Human resources department management system template collection

Chapter 3 Daily Management (2)
Date Approved by Approver
General
Article [-] This system is formulated according to the relevant provisions of the company's organizational regulations, in order to achieve the purpose of improving performance and making the best use of talents.

Article [-] All employees of the company shall be handled in accordance with the provisions of this system, unless otherwise stipulated by personnel management.

Appointment
Article [-] Personnel at all levels shall be assigned on the basis of their professional knowledge and work experience.

Article [-] The procedures for the appointment and removal of personnel at all levels are as follows:
(1) The general manager, deputy general manager and assistant general manager are appointed and dismissed by the board of directors.

(2) Department managers shall be appointed and dismissed by the general manager at the request of the board of directors.

(3) The department head shall be submitted by the functional department manager to the general manager for appointment and dismissal, and then reported to the board of directors for approval.

(4) New recruits will be formally hired after passing the trial assessment.

Article [-] When the company recruits new employees, the personnel below the supervisory level shall be reviewed and approved by the general manager, and the recruitment of department supervisors and above shall be reviewed and approved by the chairman.

Article [-] New recruits who have the following conditions will not be appointed:

(1) Those who have been sentenced in criminal cases or have not yet withdrawn from the wanted list.

(2) It is difficult to be competent for the post due to physical defects or health conditions.

(3) Those who have bad habits such as drug use.

(4) Under the age of sixteen.

Article [-] Unless otherwise stipulated, the three-month probationary period from the date of entry for new recruits is a probationary period, and the probationary period can be shortened or extended if necessary according to the results of the probationary assessment.

(Continued)
Article [-] For probationary personnel with excellent performance, their department managers or supervisors shall fill in the "Appointment and Exemption Signing Form" for probationary personnel, and they can be formally hired after being signed and approved by the general manager.

Article [-] For probationary personnel who perform poorly, their department managers or supervisors should extend or stop the probationary service expediently, and fill in the "Appointment and Exemption Application Form for Probationary Personnel" and submit it to the general manager for approval.

Article [-] New recruits should go through the following procedures in the human resources management department before the start of the trial after they register:
(1) Fill out the "Registration Form for New Employees".

(2) Submit the original copy of academic certificate and ID card for review and provide a copy of the certificate for archiving.

(3) Provide 3 recent half-length frontal photos without hat.

Article No.11 Employees of the company shall start to count their years of service from the date of probation.

Services
Article No.12 Personnel at all levels of the company shall, in addition to the responsibilities stipulated in the job description, other tasks assigned by the superior supervisor, also try their best to complete.

Article No.13 Employees of the company must abide by the following regulations:
(1) Comply with all rules and regulations of the company.

(2) Pay attention to the reputation of the company. Any personal opinion related to the company shall not be published without permission. Unless authorized by the company, the name of the company shall not be used without authorization.

(3) Strictly keep all the confidentiality of the company.

(4) Do not shirk each other or delay the tasks assigned by the company without reason.

(5) Take good care of the company's property, put an end to waste, and do not leave the company with public property without permission.

(6) Modest attitude, in order to obtain the cooperation of colleagues and customers.

(7) Pay attention to self-cultivation and put an end to bad habits.

(8) Strictly abide by the company attendance system.

(9) If overtime is required due to company reasons, employees must strictly abide by the relevant regulations of the overtime management system.

Treatment
Article No.14 Unless otherwise specified, the treatment of the company's employees shall be handled in accordance with each article of this chapter.

Article No.15 According to the nature of the work, the wages of employees are divided into piece-rate wages and hourly wages.

Article No.16 Refer to the "Salary Standard Table" for employee salary standards, and refer to the "Salary Settlement Method" for salary settlement methods.

No.17 The salary standards listed in the previous article have no grades for special positions, positions, seniority allowances, etc.

Article No.18 Settlement and payment of employees' wages must be carried out in accordance with the following regulations:

(1) Employee wages are settled once a month, and the settlement time is on the ×× day of each month.

(2) On the day of ×× every month, the wages of the employees settled in the previous month will be paid.

No.19 The distribution of year-end bonuses for company employees must be handled in accordance with the following regulations:
(1) For those who have worked for three months, the board of directors will issue a year-end bonus after reviewing the quality of their work.

(2) Those who have worked for less than three months will not be granted year-end bonuses.

(3) The calculation of years of service is based on December 12 of the previous year.

(Continued)
No.20 The salary of new employees shall be calculated on a daily basis from the day of their arrival.

No.20 Article [-] The remuneration of employees with salary increase or salary reduction shall be calculated on a daily basis from the effective date of the personnel transfer order.

Transfer and leave

Relocation and business trip

No.20 Article [-] The company may transfer employees' positions or service locations at any time according to business needs, and employees shall not shirk.

