Regardless of whether it is a state-owned enterprise, a private enterprise or a joint venture in China, human resource management is derived from the fragmented human resource management theory of the West. The following provides you with information on corporate human resource management systems for reference only.

Chapter 1 General Provisions Article 1 In order to further strengthen human resources management, gradually make human resource management work scientific, standardized and institutionalized, and better promote the development of enterprises, in accordance with the Labor Law, Company Law, Enterprise Law

》 and other relevant provisions of laws and regulations, combined with the actual situation of our mine, this system is specially formulated.

Article 2: Adhere to the principle of giving priority to efficiency and taking into account fairness; the development of the enterprise and the prosperity of employees of the Secretarial Resource Network, correctly handle the interest distribution relationship between the enterprise and employees, and mobilize the enthusiasm of all aspects of work.

Article 3 Establish, improve and maintain a vibrant and dynamic human resources management system that adapts to the development requirements of our mine.

Article 4 Use laws, regulations, internal management systems and other means to adjust labor relations, protect the legitimate rights and interests of both labor subjects, and make labor relations stable, harmonious, and healthy.

Article 5 Promote the development of our mine by continuously improving the level of human resources management.

Article 6 The Human Resources Department shall supervise, guide and coordinate the main aspects of human resources management of each grassroots unit.

Chapter 2 Human Resources Planning Article 7 Based on the enterprise development strategy, production and operation needs and staffing standards, the unit's human resources planning shall be formulated, including long-term, medium-term and short-term planning.

Article 8: Use the method of combining qualitative forecasting and quantitative forecasting to propose the mine-wide, medium and short-term human resources planning plan to the deputy mine manager. After approval, it will be reported to the mine manager for final approval.

Chapter 3 Recruitment and Employment of Employees Article 9 Based on the number of employees and work needs approved by the mine director, within a certain scope and in accordance with certain procedures and methods, the best managers, technicians and workers will be selected to work in new positions.

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Article 10: All employed employees shall be subject to a labor contract system. The contract period ranges from one to five years. Upon expiration of the first-term contract, the second-term contract shall be renewed according to certain conditions.

Chapter 4 Cadre Management Regulations Article 11 Strengthen the construction of the middle-level leadership team of the mine and build a new employment mechanism that is full of vitality and vitality that adapts to the requirements of the market economy system.

In accordance with the standards of youth, knowledge and specialization, we will optimize the structure of our mine's cadre team and build a high-quality cadre team.

Article 12 Fully embodies the organizational principles; the principles of open selection and equal competition; the principle of focusing on performance and merit selection.

Strictly deploy the number of cadres in a scientific and reasonable manner in a lean and efficient manner.

Article 13 Assessment System for Managers and Technical Personnel (1) The assessment of managers and technical personnel is based on certain standards and in accordance with certain procedures and methods, based on their intrinsic qualities and achievements at work.

Conduct evaluation and use it as an important basis for the use, selection and supervision of cadres.

(2) The main contents of the assessment of managers and technical personnel are four aspects: morality, ability, diligence and performance.

Including ideological awareness, policy level, organizational discipline, moral character, mass concept, professionalism, cultural theoretical knowledge, decision-making ability, organizational ability, etc. The completion of work tasks, etc.

(3) In order to ensure the accuracy of the assessment results, the assessment should adopt methods that combine leadership and the masses, regular assessments and irregular assessments, qualitative assessments and quantitative assessments, and adhere to the principles of strictness, comprehensiveness, and openness.

Chapter 5: Professional Title Evaluation and Appointment System for Managers and Technical Personnel Article 14: The evaluation and appointment of professional titles must adhere to the policies and principles of professional and technical positions.

All mining units must reasonably set up professional and technical positions at all levels based on the post establishment and actual work needs assigned by superiors, gradually improve the evaluation and recruitment system for professional and technical positions, and establish an equal and reasonable competition mechanism. They must not create positions based on people and provide balanced care.

, let alone opening policy holes indiscriminately, breaking through the evaluation and recruitment standards and creating new ones. Relevant policies and regulations must be strictly implemented to mobilize and give full play to the enthusiasm of professional and technical personnel.

Chapter 6 Recusal System for Leading Cadres Article 15 When performing official duties, leading cadres must actively declare and implement recusal when it comes to their own job promotion, job transfer, rewards and punishments, salary promotion, housing and other issues, and are not allowed to participate in specific business

work, and may not instruct or imply others to interfere or exert influence in any form.

Article 16 When leading cadres perform their official duties, any matters involving job promotion, job transfer, professional title evaluation, rewards and punishments, salary promotion, recruitment, employment, graduate allocation, military transfer placement, and training of immediate family members and close relatives

When dealing with issues such as housing, party membership, etc., you must take the initiative to declare and avoid them. You must not participate in specific business work, nor may you instruct or imply others to interfere or exert influence in any form.

Chapter 7 Employee File Management System Article 17 Employee files must be kept professionally and held in full-time responsibility.

Article 18 The files must be consistent with the person's file, the information in the file must be complete, and the classification must be clear.

Article 19 The storage of archives must follow the principles of security, confidentiality, and ease of search and use.

Article 20: Files must be registered, coded and put in cabinets for easy search.