Human resources department management system template collection

Chapter 4 Daily Management (3)
(10) Type of contract (referring to the signing of a written labor contract): ① fixed-term labor contract; Dispatch labor contract.

(11) Type of resignation: ①The contract expires; ②The company terminates the contract; ③I terminate the contract; ④The labor dispatch period expires; ⑤Others.

(12) Salary: Refers to the labor remuneration stipulated in the labor contract. The salary calculation unit for full-time workers is yuan/month, and the calculation unit for part-time workers is yuan/hour.

(13) Participate in social insurance: ①Yes; ②No.

personnel information card

personnel information card

Fill in the department file number
Affiliated department: Position: Date of arrival:
(Continued)
Personal situation
Name Gender Age Nationality Household Registration
Educational title Political affiliation Marital status

E-mail ID number

Contact Information Correspondence Address Zip Code
photo

Family status
Relationship Name Age Work Unit Position Contact Information
Emergency Contact Phone Work Unit
hobby expertise
Foreign language, foreign language level, computer ability, driver's license

Others
work experience
Start and end time unit name department department position certifier contact information
Education level
education, school

and major/department

School department/professional degree
Other jobs

vocational training

self review
性格:

advantage:

Things to note:

Awarded
Remark:

committed to:

(1) The above conditions are true.

(2) There is a lot of content, and additional pages are added.

(3) I shall be responsible for all work-related consequences caused by filling in the above information incorrectly.

Signature of the person who completes the form:
Department monthly report

Department monthly report

Fill in the department file number
Recruitment of department personnel Personnel turnover
Number of recruits Number of applicants Number of hires Start and end date Number of employees

Leave without pay
number of retirees

Number of resignations
number of dismissals
Other affairs handled this month

Number of rewards and punishments

Number of pieces of subsidy, amount:

The number of labor insurance new incoming, returned, medical single
For medical treatment and hospitalization, the cost:

manpower shuffling
Attendance
The number of people who arrive late and leave early The number of people who miss work days
Sick leave days Marriage leave days Work injury leave days

Temporary Staff Employment Information Form

Temporary Staff Employment Information Form

Fill in the department file number
Name Gender Place of Origin Province (City) County (District)
Educational background Date of Birth Year Month Day ID Card Number
phone number marital status
Recruitment Date Year Month Day Insurance Date Year Month Day Insurance Card Number

The number of the supplementary application form for salary approval of the department to which the employment period belongs
yyyyyyyyyyyyyyyyyyyyyyyyyyyyy

yyyyyyyyyyyyyyyyyyyyyyyyyyyyy

yyyyyyyyyyyyyyyyyyyyyyyyyyyyy

yyyyyyyyyyyyyyyyyyyyyyyyyyyyy

yyyyyyyyyyyyyyyyyyyyyyyyyyyyy

employee file

employee file

Fill in the department file number
basic situation
name gender ethnicity
date of birth ID number

marital status domicile
Account location contact number
Mobile phone number Correspondence address
Zip codeE-mail
basic situation
political outlook
Major/Department Graduate School
Graduation time to work time
Remarks
Entry status
Employment form belongs to the department

Job reporting time
Regularization time contract expiration time
Whether the renewal time is adjusted or not
File location (unmodified)

Remarks
Information attached to the file

Copy of personal resume and ID card

Copy of academic certificate Applicant registration form
Candidate interview result form labor contract

Approval form for employee on-boarding and dispatching
Employee Job Transfer Approval Form Employee Salary Change Approval Form
Employee Contract Renewal Application Approval Form

Remarks
In this section, we focus on the comprehensive rules and regulations that the human resources department needs to abide by in daily management. Among these systems, we need to pay special attention to the "Personnel Management System". The "Personnel Management System" has made detailed regulations on all aspects of personnel management. Among them, we must pay special attention to the regulations on personnel rewards and punishments, resignation and resignation, so as to avoid unnecessary troubles in future work as much as possible.

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Attendance management
In the daily management of enterprises, attendance management is a very important basic work, an important link in the orderly operation of enterprises, and an important reference for calculating bonuses and other benefits.The company's daily attendance management is in the charge of each department. As the first responsible person, the leaders of each department must attach great importance to attendance management and fully support the work of attendance personnel.Attendance personnel should record the attendance of employees accurately and in detail.Attendance management system is the institutionalized achievement of attendance management and an effective basis for attendance management. It can help attendance management work smoothly.Enterprises, regardless of size, must formulate employee attendance management systems and procedures, and fill in and summarize corresponding attendance forms.