No.20 Article [-] Transferred personnel should handle the handover and report within the specified time limit.Five days overdue for supervisors and three days overdue for other staff will be deemed as automatic resignation.

No.20 Article [-] If the transferred personnel leave the post before their successor arrives, their remaining work shall be represented by their supervisor or the person designated by his supervisor.

No.20 Article [-] The remuneration of transferred personnel shall be calculated on a daily basis from the date of reporting to the new post.

No.20 Article [-] The company's employees must strictly abide by the company's business trip management system when traveling on business.

Leave and leave

No.20 The following seven items are holidays stipulated by the state:

(1) New Year's Day (January 1), one day.

(2) Spring Festival (Chinese New Year's Eve to the second day of the first lunar month), three days.

(3) Women's Day (March 3), half-day (female employees only).

(4) Qingming Festival (the day of Qingming in the lunar calendar), one day.

(5) Labor Day (May 5), one day.

(6) Dragon Boat Festival (the fifth day of the fifth lunar month), one day.

(7) Mid-Autumn Festival (the fifteenth day of the eighth lunar month), one day.

(8) National Day (October 10-1), three days.

No.20 Article [-] The number of holidays and holidays mentioned in the previous article can be determined according to the production situation, but the work during this period must be strictly handled in accordance with the relevant regulations of the overtime management system.

No.20 Article [-] Employees who ask for leave shall comply with the following regulations:

(1) Sick leave.Those who need to recuperate or receive medical treatment due to illness can take sick leave, but no more than 5 days per month, and no more than 30 days per year accumulatively.

(2) Personal leave.Employees who need to deal with personal affairs can ask for personal leave, but the cumulative number of days per year should not exceed 30 days.

(3) Marriage leave.Employees who get married themselves can ask for 7 days of marriage leave.

(4) Bereavement leave.Bereavement leave is 8 days for the death of a parent, spouse or child; 6 days for the death of a grandparent, parent of the spouse or sibling.

（5）产假。女性员工分娩可请产假90天。未满3个月流产的可请假7天；怀孕37个月流产的可请假28天；7个月以上流产的可请假42天。（产假仅指已婚的女性员工，未婚的女性员工分娩或流产则按病假规定办理）

(6) Public holidays.Those who are due to military service or elections can ask for official leave, which is determined according to the actual situation.

(Continued)
(7) Work injury leave.Those who are injured on duty can take work-related injury leave, which is determined according to the actual situation.

Article No. 30 If the leave is overdue, except for sick leave which shall be handled in accordance with the first paragraph of Article 20 of No. 3, the rest shall be treated as absenteeism.Those who cannot be cured in a short period of time due to serious illness, after presenting the certificate provided by the hospital, can report to the general manager for special approval to extend their sick leave according to their illness condition, on-the-job qualifications and work performance, but no more than [-] months.

No.30 The salary during the leave period shall be paid according to the following regulations:
(1) Except for personal leave without salary, the rest of the leave within the specified period or approved to extend the sick leave, the salary during the leave period will be paid at 60% of the basic salary.

(2) The salary for official leave and work-related injury leave will be paid as usual, and the treatment expenses for work-related injuries will be reimbursed in full according to the treatment receipt.

No.30 Article [-] Employees who ask for leave must fill in the "Leave Application Form", which will be considered as a leave after being approved by the department leader and sent to the Human Resources Department for registration.Anyone who is absent from work without permission or extension without approval shall be treated as absenteeism, unless it is proved to be true due to serious illness or major accident, and the procedures for making up for the leave shall be completed within three days after the event.

No.30 Article [-] Employees who ask for leave must apply for approval in accordance with the following regulations:

(1) If the deputy general manager and assistant general manager ask for leave within 2 days (including 2 days), it must be reported to the general manager for approval; if it exceeds 2 days, it must be reported to the chairman for approval.

（2）部门经理请假2天以内者（含2天），须报请所属部门副总经理核准；25天以内者（含5天），须报请总经理核准；超过5天者，须报请董事长核准。

（3）其余人员请假2天以内者（含2天），须报请所属部门经理核准；25天以内（含5天），须报请所属部门副总经理核准；超过5天者，须报请总经理核准。

No.30 Four Articles Employees must apply for approval in written form regardless of the type of leave. Those who take sick leave for more than 2 days (including 2 days) should attach a doctor's certificate, and those with visible trauma can be exempted according to the situation.

Assessment and Rewards and Punishments

Assessment
No.30 Article [-] Supervisors at all levels are responsible for the daily work performance assessment of their employees.Once a month, each employee's work situation must be filled in the assessment form one by one according to the "Employee Assessment Implementation Rules", and the work performance will be evaluated in detail, and the results will be divided into "A, B, C, D, E" etc. For those listed in A and E, the reasons must be explained in detail, and reported to the superior supervisor for review and filing, as the basis for annual assessment, training, etc.

