Human resources department management system template collection

Chapter 7 Daily Management (6)
No.13 Employees who have caused the company's economic losses due to the above-mentioned behaviors shall not only bear the corresponding responsibilities according to the regulations, but also must compensate the company for the economic losses.If the law is violated, it shall be handed over to the judiciary for handling.

No.14 Disciplinary punishment procedures:

(1) Discipline violations must be dealt with in a fair, fair and open manner in accordance with the "Reward and Punishment Management System" and relevant rules and regulations, and in strict accordance with the "Punishment Process for Violations of Disciplinary Behaviors", and the employees who are punished shall be notified:

① Disciplinary punishment for personnel above the department manager level must be proposed by the deputy general manager in charge and submitted to the general manager for approval before implementation.

② Disciplinary punishment for personnel below the department manager level shall be proposed by the department manager to which they belong, and the materials of the disciplinary punishment shall be sent to the Human Resources Department for archiving.

③ If the labor relationship needs to be terminated due to gross negligence, the manager of the department to which it belongs shall put forward a suggestion, and after the Human Resources Department communicates with the labor union and examines the relevant materials, it shall be reported to the general manager for approval.

④ If the gross negligence leads to the termination of the labor relationship, the company shall issue a formal notice.For other violations of discipline, the functional department shall notify the punished person.

(Continued)
(2) Slight negligence.

According to the specific circumstances of the disciplinary violations, the subordinate department directly proposes punishment to the employees.The content of the verbal warning and the amount of economic punishment should be recorded in the employee's "Monthly Work Task Evaluation Form", feedback and inform the employee, so as to provide them with a chance to make corrections.

(3) negligent behavior.

① If there are more than two minor negligence or negligence, the department to which the employee belongs shall issue a warning notice in writing to point out the standard of his behavioral fault and economic punishment.After the punished employees and their departments sign the warning notice, they should submit a copy of the warning notice to the Human Resources Department for archiving.

②When an employee disputes the disciplinary punishment and refuses to sign the warning notice, the manager of his department must communicate with the employee in the form of a conversation, make a record of the conversation and require the employee to sign for confirmation.The transcript of the conversation, the punishment report and relevant evidence shall be reported to the leader in charge for review and then submitted to the Human Resources Department. The disciplinary action will not take effect until the Human Resources Department reviews and agrees with the department's disciplinary opinion and signs it.If the human resources department has any objection to the punishment opinion, the human resources department needs to communicate with the manager of its department. After reaching an agreement, the human resources department will feed back the punishment handling opinion to its department and employees.

(4) Gross negligence.

① If two negligences are committed, or a major negligence is committed, the subordinate department must communicate with the employees in the form of a conversation about the violation of discipline, make a record of the conversation, put forward a disciplinary opinion, and fill in the "Dissolution of Labor Relations Approval Form" and attach it Documents related to violations of discipline shall be submitted to the Human Resources Department, and an "Employee Suspension Notice" shall be issued to the punished employees at the same time.The human resources department will review, review and sign opinions on the submitted disciplinary action report and evidence. If necessary, it must talk to employees, and at the same time obtain the support of the trade union. After submitting the disciplinary report, interview transcripts and relevant evidence to the general manager for approval, follow the procedures .

② During the suspension period, employees must be investigated and dealt with according to relevant requirements.The salary during the suspension period shall be paid according to the minimum salary standard in this city.

Article No.15 If an employee has a negligent behavior that is not listed in the above-mentioned types of negligence, the company has the right to determine the type of negligence, and has the right to deal with it according to its severity.

by-laws
No.16 Staff administrative rewards, honorary titles, special rewards, negligent behaviors, rewards and punishments materials for termination of labor relations due to gross negligent behaviors must be recorded and kept in a unified place for reference.

No.17 The right to interpret this system belongs to the Human Resources Department.

Article No.18 is approved by the general manager of the company, and this system will be implemented from the date of publication.

Reward and punishment process
Enterprises must strictly implement relevant standards when conducting reward and punishment operations, and everyone must be equal before the system.The reward and punishment management process of XX company is listed below for readers' reference.

××company reward and punishment management process
Executive department file number
Date Approved by Approver
General Manager of the Human Resources Department of the employee's department

Reward and punishment form
Listed below are commonly used forms in reward and punishment management for readers' reference.

Reward and Punishment Personnel Confirmation Form

Reward and Punishment Personnel Confirmation Form

Fill in the department file number
Employee name Department position number

Reasons for rewards and punishments and suggestions

Declaring Department: Date: Year, Month, Day

Department manager opinion
Department manager signature: date: year month day

(Continued)
Opinions of the deputy general manager in charge

Signature and seal of the vice president in charge: date: year month day
General manager opinion

Signature and seal of the general manager: date: year month day
Opinions of rewarded and punished personnel

Signature of the rewarded and punished person: Date: Year, Month, Day
Reward and punishment objection application form

Reward and punishment objection application form

Fill in the department file number
Employee name Department position number

Reward and punishment objection date
Grounds for Objection to Rewards and Punishments
Declarant: Date: Year Month Day
Approved by department manager
Department manager signature: date: year month day

