将新员工顺利导入工作岗位和文化氛围之中。4.2 Reporting procedures/ 报到手续· Document

17、s should be provide/ 入职时新员工需提供的证件：ID card, academic certificates, other qualification certificates copies, and two pieces of photo currently should be provided at that time.各项有效证件的复印件（身份证、学历证、其他资格证等）并附近照两张；Health certificates issured by the local hospital (valid for 3 months).区级以上医院出具的健康证明（三个月内有效）；D

18、imissioncertificationfromthe originalcompany(graduatesshouldprovide“onrecommendation ”and “report card ”original.)原工作单位的离职证明（应届毕业生应提供“推荐书”及“成绩单”原件）；4.3Entry procedures/入职手续办理：·HR dept. should check the documentstruly. If the documentsmissing, the staff canenter firstafter HR manger s approvemen

19、t,and the missing documentsshould be5人力资源工作流程手册双语版providewithina weektime. Failedprovidingor providingfalsedocumentswill berefused.人力资源部需检查证件的真实性，证件齐全者，按正常程序办理手续；证件不齐者，由人力资源部经理确认后先办理入职手续，并要求员工一周内补齐证件后再来报到，一周内未能补齐者或提供假证件者，一律按劝退处理；·HR dept. transacts for the eligibility personnel as the following

20、 procedures:人力资源部为合格人员办理办理如下手续:HR dept. provide the <Labor Manual>, <The first day in AL-KO>, attendance card, and the stationeries, dungatees, footwares ect.人力资源部为入职员工发放员工守则、在爱科的第一天、考勤卡，并领取日常所需文具用品、工作服、工作鞋等防护用品；HR dept. should introduce the new staff to the related workmatesand leaders

21、ifitsnecessary.如有必要，待新员工入职后，人力资源部应给予新职员介绍公司其他部门同事及相关领导；HR dept. should lead the new staff to the department.人力资源部带领新员工到用人部门报到；Establish the individual personnel files.人力资源部为员工建立个人人事档案;New staffs should be trained before working, and then, they will be test after a month.人力资源部对新员工必须进行职前培训，明确告诉员工职前培训将

22、作为新员工的试用期培训考内容，并引导新员工熟悉掌握公司的规章制度，人力资源部将给新员工进行一个月后的试用考核；Probation will be continued after passing the test. There are 3 pieces of chance for allnewstaffs, if failed all times, anyone will be refaused. HR dept. should record it in <Labortrainingrecord sheet> in the end.6人力资源工作流程手册双语版考试合格继续试用； 考试

23、不合格者准予补考， 三次不合格者给予劝退处理， 人力资源部将考试分数记录在员工档案的员工在职培训记录表中；Every dept. should do with the matters for new staffs/ 新员工入职各部门处理事项：7Time/时间Dept./部门Matters/Responsibility/办理事项责任人人力资源工作流程手册双语版as <Labor·Prepare for related materials,suchManual>, attendance card and so on.准备相关物品，包括员工手册、考勤卡等One daybefor

24、ereportingday/ 到岗前一个工HR dept. /人力资源部· Prepare fofor working equipments, such asdesk, chair, computer and so on.为新员工准备工作用品（办公桌、椅、办公用品、电脑等）· Inform IT dept to set the net resource for newstaffs.通知 IT 部准备为新员工配置网络资源· Inform the related dept. that the new one willreport soon.通知用人部门新人即将报到HR

25、 dept.manager /人力资源部经理作日IT dept. /IT 部门Relateddept./用人部门HR dept./人力资源部·SetthenetresourceafterreceivingtheIT manager /information from HR dept.IT 经理为新员工配置网络资源·Takethe<Newemployeemonthlyupdaterecord> from HR dept.The teacher or在人力资源部领取新员工月度跟进记录the manager/· Confirm job responsibil

26、ity, training content and指定指导人或部test standard with HR dept.门经理与人力资源部沟通该员工试用考核期工作职责、具体考核标准及培训内容·Check the documents.检查新员工各种证件及照片是否齐备· Provide <The first day in AL-KO>给新员工发放在爱科的第一天· Introduce the based information of company,regulations, functions of each dept. and so on向新员工介绍公司简要

27、情况、各部门职能、规章制度及试用期内心态定位· Provide <EmployeeHandbook>,attendancecardHR dept.manager / 人力发放员工手册、考勤卡8·Lead to the office,introduce the资源部经理new staff人力资源工作流程手册双语版The day endHR dept. /of probation/人力资源部试用期到期日·When the probation is end, <New employee monthly monthly update record>