No.30 Article 3 Employees shall go through the annual work assessment at the end of the year after three months of employment.Their direct supervisors will evaluate them based on their usual work performance and attendance.The assessment grades are divided into "A, B, C, D, E", etc., and the assessment of A or E must state the reasons and specific facts in detail.Employees who have been punished with demerits, overdue leave, or absent from work for more than [-] days during the year shall not be ranked B or above in the assessment.

No.30 Article [-] Where the annual assessment is classified as grade A, the general manager will report to the board of directors for approval and then issue a special year-end bonus (the amount is discussed and decided by the board of directors, but it should not be lower than twice the highest monthly salary of the year); grade B The year-end bonus is twice the maximum monthly salary of the year; the C grade is double the maximum monthly salary of the year; the D grade is not paid the year-end bonus; the E grade is dismissed.

No.30 Article [-] The assessment of the general manager, deputy general manager and assistant general manager shall be assessed by the chairman of the board of directors.The assessment of the managers of each department is assessed by the general manager, and the rest of the personnel are assessed by the managers of their departments.

(Continued)
rewards and punishments
No.30 Nine articles reward employees in three ways: commendation, credit and bonus.

No.40 Those who have one of the following situations should be rewarded:
(1) Those who have good moral character and style, play an exemplary role among colleagues, and have specific deeds.

(2) Other behaviors that are beneficial to the company or the public interest, as evidenced by facts.

Article No.40 Those who have one of the following circumstances shall be credited:
(1) Maintenance of the company's equipment and property, with significant cost savings.

(2) Those who can complete the important tasks temporarily assigned by the company as scheduled and achieve the expected goals.

(3) Effectively prevent major accidents or accidents from happening.

No.40 Article [-] In one of the following situations, a bonus shall be issued:
(1) There is a significant improvement in business or management, thereby reducing costs or improving quality.

(2) Actively maintaining the company's equipment or completing tasks ahead of schedule, thereby increasing benefits.

(3) Provide major reform suggestions or inventions for business or management, and have achieved remarkable results after adoption and implementation.

(4) Preventing or actively rescuing incidents that damage the interests of the company in advance to avoid losses to the company.

(5) Recorded merit more than twice in a year.

(6) Has made remarkable achievements in work, which has increased the company's benefits or reduced its losses.

The amount of the above bonus depends on the value of the actual contribution.

No.40 The three punishments for employees are divided into three ways: warning, demerit and dismissal.

No.40, if there is any of the following situations and there is specific evidence, a warning should be given:
(1) Leading outsiders to visit the company without permission.

(2) Graffiti everywhere is unsightly.

(3) Bringing family members along at the workplace disturbs order.

No.40 Article [-] Under any of the following circumstances, a demerit shall be given:

(1) Leaving duty without permission.

(2) Without justified reasons, the company suffers losses due to delay in business affairs.

(3) Misbehaviour, causing damage to the company's reputation.

(4) Improper command or ineffective supervision lead to major mistakes of subordinates and losses to the company.

(5) Loud noises and quarrels in the workplace hinder the work of other employees.

(6) Acts of deceiving, coercing and intimidating colleagues.

(7) Those who have been warned twice or more within a year.

No.40 Article [-] Under any of the following circumstances, he shall be dismissed:

(1) Gambling, drinking and making troubles in the company, fighting and disturbing order, or wanton abuse of dissatisfaction with superiors.

(2) Leaking the company's business secrets to the outside world, or intentionally damaging the company's equipment and property.

(3) Inciting employees to strike or slow down and the circumstances are true.

(4) Absence from work for more than 3 consecutive days without reason, or more than 6 days of absenteeism without reason in one month.

(Continued)
(5) Coercion, intimidation of superiors, or beating, scolding and insulting supervisors are serious.

(6) Recorded more than three times during the year.

(7) Changing working methods without approval, causing serious economic losses to the company.

(8) Violations and crimes are punished by judicial organs.

No.40 Article [-] Rewards and punishments for employees shall be detailed by the heads of each department, reviewed step by step, and reported to the general manager for approval.

No. 40 Article [-] Other items that are not listed and should be rewarded or punished can be rewarded and punished according to the actual situation.

No.40 Nine employee rewards and punishments can be accumulated. If the reward is awarded twice, one credit will be given, and if the credit is credited twice, a corresponding amount of bonus will be given.Two warnings will result in a demerit, and three demerits will result in dismissal.Merits and demerits within the same year cannot be offset.

Resignation
An employee who falls under any of the following circumstances shall be suspended:
(1) There is a suspicion of violating the company's regulations, the circumstances are serious, but it is still under investigation and has not been confirmed.