Approved by the vice president in charge

Signature and seal of the vice president in charge: date: year month day
General Manager Approval

Signature and seal of the general manager: date: year month day
Reward and punishment statistics table

Reward and punishment statistics table

Fill in the department file number
Year: Page:
Staff
Number, name, rewards and punishments and document number

statistics
Warning and demerit punishment, major demerit punishment and reward, meritorious reward and great meritorious service reward
Notice of Disciplinary Action

Notice of Disciplinary Action

Executive department file number
Date Approved by Approver
Number: Date:
Employee Name Department Position

(Continued)
Negligence committed:
□Absent from work without reason □Repeatedly shirking and avoiding work
□Repeatedly tardy □Refused to accept proper orders or willfully disobeyed superiors
□Misbehavior □Drinking, gambling, etc. in the company impede company order
□Deliberately not working in the prescribed way □Others (specify)

Punishment:

□Warning

□The total days from the suspension date to the year-month-day

□Others (specify)

Removal effective date: year month day
Remarks
Employee Rewards and Punishment Proposal Application Form

Employee Rewards and Punishment Proposal Application Form

Executive department file number
Date Approved by Approver
Number: Date:
Date of Application:

suggested type
reward
Remember great merits, remember minor merits twice, record minor merits twice, reward once, reward twice, reward once, praise once

punish
Major demerit, minor demerit twice, minor demerit once, reprimand twice, reprimand once, warn

Name of person to be suggested: Department: Position:

Details
HR opinion

Review and comment
review opinion
Opinions of competent authorities
Example of Reward and Punishment Management
The annual outstanding employee selection plan of ×× company is listed below for readers' reference.

×× company's excellent employee selection program

×× company's excellent employee selection program

Executive department file number
Date Approved by Approver
First, the purpose.

In order to select employees with outstanding performance and outstanding deeds in the natural year's work, this selection plan is specially formulated.

[-]. Principles:
(1) The selection of outstanding employees should be based on the grassroots employees of the department and supplemented by management-level employees.

(2) The recognition of outstanding employees must be recognized by more than half of the company's employees.

(3) The selection process must focus on collecting and verifying outstanding deeds.

(4) The selection should be fully and effectively communicated with all management levels as far as possible, and matters that require confidentiality must not be disclosed.

[-]. Establish an excellent employee selection team.

The selection team is composed of leaders at all levels of the management to ensure the objectivity and fairness of the selection work.

(1) The composition of the excellent employee selection team:

It needs to be composed of 24 company leaders, 37 department heads, human resources managers and assessment specialists.

(2) Responsibilities of the selection team:

① Hold a selection meeting for outstanding employees, draw up a selection plan and arrange various specific matters related to the selection.

② Assess the performance of each nominee and give a conclusion.

[-]. Evaluate the performance status of functional departments:
(1) The basis for selecting excellent employees is the performance of functional departments. It is difficult for departments with poor performance to have excellent employees. Therefore, when selecting outstanding employees, departments with better performance should be preferred.

(2) Process for evaluating the performance of functional departments:

①The Human Resources Department is responsible for distributing the "Department Performance Appraisal Form" to each department and personnel.

②Evaluators must conduct their evaluations in accordance with the principle of objectivity and fairness.

③ The Human Resources Department is responsible for retrieving the "Department Performance Appraisal Form", and counting the scores of each department according to the evaluation weight ratio, and ranking them in order.

④ The general manager is responsible for the final approval.

(Continued)
[-]. Confirm the application quota according to the performance of the department:
(1) According to the order of the performance status of each department, three grades are judged: poor, average and good.

(2) In principle, the departments in the inferior ranks will not grant quotas for outstanding employees, but it can be determined separately if there are special circumstances.

(3) Departments at the ordinary level can apply for excellent employee candidates at a ratio of 1:40 (declare in integers and round off after the decimal point).

(4) Departments at the good level can apply for excellent employee candidates at a ratio of 1:20 (declare in integers and round off after the decimal point).

(5) Departments with less than the minimum number of people can apply for one person.

[-]. Determine the selection criteria for outstanding employees

(1) The selection criteria for outstanding employees include four aspects: professional ethics, professional ability, work attitude and work performance.Three to five specific indicators should be determined for each aspect, and the "Excellent Staff Selection Criteria" should be formulated and formed.

(2) Due to the different nature of work, grass-roots candidates and management candidates should make different regulations on the weight of each indicator.

(3) The reference information and evaluation activities before applying for the nomination of outstanding employees must be carried out in strict accordance with the "Excellent Employee Selection Standards".

[-]. Recommendation and declaration of nominees

(1) The president, general manager and leaders of various departments of the company can recommend and nominate outstanding employees.

(2) Departments with declaration qualifications can make declarations according to the prescribed number of people.

(3) If a department that is not eligible for declaration has a candidate with excellent performance, it can directly declare to the general manager, and detail the specific reasons for the declaration in written form.

(4) Candidates recommended by the president and general manager do not count for the quota of applicants.

[-]. The Human Resources Department is responsible for verifying the qualifications of the candidates recommended and declared by all parties, and issuing an announcement for publicity after determining the list of nominees.