Employee Attendance Management System
The above explains the importance of formulating attendance management. Below we list the attendance management system of XX company for readers' reference.

×× employee attendance management system
Executive department file number
Date Approved by Approver
General
of the first entry.

In order to maintain the daily work order, strengthen labor discipline, and improve work efficiency.The company formulates these measures in light of the actual situation and in strict accordance with relevant national policies and regulations and the relevant attendance management measures of the head office.

Article [-] scope of application.

The company's general employees to director-level employees must strictly abide by the relevant regulations of this system.

Article [-] Person responsible for attendance.

The manager of each department is the first responsible person for attendance work.

Attendance content
Article [-] Working hours.

每周的工作日为五天，每天的工作时间为8小时。正常上班时间为8：30-12：00、13：00-17：30，午休为12：00-13：00，因实际情况需要执行晚班和倒班的员工，工作时间经所属部门经理批准后到人力资源部登记，方可实施。

Article [-] Check in.

Employees who go to and from get off work must clock in in person, and those who accept others to clock in or help others clock in, regardless of whether they are late or not, will be counted as late.Employees who forget to clock in need their direct superiors to report the situation to the Human Resources Department, and the Human Resources Department will give them a supplementary signature.

Article [-] Going out on business.

Before going out on business, it is necessary to obtain the approval of the department manager and register with the Human Resources Department before going out.

Article [-] Leave of absence.

Leave of absence needs to be approved by the manager of the department it belongs to, and it will not take effect until it is registered with the Human Resources Department.If the situation is urgent and you cannot ask for leave in advance, you must call the department manager before going to work or within 15 minutes before going to work, and complete the formalities on the day you return to work, otherwise you will be punished as absenteeism.

Article [-] Rewards and punishments for being late, leaving early and absenteeism:

(1) Full attendance bonus: 100 yuan per month, subject to the time card.

（2）迟到早退标准：上午8：35以后到达公司的，视为迟到；下午5：25之前离开公司，视为早退。

(3) Special terms: For the convenience of employees, it is allowed to be late twice a month without deducting wages (no later than 8:45 to the company), and if it exceeds 8:45, the wages for the absence time will be deducted.

Article [-] Late Rules.

Three or more tardies in a calendar month are handled as follows:
(1) If you are late for 015 minutes/time, 1% of your monthly salary will be deducted.

(Continued)
(2) If you are late for 1630 minutes/time, 2% of your monthly salary will be deducted.

(3) If you are late for 3145 minutes/time, 3% of your monthly salary will be deducted.

(4) If you are late for more than 45 minutes, it will be counted as one day of absenteeism.

Note: Those who call the department manager before 8:45 to ask for leave can make up the leave, otherwise they will be punished as absenteeism.

Article [-] Rules for leaving early.

Two or more early departures in a calendar month are handled as follows:

(1) Leaving early for 015 minutes/time, deduct 1% of their monthly salary.

(2) Leave early 1630 minutes/time, deduct 2% of their monthly salary.

(3) Leave early 3145 minutes/time, deduct 3% of their monthly salary.

(4) Leaving early for more than 45 minutes will be counted as one day of absenteeism.

No.11 absenteeism.

Under any of the following circumstances, it shall be punished as absenteeism:
(1) The leave application is not approved or goes out privately without going through the leave application procedures.

(2) Not going to work without permission if the leave extension is not approved or the leave is expired without going through the formalities for the leave extension.

(3) Absent from duty without justifiable reason.

(4) The reasons for asking for leave are inconsistent with the facts.

For those who are absent from work for 3 consecutive days, or who are absent from work for 30 days within 6 days without approval, the direct supervisor shall find out the reason and submit a dismissal and punishment report to the Human Resources Department within two days after the 3 days have elapsed.

No.12 attendance statistics:

(1) Various overtime orders and vacation orders should be submitted to the Human Resources Department before the 27th of each month, and the Human Resources Department will make statistics.

(2) The office manager of the field office should summarize the attendance and send an E-mail to the Human Resources Department of the head office before the 27th of each month.

by-laws
No.13 The Human Resources Department is responsible for the interpretation of this system.

Article No.14 is approved by the general manager of the company, and this system will be implemented from the date of publication.

Attendance process
Time card setting, attendance analysis and summary are the focus of attendance management.The attendance process of XX company is listed below for readers' reference.