(2) Those who have violated national laws and regulations, have been prosecuted by judicial organs, and have been sentenced but have not yet been determined.

One of the above-mentioned items is found to be innocent or found not guilty, may apply for reinstatement.If reinstatement is approved, except for those who have been suspended due to no fault of their own, they shall not be required to pay remuneration during the suspension period.

Article [-] During the period of suspension, the salary shall be suspended, and the work shall be handed over.

Article 30 If the company's business is tightened or force majeure is suspended for more than one month, personnel may be laid off, but employees should be notified [-] days in advance when dismissing personnel.

Article [-] Employees who have received a layoff notice may ask for leave during working hours if they need to find another job, but no more than two days per week, and their holiday pay will be paid as usual.

Article [-] When a person is dismissed in accordance with Article [-], in addition to the remuneration paid during the notice period, severance pay shall also be paid in accordance with the following regulations (but if the company goes bankrupt, it may be handled in accordance with the bankruptcy law, not limited to this): For one year, one month's salary will be issued.The salary mentioned above is based on the employee's last working month's salary.

Article [-] The resignation of an employee shall be submitted to the general manager in writing for approval one week in advance.After the resignation is approved, the job handover shall be handled immediately without any allowance or subsidy.Those who leave their posts without approval or with unclear handover shall be dismissed.

Article [-] Employees who leave the company temporarily or permanently in accordance with any of the above terms shall properly handle the transfer of work. If the transfer is unclear and cause damage to the company, they shall be investigated for compensation according to law.

Training
Article [-] The company needs to organize training for employees on job skills, business processes, etc. on a regular or irregular basis according to the actual situation of the business.

Article [-] For the training arranged by the company, the personnel, courses, time and place to be attended shall be handled according to the established plan.

Article No.60 The company may assign relevant personnel to serve as lecturers or trainees.

(Continued)
No.60 According to actual needs, the company can also hire experts as lecturers or assign relevant personnel to participate in training courses related to business held by outsiders.

No.60 Article [-] Employees must be tested after all kinds of training, and the test results will become the basis for employees' monthly/quarterly/annual assessment.

by-laws
No.60 Three Articles This system will be formally promulgated and implemented after being approved by the chairman.

No.60 Article [-] If there are any matters not covered in this system, the general manager shall report to the chairman for review and revision.

Integrated Management Process
In terms of the process of enterprise comprehensive management, we only list the following two for readers' reference.Other detailed processes will appear in related content.

Formulation (modification) and effective process of company system
Formulation (modification) and effective process of ×× company system
Executive department file number
Date Approved by Approver
General Manager of Human Resources Department of Labor Union or Staff Congress

Democratic participation in the process of major issues
×× company democratically participates in the process of major events
Executive department file number
Date Approved by Approver
General Manager of Human Resources Department of Labor Union or Staff Congress

General Management Form
There are many comprehensive management forms used by the Human Resources Department, we only list some of them, and the company can modify or redesign them according to the actual situation.

Unit employee roster
Unit employee roster
Fill in the department file number
Filling company: company registration type: labor security card number: filling time: year, month
Serial number, name, gender, age, ID card number, education level, occupational grade, qualification, social insurance card number, employment category, personnel category, date of employment, date of signing the contract, time of labor relationship, start and end time of the contract, contract status, contract type, time of departure, type of salary
Participate in social insurance
Pension Insurance Medical Insurance Unemployment Insurance Work Injury Insurance Maternity Insurance

12345678910111213141516171819202122
1
(Continued)
2
3
4
...

Instructions for filling out the form:

(1) The employer should truthfully fill in the various employment conditions of the unit according to the instructions for filling out the form, including those who have established labor relations and those who have not established labor relations.

(2) Unit registration type: ①state-owned enterprise; ②foreign-invested enterprise; ③Hong Kong, Macao and Taiwan investment-injected enterprise; ④collective enterprise; ⑤private enterprise; ⑥other enterprises;

(3) Gender: ①Male; ②Female.

(4) Education level: ①Junior high school and below; ②Senior high school, technical secondary school, technical secondary school; ③College; ④Undergraduate; ⑤Graduate; ⑥Other.

(5) Occupational level qualifications: ① primary; ② intermediate; ③ advanced; ④ technician; ⑤ senior technician.

(6) Employment category: ① full-time employment; ② part-time employment; ③ labor dispatch.

(7) Personnel category (multiple choices are allowed): ① rural employees from other provinces; ② rural employees in this province; ③ urban and rural employees; ④ foreign and Hong Kong, Macao and Taiwan employees; other.

(8) The date of employment, the time of signing the contract, and the time of resignation should be filled up to the year, month, and day.

(9) Signing of the contract: ① Signing the labor contract for the first time; ② Renewing the labor contract for the first time; ③ Renewing the labor contract for the second time and above.

(End of this chapter)