电器专卖店员工管理制度（Employee management system of electrical store）

1、电器专卖店员工管理制度Employee management system of electrical storeFranchised store operations management manualSource: browse times: 3835XX store operation management manualChapter 1 XX brand introductionFirst, the development of XX companyTwo, "XX" brand cultureThree, "XX" brand valueFou

2、r, the mission of the companyFive, looking forward to the futureThe second chapter stores management systemFirst, store management frameworkTwo, store personnel management system(1) attendance management system(two) vacation and leave system(three) resignation, transfer and dismissal(four) promotion

3、 system(five) appearance standardThe third chapter is the code of conduct for franchised store employeesFirst, the shopping guide representatives should have the understanding(1) the mission and role of shopping guide representatives(two) job responsibilities and categories of shopping guide represe

4、ntatives(three) the role of shopping guide representatives(four) the basic knowledge of shopping guideTwo, shopping guide representatives should master the professional knowledge(1) the product knowledge that the shopping guide should have(two) the display knowledge that the shopping guide represent

5、ative should have(three) the service knowledge that the representative of shopping guide should possess(four) sales knowledge that the representative of shopping guide should haveThe fourth chapter: Code of practice for franchised store employeesThe fifth chapter explains the responsibilities of fra

6、nchised store employeesFirst, store manager1. Position objectives2, job responsibilities3, daily work instructions4, the ability to store managers (the following items can be measured by the specific number)Two, help storeThree, cashier1, quality requirements2, daily work instructionsFour, shop assi

7、stants1, face the work of shopping guide representatives2, as a modern shopping guide representatives should have the basic quality3, shopping guide on behalf of pre-sales, sale, after-sales serviceThe sixth chapter, store operation standardFirst, store maintenance and cleaningTwo, store daily opera

8、tion proceduresThree, property maintenance systemFour, exclusive store payment management rulesFive, commodity replenishment, return, transfer proceduresThe seventh chapter deals with the handling of franchised store accidentsFirst, deal with customer complaints1, properly handle the importance of c

9、ustomer complaints2, the customer most often complain about matters3. What do customers want when they complain?4, complaints have not been properly dealt with the consequences5, how to prevent the emergence of complaints6, how to accept customer complaintsTwo. Handling unexpected accidents(1) theft

10、 incidents(two) power interruption treatment(three) burglary events(four) fire alarm treatmentThe eighth chapter stores the goods processing1, to prevent theft measures2, ensure store goods / inventory program3, confirm the specific handling provisions of lost goodsThe ninth chapter is the form mana

11、gement of franchised storeSecond chaptersFranchised store management systemFirst, store management framework(sorry, it can't be mapped, so the content of the architecture can't be passed.)Note: "help shop", "part-time clerk", according to the specific circumstances of eac

12、h store settings, counters generally do not need to set up these positions.Two, store personnel management system1) personnel recruitment process1) when franchised stores need to add personnel, submit the "personnel supplementary application form" to the Ministry of personnel, and plan the

13、 recruitment work by the Ministry of personnel.2) the personnel department collects the relevant information and makes preliminary screening, and then transfers the information to the relevant departments to arrange interviews.3) the store manager / cabinet manager is interviewed by the regional Sup

14、ervisor / store supervisor, and is checked by the operation manager of the general manager to decide whether to hire or not. The manager / cabinet staff are interviewed by the manager / cabinet manager and checked by the supervisor / shop supervisor. Fill in the application form".4) test result

15、s and personnel information to the personnel department, personnel department staff to handle the formalities, notify the selected.5) vocational training - formal appointment6) outside the company authorized by the Ministry of personnel entrusted regional Supervisor / Shop Supervisor Recruitment wor

16、k. The employee personnel information be submitted to the personnel department in a region.Two) recruitment principles1) the main principle of employee recruitment is based on whether the applicant is suitable for the job quality and training potential, and the position personnel should have practic

17、al knowledge and operational skills as assessment criteria.2) whether the overall quality and personal concept of the employer is consistent with the requirements of the company is an important measure of training potential.3) under special circumstances, if the applicant's actual work experienc

18、e is not enough, but the individual comprehensive quality is good, and has the potential to cultivate, you can employ. On the contrary, even if the applicant has a certain job experience, but the quality and development potential does not meet the requirements of the company, can not be employed.4)

19、applicants must truthfully fill in the "application form", after interview, written examination, re examination, you can employ.5) the franchisee will recruit employees on behalf of the company in accordance with the company recruitment requirements and procedures, and can notify the compa