×× company attendance process
Executive department file number
Date Approved by Approver
Workflow Work Standards
Attendance records Employees must clock in and out every day.

special attendance
Approval
(1) If an employee fails to check in due to work or special circumstances, he must fill in the "Instructions for Failure to Check in" in time; if the employee is on a business trip, he must fill in the "Travel Application Form" in advance.

(2) After being signed by the department manager, the "Instructions for Not Punching Cards" shall be submitted to the Human Resources Department for filing; after the "Business Travel Application Form" is signed by the Department Manager and General Manager, it shall be submitted to the Human Resources Department for filing.

statistics
Attendance
The human resources department will count the employee's check-in situation before the 3rd of each month. The statistics include the employee's normal attendance, lateness, early leave, absenteeism, etc. Employees can check their attendance status before the 5th of each month, otherwise they will be deemed to agree to the attendance statistics Condition.

attendance form
The attendance form must be filled out accurately without any errors.

Employee attendance record sheet

Employee attendance record sheet

Fill in the department file number
Employee Name: Department:
Project month attendance
(number of days) vacation
(number of days)
leave category
事假
(days) sick leave
(number of days) bereavement leave
(number of days) marriage leave
(number of days) maternity leave
(Number of days) work-related injury leave

(number of days)
Late
(number of days) leave early
(number of days) business trip
(number of days) absenteeism
(number of days)
一
two

three

four

五

六

Seven

Eight

nine

Ten

eleven
twelve
total
Employee monthly attendance statistics

Employee monthly attendance statistics

Fill in the department file number
Serial number, name, attendance days, leave category, leave days, late arrivals and early departures, tolerance days, remarks
(Continued)
Fill in the main points:

(1) Calculate the number of days of attendance based on the employee attendance record sheet.

(2) The category of leave refers to personal leave, sick leave, wedding and funeral leave, vacation, etc.

(3) Late arrivals and early departures are counted according to the number of times.

(4) Items that are not covered must be filled in in detail in the remarks.

Attendance and vacation involve the production work and daily discipline of the enterprise. The establishment and implementation of the attendance system is related to the actual interests of employees. The following lists the matters that need to be paid attention to when formulating the attendance system:
(1) Working hours and working hours management system.There are three main working hour systems in our country, including the standard working hour system, the comprehensive calculation working hour system and the irregular working hour system.The attendance system is mainly aimed at the standard working hour system and the comprehensive calculation working hour system.For the standard working hour system and the comprehensive calculation working hour system, attention must be paid to the regulation of the lunch (rest) time to prevent misunderstandings between employees and enterprises on whether the rest time includes meal time and cause disputes.

(2) Regulations on being late, leaving early and absenteeism.The most important link in the attendance system is the regulation of late arrivals, early departures and absenteeism.According to the actual situation of the company, clear step-by-step penalties should be made for the number or frequency of late arrivals, early departures and absenteeism.

(3) Regulations on overtime, on-duty and substitute shift.The difference between overtime and on-duty lies in whether or not one is engaged in one's own work outside of working hours. Those who are engaged in one's own work are called overtime, and those who are engaged in non-one-time jobs are called on-duty.Overtime work must be paid according to the law, while on-duty workers only need to be given corresponding on-duty subsidies.For employees who are on vacation or unable to attend work for some reason, in order to avoid mistakes in work, the enterprise should formulate a job agent system, that is, a substitute system.

(4) Types of holidays.National regulations and policies stipulate that employees have the right to leave, among which statutory holidays include public holidays, statutory holidays, annual leave, sick leave, wedding and funeral leave, maternity leave, etc.Non-statutory holidays mainly include personal leave and welfare holidays independently set by the company.

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Overtime management
Overtime management is the most basic employee management, and it is also the link that is most likely to cause disputes between employees and enterprises.Overtime often becomes a double-edged sword: companies worry that employees will delay the work that should be completed within 8 hours of work to overtime; employees worry that companies will use themselves for free in order to reduce costs.

◆Case

In order to improve the work efficiency of employees and strictly control overtime work, ×× company has formulated such a regulation: employees who need to work overtime must submit the "overtime application" approved by the direct leader to human resources before 5:[-] p.m. the day before the overtime work The Ministry also indicates the time of receipt for verification. Any overtime work that is not applied for within the specified time will be deemed invalid and no overtime pay will be paid.In addition, the "overtime application" should also indicate how many hours the overtime work is expected to take, and the actual overtime hours should not be too far from the estimated time. Department managers and leaders must also monitor and evaluate their overtime hours.