[-]. Organizational evaluation of nominated candidates
(1) The outstanding employee evaluation team and the human resources department will jointly evaluate the nominated candidates.

(2) Evaluation process:

①Select the chief examiner and the chief examiner department, and the chief examiner and the chief examiner department are responsible for filling out the "Assessment Form" based on the "Excellent Staff Selection Criteria" and the performance of the staff.

② The evaluation grades of the "Assessment Form" are divided into five grades: poor, poor, ordinary, good and excellent.

③ The Human Resources Department is responsible for summarizing the "Assessment Form" and making statistics on the assessment results.

④ Those listed as excellent or good grades may be considered as excellent employees, and the specific number depends on the assessment results.

[-]. Identify candidates

(1) To determine the final candidate, it needs to be based on the results of the assessment, the instructions of the president or general manager, the feedback from all parties in the company and the personnel
(Continued)
According to the opinion of the Human Resources Department.

(2) Formulate and form a list of outstanding employees and a brief introduction to their deeds, and submit them to the general manager for approval.

[-]. Organize the preparation of advanced deeds materials for outstanding employees
(1) After the list of outstanding employees is approved, the manager of the Human Resources Department is responsible for compiling the "Advanced Deeds Materials of Outstanding Employees" together with the departments to which the employees belong.

(2) Select an outstanding employee representative, and compile and form the "Excellent Employee Representative Speech Draft".

Rewards and punishments are a way for companies to deal with employees' work performance, and they play a very important role in motivating or warning employees.Special attention should be paid to the process of reward and punishment management and the evaluation of the effect.

(1) The process of rewards and punishments.All rewards and punishments are related to the vital interests of employees, especially punishment.Therefore, the operation must strictly abide by the principles of fairness, justice and openness, and proceed step by step according to the procedures stipulated by the enterprise.It must be strictly reviewed, otherwise it will seriously dampen the enthusiasm of employees.

(2) Evaluation of the effect.It should be timely to evaluate whether the rewards and punishments are reasonable, whether they are motivating and educational.Due to the different types of enterprises and employees, different reward and punishment methods need to be used.For example, for employees with relatively low salaries, material rewards and punishments can effectively increase their work enthusiasm; while employees with higher salaries will pay more attention to honorary rewards and punishments.Reward and punishment management needs to pay special attention to two points in actual operation: one is to formulate a system related to reward and punishment; the other is to pay attention to whether the reward and punishment method affects the employee's position, salary, promotion and labor contract. .

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In this chapter, we focus on introducing the systems, processes and operation sheets related to the daily work of the Human Resources Department. The content involved includes: employee attendance, overtime, leave, business trips, rewards and punishments, etc.

Doing a good job in employee attendance management can maintain the normal working order of the company, ensure employee discipline and improve employee work efficiency. Attendance records are an important basis for companies to issue bonuses and other benefits. Therefore, all departments must attach great importance to attendance management.

The purpose of overtime management is to improve work efficiency.The focus of overtime management should be on the approval procedures for overtime work, and the approval authority must be clearly defined. Overtime work is allowed for those who really need to work overtime, and absolutely not approved for those who do not need overtime work. Otherwise, it will easily lead to waste of corporate funds and personnel.After the overtime work is completed, the company must strictly evaluate the effect of the overtime work to avoid the result of no performance or unsatisfactory overtime work.

Good leave management is an important guarantee for employees and the legitimate rights and interests of the company to not be infringed. Statutory holidays are organized and implemented by the company. Other leave due to employees’ personal reasons must be managed. The company must seriously deal with leaving without going through the relevant procedures. Responsible employees to protect the interests of the company and other employees from harm.

The supervision of employee business trips must not be ignored, otherwise problems are likely to occur and cause economic losses to the company.In particular, individual employees take advantage of business trips to pocket their own pockets. Therefore, special attention should be paid to the approval of business trips.Enterprise leaders must strictly supervise and check strictly in the approval process to prevent all useless and useless business trips.The review of business travel expenses cannot be ignored either, as a slight carelessness will lead to damage to the company's funds, so the company should strictly punish those who make fraudulent business trips.

The reward and punishment system is the motivation for employees to work hard and make progress.When formulating a reward and punishment system, the most important thing is fairness, justice, and openness.Enterprises should use more means of incentives, the scope of rewards should be relaxed as far as possible, and the content of rewards must be clear, and the content of rewards should be attractive to a certain extent.The scope of punishment should be narrowed as much as possible, but qualitative and quantifiable standards must be established, and the intensity must be clarified. Strictness should not be imposed blindly, and only the purpose of education should be achieved.

At present, most enterprises have realized that the essence of enterprise competition is talent competition, and recruitment is the first step in enterprise human resource management. Whether or not suitable employees can be recruited will determine the success or failure of enterprise operation.

The recruitment and employment system is an important part of the modern enterprise rules and regulations. Especially after the promulgation of the new "Labor Contract Law", it is more difficult to cancel or terminate the labor contract. Actual circumstances of dismissal.Under such circumstances, in order to ensure that suitable employees are recruited, it is very important for enterprises to check the recruitment and employment of employees.

(End of this chapter)