28、 should be diliveried to HR dept., HR dept. will inform and sign confidentiality agreenments with the related personnel if it snecessary.新员工试用期到期后 , 用人部门将新员工月度跟进记录交回人力资源部，经考核符合公司用人标准，通知员工通过试用期培训考核，如有需要，则与员工签订保密协议；·Whenthecandidateswhofailedlypassed review and probation period, andthen will be r

29、efused.培训期结束，经考核不符合公司用人标准，与员工办理试用期结束手续。·Boththedept.andcandidatescanRelateddept./HR dept./用人部门 / 人力资源部applicateto dissmiss the labor relationsduringprobation period.试用期间，用人部门可以随时根据新员工的工作表现向人力资源部提出解除试用关系申请Chapter FiveOfficial Assessment /转正考核5.1 At the first dayof every month, HR dept. should pr

30、ovide the candidates name list tothe related dept. managers.每月一日人力资源部整理员工档案，将到期转正的员工名单发至部门经理；5.2 The candidates should fill in a <Assessment for probation end form>, and submit to9人力资源工作流程手册双语版the manager for check.新员工应填写员工转正考核表呈部门经理审核。5.3 <New employee monthly update record> should be s

31、ubmit after approving from dept.managers.用人部门将该员工的新员工月度跟进表呈送人力资源部；5.4 Approval Authority/ 人员录用审批权限· Supervisor or above, important positions should be approved by GM.主管级以上人员、以及重要岗位人员由总经理审批；· Others should be approved by the related manager.其他人员由部门经理及人力资源部审批；5.5 HR dept. will inform and pla

32、card the name list when the candidates who successfully passed review.人力资源部将发放员工转正通知书，并在公司内部公布当月转正员工名单。5.6 When the candidates need to do the performance ahead of schedule, the manager shall notify HR dept. in written paper.需提前转正的员工请部门经理向人力资源部提出书面申请，说明员工提前转正的原因，呈人力资源部报批。Chapter SixPersonnel Actions/

33、人事异动6.1TO use human resource rationally through personnel actions internal.通过人事调整，合理使用组织的人力资源；6.2 Type of Actions/异动类型· Promotion(demotion)/升职 /降职 :Its a certain (negative) to candidatesaccording to their performance,professionalskills, moral character and position vacancy.10人力资源工作流程手册双语版根据员工的工

34、作表现，专业技能，品德以及职务空缺情况，对其工作的一种肯定（否定）；· Position tranfer/调岗 :Position changes can be done when the restructuring or business needs, or for the ability to work with the staff and the development of intentions,因机构调整或业务需要，或为符合员工工作能力和发展意向，可安排员工调岗 ; · Pisition altermation / 轮岗：For the sake of human

35、 development and the rationally use, strengthen the resilience of the company s personnel, and reach the goal effectively.为求人力的合理运用与发展，强化公司的用人应变能力，有效达成公司目标。· Requirement and procedure/ 要求与程序： When the actions are suggest by company, HR dept. should control it andcommunicate with both department

36、s. Then, fill in the personnel changes form & work accessment form and submit it to the related leaders.公司提出的，由人力资源部负责协调，取得调出与调入部门经理的同意后，填制人事变动申请表，按人员聘用权限报公司领导批准。When the actions are suggest by dept. / staff self, dept. / candidates should fill in the personnel changes form & work accessment

37、 form, HR dept, will make final notice according to leader sdecision.员工提出的，应由本人提出书面调岗申请，填写“人事异动表”并报所在部门经理同意后，填写“工作评估表” ，由人力资源部参照员工聘用审批程序办理。HR dept. will inform dept. and candidates in the end.人力资源部向员工和有关部门发出" 内部调整通知单 " 。· Approval authority/审批权限Supervisor or above, important positions

38、 should be approved by GM.主管级以上人员、以及重要岗位人员由总经理审批；Others should be approved by the related manager.其他人员由部门经理及人力资源部审批；Chapter SevenResign or Dimission/离职7.1 To standardizethedemissionprocedureandfacilitatethecontinuityofwork,11人力资源工作流程手册双语版improving the level of management.为了规范公司离职程序，以利于工作的延续性，提高公司的管理

39、水平。7.2 Resign or Dimission Procedure/离职程序· Employee apply for resign/员工辞职：If employee resifned during probation period, he/she should send in application form 7days ahead.试用期员工需提前七天提出申请；General Official employee should submit application sheet 30 days ahead if he/she intend toResign.合同期员工，一般员工需