20、ny to provide assistance.Three) entry procedures1) the applicant must report to the company at the designated time and process the entry procedures, otherwise cancel the employment qualification.2) when reporting, the following valid documents should be provided to the company for admission:A, ID ca

21、rd / residence booklet and copiesB, academic certificate / diploma certificate original and copyC, family planning certificate original and copy (each franchised store hires local staff according to government regulation)D, small 1 inch bareheaded color photos 3E, original and copy of health certifi

22、cate (can be paid within half month after entry)3) the staff must ensure that the personal data provided by the company are correct and shall not conceal the infectious diseases. Personal data must be notified immediately to the personnel department, such as address, telephone number, education leve

23、l, marital status, etc.4) misrepresentation, falsification of information and concealment, once the company finds out immediately and unconditionally dismiss.Four) induction training1) store training is divided into "new training" and "principal training" and "Training Manag

24、er". "The new training" for the manager to according to the actual situation of the new recruits staff of professional quality training, "principal training" as the area supervisor or manager on a regular basis, the shop organization of professional quality training, the tra

25、ining manager "for the company or organization of regional supervision regularly for the regional market manager. Training.2) shop supervisor, store manager need to go through 15 days of training period, other positions for 7 days, by the company personnel department, training department arrang

26、e training, training after examination qualified formal job.3) the new recruits in the training period do not enjoy the Commission and all kinds of bonuses, and the employees who leave on their own during the training period have no salary.Five) probationary period1) the new employees generally need

27、 to go through 1 - 3 months probation period (including training period).2) if the new employee performs well, his department supervisor may apply to the company for approval and shorten the probation period as appropriate. If necessary, the probation period may be extended as appropriate (but not m

28、ore than 3 months).3) the employee fails to comply with the requirements of the company during the probation period, and the company has the right to dismiss at any time.4) after the expiration of the probation period, the Department and the personnel department of the staff should be examined to fi

29、ll in the "positive application and audit form" and be approved by the relevant departments. Qualified employees will be turned into formal employees, and those who are not qualified will be dismissed immediately.Six) attendance management system1, working hours1) franchised store employee

30、s work in shifts, working 6 days a week. All franchised stores are arranged monthly by the manager / cabinet chief, each employee should go to work according to the table, and must not change without permission. (franchise stores can be adjusted according to the local actual situation)2) franchised

31、store business hours are from 9:30 a.m. to 22:30 PM, and counters are executed according to the requirements of the shopping mall. The business hours in special areas are approved by the company. The business hours shall not be changed without permission, and the company shall be arranged if there i

32、s any adjustment. (franchise stores can be adjusted according to the local actual situation)3) no person shall rest on holidays and Saturday, day shift. The monthly shift of not more than 3 times, and the clerk manager shall not be relieved.4) need to fill out the "single" shift shift, the

33、 manager agreed and signed, or absenteeism.2, sign in1) the employees should arrive at the franchised store 15 minutes before the business hours, and sign in, otherwise they should be late. Punctual for work, neat and uniform, and devoted to work.2) employees must sign in when they go to work, don&#

34、39;t cheat, and don't sign for others.3, late, leave early1) late, leave early more than 5 minutes, give 1 yuan per minute administrative penalty, monthly accumulative tardiness (leave early) 3 times for absenteeism treatment.2) when the work is not uniform uniform and failed to tidy up personal

35、 appearance of the person to be late.3) if the lateness of the previous day's overtime is too long, the manager should be treated according to the circumstances, and may not be late in the suitable range.4, absenteeism1) the person who fails to apply for leave formalities and does not work witho

36、ut reason shall be treated according to absenteeism.2) more than 45 minutes late for absenteeism.3) 1 days to 3 days of absenteeism salary and commission, the cumulative absenteeism of 3 days, automatic turnover, not to send monthly salary and commission etc.4) the company will be prosecuted for the

37、 loss of the company due to absenteeism or automatic turnover.Seven) vacation and leave system1, holiday interpretation and management details1) leave: the staff for private and not to work. Please leave for more than 3 consecutive days, or a total of more than 10 days throughout the year, the compa

38、ny has the right to dismiss. During the leave without pay.2) sick leave: employees may not be able to go to work due to illness, including natural and work-related injuries. Sick leave must be presented at the district level or above, and the company will retain the position and pay the basic salary