After the regulations were promulgated, employees responded very strongly, and everyone raised the following three questions:

Sometimes overtime is caused by unexpected circumstances of the company. Before that, no one can know when they will work overtime and how long they will need to work overtime.If the application time is missed, the overtime work will become unpaid labor, and the company will not pay the employee's overtime pay?
Overtime applications need to be approved by the direct supervisor, but there are no certain standards. Employees do not know which overtime can be approved and which cannot.

The company monitors overtime hours very strictly, but there is no monitoring system for overtime effects.

So the employees thought that the company's introduction of this regulation meant that employees were not allowed to work overtime or were not paid overtime pay for overtime work, which caused employees to be extremely dissatisfied with the system and complained.

In this case, it was because the overtime management system was too rough, which dampened the enthusiasm of employees.The correct method of operation should be as follows:
★Develop different management plans for different overtime situations.Overtime is generally divided into two types: planned overtime and emergency overtime.Emergency overtime is overtime required due to emergencies, and the application can be made before 5 o'clock (or off work) on the actual day of overtime.Planned overtime mainly refers to overtime on weekends and holidays, so it needs to be applied for some time in advance.

★Develop different overtime payment policy for different overtime objects.For managers, they are usually compensated for their overtime work in the form of days off, so overtime pay is generally not given.For overtime work of front-line employees, the company must pay overtime pay.

★ Shift the focus of monitoring to managers.Managers hold the power to approve employees' overtime applications. Therefore, only by strengthening their monitoring and setting up detailed standards for approving applications can the necessity and fairness of overtime be ensured.The intention of formulating the overtime system is not to pay less overtime pay, but to improve work efficiency and protect the health of employees. Enterprises must pass this information to employees.

★Strengthen the quality education of employees.All systems are made by people, and there will be more or less loopholes.If someone takes advantage of the loopholes in the system, it will inevitably affect the mood of other personnel at work.Therefore, in enterprise management, one of the tasks that must not be ignored is to educate employees from the aspect of cultural construction and improve their professional quality and professional ethics.

overtime system
The enterprise formulates the overtime management system in order to improve the work efficiency of employees. The overtime management system of XX company is listed below for readers' reference.

×× company overtime system
Executive department file number
Date Approved by Approver
General
Article [-] In order to improve overtime management and improve the work efficiency of employees, this system is specially formulated in accordance with the "Labor Law of the People's Republic of China" and other relevant laws and regulations, combined with the actual situation of the company.

Article [-] All employees of the company must abide by this system.

Article [-] The company advocates high-efficiency work for employees and encourages employees to complete work tasks during working hours. However, if they really need to work overtime due to special circumstances, the company will provide appropriate overtime subsidies and overtime pay.

Overtime management
Article 5 Employees who need to work overtime on a working day should send the "Overtime Application Form" approved by the direct supervisor to the Human Resources Department before 00:[-] pm the day before the actual overtime work. Indicate the time of receipt above.

Article 5 Employees who need to work overtime on weekends should send the "Overtime Application Form" approved by the direct supervisor to the Human Resources Department before 00:[-] pm on Friday, and the Human Resources Department is responsible for indicating receipt on the "Overtime Application Yes" time.

Article 5 Employees who need to work overtime on holidays should submit the "Overtime Application Form" approved by the direct supervisor to the Human Resources Department before 00:[-] pm on the last working day before the actual overtime work. The date of receipt is indicated on the application form.

Article [-] In order to better cultivate employees' habit of planning, the company will enforce the requirement that overtime work needs to be applied in advance. Therefore, if employees who do not submit overtime applications within the specified time, their overtime work will be deemed invalid.

Article [-] Overtime Hours: The overtime application form for weekends and holidays must indicate the estimated time required for overtime work. The actual hours should not be too far from the plan. Department managers and leaders are responsible for monitoring and evaluating the overtime hours.

Article [-] Urgent tasks: If it is necessary to work overtime temporarily due to special circumstances, the supervisor or manager of the department to which it belongs must explain.

Article [-] Leaders on business trips: If the leader of his department goes out when the application is made, the employee must first send the unsigned overtime application to the Human Resources Department within the specified time, and at the same time the leader of his department must send the approval opinion by email. to Human Resources.

(End of this chapter)