40、提前30 天提出申请 ;The important position personnel and managers or above, should submit application sheet 90 days ahead if he/she intend to resign.经理级以上员工及重要岗位员工需提前90 天提出申请；The employee only allowed to leave before GM s approval and finish all leave formalities, orcompany reserves rights to retail it ssal

41、ary till all handover finished. Employee failed to notifycompany in advance and caused loss should bear all generated consequences. Company willnot compensate those people who pu forward resignation by himself during contract serviceperiod.辞职人员应于正式获准离职日前办理好各项离职手续。未经获准辞职的员工，扣除当月工资做为赔偿金。如若因在职期间造成公司经济损

42、失未处理妥善就擅自离职，公司有权追究法律责任。If the employee leave without any approval, the related dept. should notify HR dept.andfinance dept. for preparing.12人力资源工作流程手册双语版如员工在未办理任何手续的情况下擅自离职，用人单位应立即通知人力资源部及财务部采取必要的措施。· Dimission/ 辞退：When the candidate s qualification can not achieve the requirement of company du

43、ring the probation period, he/she will be refused at any time and without any compensate.试用期内员工工作能力不能达到公司要求的，公司可做出辞退处理，且无须任何赔偿；When the official employeeoffend the laws or regulations,he/she will be refusedwithout any compensate.员工违反国家法律、法规，公司可随时提出辞退要求，且不予任何补偿。Dismissal actions provided in employee

44、handbook.符合公司员工手册中规定可辞退的行为；· Leave formalities/离职手续Before leave, company can arrange HR manager, or high-level management people to have a conversation with him/her for their purposes of leave.离职前，公司可根据员工意愿安排人力资源部专人或高层管理人员进行离职面谈，听取员工意见。When contract ends or terminates, employee should finish al

45、l leave formalities. Or company reserves rights to retail its salary.员工因任何原因离开公司，均需按要求办理离职手续；手续未完者，扣发未领工资。Finish work handover, finish leave formalitied according to the related requirements.员工离职前需完成工作交接，按离职程序要求办理离职手续。Return all company files, working clothes, handbook and other public things.偿还公司相关

46、资料、工作服、文件、办公用品、员工手册等公物；Reimburse/return cash in advance, bear all related expenses generated during contract service period. If signed other agreements with company, he/she shouldalso obey all terms in agreements.13人力资源工作流程手册双语版归还公司欠款，以及在合同内约定的有关费用，如与公司签订有其他合同，按其他合同的约定办理；Return companydormitory and

47、public things there, andderegiste r related formalities.住宿者退还公司宿舍及房间内公物，并到行政部办理退宿手续；There will be anaudit before employee leave, if he/she is in the important position.重要岗位人员离职，公司将安排离职审计；Who attended overseas training with costs beared by company, should work for company at least 2 years. Please fin

48、d training agreement for details.公司出资安排员工出国培训，则该员工至少为公司服务两年，具体请见培训协议规定。Emploee who resigned or dismissed, should leave company immediately after finish all handover formalities.辞退或开除之员工必须在办完手续后立即离开本公司。7.3 Approval Authority/审批权限· Supervisor or above, important positions should be approved by GM

49、.主管级以上人员、以及重要岗位人员由总经理审批；· Others should be approved by the related manager.其他人员由部门经理及人力资源部审批；Chapter EightSalary & Welfare/薪资与福利8.1 Salary Policy/ 薪资政策·Keep the salary competitive in the industry and market.保持公司的薪酬在市场及行业中有较大的竞争力。· Promot employee to do a career planning directly a

50、nd actively.激励公司员工的积极性，规划其发展方向，明确目标。8.2 Salary Frame/ 薪资结构：·Salary is including monthly payment and the 13th month payment.员工的薪资由月薪及年终双薪构成。· Monthly payment including basic aslary, position salary, and it is paid through bank14人力资源工作流程手册双语版transfer monthly工资包括：基本工资和岗位工资等，每月以银行转帐方式支付。·

51、The eighth of each month is salary pay day, which will be postponed when meeting holidays/weekends.公司于每月的八日支付员工工资。如遇节假日或周末则顺延。·13th年终双薪）（第13月工资）month pay/The 13 th month payment shall be prorated on the months of attendance of theemployee. The 13 th month payment shall be prorated ac cording unforeseen absenceand single sick leave days according following table. The table can bu adjusted yearlyby the board of directors.于次年 1 月份发放第 1