39、 within half a month due to the work injury leave. The rest of the sick leave does not pay wages, the vacation more than 15 days, the company has the right to dismiss.3) false condolence: staff for three generations within the immediate family funeral can enjoy 3 days of holiday condolence.4) marria

40、ge: employee and spouse reached the legal age of marriage and marriage according to legal procedures can enjoy 6 days of marriage. Employee who work full 1 years can enjoy paid leave.5) childbearing leave: the necessary holiday for female employees due to birth. The maternity leave is 3 months, and

41、the employees who have worked in the company for 1 years can enjoy the paid birth leave. Any violation of the "marriage law" and "law" and other national policies and regulations are not entitled to the marriage and birth related false treatment, and the company has the right for

42、 the dismissal process.6) other holidays: please refer to the company's relevant notice and regulation.2. Leave procedure1) employees must leave in advance to fill out "leave sheet", according to the approval of the program before leaving.2) any aril, staff leave in 1 days or less, app

43、roved by the manager. 2 days or more must be approved by regional Supervisor / shop supervisor. More than one week must be approved by superior supervisor. "Leave sheet" and the "attendance table" with the personnel department.3) leave for more than 3 days, must submit a written

44、application one week ahead of time, leave for more than 6 days, half a month ahead of time.4) must complete the work before leaving on vacation, and do the job handover before leaving. Due to the loss of the company, it must bear the corresponding responsibility.5) staff due to special events or ill

45、ness can not be timely notice, should be within 3 hours after the return call superiors, leave procedures in the post.Eight) resignation, transfer and dismissalWhen the employees of important positions leave, the administrative department must send the relevant departments and units to inform releva

46、nt matters and job successor on the day of their departure. Such as: Store Manager, franchisee and internal company, etc.1, resign1) the resignation of employees should be submitted one week ahead of time in the probationary period, and the formal staff should apply for 30 days in advance.2) the res

47、igned employees must concentrate on their work before they leave the company. When the application for resignation is approved by the procedure, and the work is completed, the resignation can be made."Resignation application" reply - manager approval - regional supervision - Operation Mana

48、ger - personnel department3) if the employee resigns due to his study or study abroad, the company can retain his length of service and welcome the employee to come back to the company later.4) the salary of the employee is paid on the pay day prescribed by the company.2, transfer1) based on the wor

49、k to mobilize any employees of the office or place of work, was not an excuse to staff should actively cooperate with the selection committee.2) has been received after the notification shall be transferred to the staff, the limited time to inform the transfer formalities completed and new replaceme

50、nt for the handover of the work. The staff in the new person was transferred yet before the left positions can be responsible for the supervisor agent.3, dismissalIncluding: dismissal, dismissal, dismissal, dismissal of discouraging nature1) Dismissal: due to the serious violation of the company'

51、;s management system, business philosophy, the company can dismiss the case in accordance with the situation. Due to violation of the rules and regulations for the company, customers or other parties to bring losses, must be given appropriate compensation. Expellee, the company will deduct wages and

52、 bonuses, to solve problems and things left no sign "confirmation" only after the payment. And notify the whole company.2) Dismissal: employee during the probation period obviously does not meet the requirements, or in the principal period do not work hard, the performance is getting worse

53、, can immediately to dismissal without any compensation. If the company needs to dismiss the employee due to the company's operation problems, the company will notify the laid-off employee one month ahead of schedule and give a month's salary as compensation.3) ": if the in-service peri

54、od does not meet the job knowledge and skills requirements, although work hard but still does not see the result, the company will persuade his resignation.4) natural Dismissal: the labor contract signed by the company and the employee expires, and neither party has renewed intention. When the emplo

55、yee has gone through the formalities of clearing up, the employment relationship between the two parties terminates.Nine) promotion systemThe company pays attention to the training of internal personnel, and the management should pay attention to the training of talents, especially the potential tra

56、ining objects. When there is a vacancy, the employer and the unit should give priority to the internal staff. Any person's position promotion must be through the job training, and must pass the probation period of 1 months, after the examination, formally promoted to the post. Failed the examina

57、tion, can be extended to the original position of the probation period or according to the assessment, the staff should be transferred back to work for another chance.Promotion standard:The new shop member enters the post, the test work three days, after the test qualified, has been admitted as the

58、probation staff. The probation period is from 1 to 3 months, depending on the ability of work. After the probationary period is a formal clerk.Clerk in the company during the period of work, positive work, responsible, self-motivated, hard work, obey the arrangements. Have a certain management ability and executive ability, and actively assist the manager work. Written by the manager and approved by the company, it can be promoted to help