1 purpose

This procedure is formulated in order to make the operation of human resources control have a basis and ensure that all employees are competent for their respective posts. 2 scope

It is applicable to the whole process of human resource control in the whole company. 3 responsibility

3. 1 The Human Resources Department is responsible for the recruitment, training and assessment of employees.

3.2 The person in charge of each department is responsible for putting forward the personnel demand, training demand and the evaluation of subordinate employees. 3.3 Training instructors are responsible for compiling training materials and test papers.

3.4 The department head is responsible for the performance appraisal of the general staff of the department, and the department manager is responsible for the audit. 3.5 The deputy general manager is responsible for the performance appraisal of the managers of each department, and the general manager is responsible for the audit. 4 requirements

4. 1 job requirements and responsibilities

4. 1. 1 The Human Resources Department is responsible for organizing the compilation of employee requirements and responsibilities, which will be used as the basis for recruitment, appointment and assessment after being reviewed by the management representative and approved by the general manager. The person in charge of the department should have high quality, have certain ability of organization, coordination, development and management, and can unite and lead the personnel of the department to perform the prescribed duties and complete the tasks undertaken. The post personnel of each department should be competent for the work within the scope of their duties and have a sense of responsibility; 4. 1.2 After the job requirements are determined, they will serve as the main basis for the selection, recruitment, appointment and job transfer of the Human Resources Department. These needs should be met through training or other measures, and the human resources department is responsible for evaluating the effectiveness of the measures taken; 4. 1.3 The Human Resources Department organizes all departments to conduct employee performance appraisal once every six months, and those who pass the examination will continue to work in this position. 4.2 Personnel recruitment

4.2. 1 The person in charge of each department shall, according to the personnel situation of the department and the organizational structure of the company, apply for personnel requirements one month in advance as required, fill in the Manpower Requirements Form, and countersign it with the Human Resources Department, Deputy General Manager and General Manager. 4.2.2 External recruitment shall be conducted under the following circumstances: 4.2.2.14.2.2.2.

When the company has no suitable candidates or insufficient human resources; According to the annual manpower demand plan, there is a planned recruitment.

Internal recruitment

4.2.3. 1 Conduct internal recruitment according to personnel promotion and post adjustment regulations. 4.2.4 External recruitment: external recruitment when the company has no suitable candidates or is short of manpower: 4.2.4. 1.

Construction-education cooperation (schools, training institutions, headhunters): implemented by the Human Resources Department.

A) Source: It is usually agreed with schools and training institutions to conduct targeted training and recruitment, and the recruitment is planned once a year. B) Education: Choose education according to the demand of human resources. If time permits, try to choose the corresponding education required for the position, supplemented by the necessary work experience, and undertake the corresponding position.

C) Major: Choose the new major according to the human resource demand planning, so as to shorten the training time and reduce the training cost. The professional counterparts of newcomers are also conducive to stimulating work interest.

D) The human resources department should always contact the selected school or training center, distribute publicity materials, and even personally contact teachers and students to familiarize them with the company's situation and needs, and sign an agreement with the school to require the school to arrange student interviews on time.

E) The human resources department should accumulate some information about schools and training centers and compile them into a book, so as to find new sources when the recruitment task cannot be completed. 4.2.4.2

If the campus recruitment cannot be satisfied, it shall be recruited from the talent market or headhunting company: the human resources department shall, within the specified time.

Entrust a legitimate talent exchange center to the talent exchange site for recruitment or entrust a headhunting company to recruit on its behalf. 4.2.4.3

Recommend recruitment: when the talent market can't meet the demand, the employees of our company can recommend recruitment.

A) The Human Resources Department shall inform the required number of employees, recruitment conditions and demand date in the form of announcement according to the contents of the Manpower Demand Table.

B) Employees who have been in the factory for more than one year (inclusive) are eligible to recommend relatives and friends, and are recruited according to normal procedures.

C) The recruitment of guards or goalkeepers must be guaranteed by Wuhan hukou or recommended by the company's deputy manager or above. 4.2.4.4 4.2.4.5

If the department is temporarily understaffed and there is no need for recruitment, it can be seconded to other departments. Personnel recruitment shall be implemented in accordance with the Personnel Recruitment Management Measures.

4.2.5 Interview and retest

After the HR department receives the candidate's information or resume, the supervisor or designated person of the HR department will apply for the position.

Personnel make a preliminary check on the reliability of their relevant certificates (such as inquiring about colleagues or teachers in the school where the applicant once worked), and whether it meets the requirements of the manpower demand table. If yes, inform the applicant to come for an interview and fill in the application registration form. 4.2.5.2

The human resources department should analyze the applicant's family background, living environment, making friends, personality characteristics, products

Morality and physical quality, etc. Through various interview skills, we can further understand the comprehensive performance of candidates in all aspects. 4.2.5.3

After passing the interview, notify the employing department to conduct professional skills interview or written test, and fill in the interview assessment form or

Professional examination paper. Those who pass the interview at the supervisor level or above must be interviewed by the manager again, and those at the manager level or above must be interviewed by the vice president or above.

4.2.6 Screening Operation 4.2.6.14.2.6.2

Those with good comprehensive interview and written test scores will be admitted on the basis of merit.

After the interview of the employing department is qualified, the human resources department will work out the operation flow of payment and application according to the salary.

After the salary of personnel is determined by academic qualifications, it shall be examined and approved by the human resources manager, and the deputy manager (inclusive) or above shall be notified to report for duty after being examined and approved by the vice president. 4.2.6.3

The human resources department should properly keep the personnel data and assessment results of the unsuccessful candidates. Because of this move

This recruitment may be caused by some factors, such as poor performance or misjudgment of the employing department, and may be considered as the candidate for the next recruitment. 4.3 Training and evaluation

4.3. 1 The heads of all departments put forward the training requirements at the end of each year and fill in the Training Requirements Form; Its needs generally include:

A) Relevant laws and regulations, such as product quality law, metrology law, standardization law, consumer protection law, trademark law, etc. ; B) Relevant national/industrial technical standards and specifications, especially relevant mandatory standards; C) Training of quality management knowledge; D) training for new employees;

E) Training of departmental post abilities, such as new technology learning and operation skills training;

4.3.2 The Human Resources Department shall formulate an annual training plan according to the training needs of various departments and the development of the company, and implement it after being approved by the competent leader of the company;

4.3.3 Unplanned training shall be implemented after being approved by the competent leader of the company;

4.3.4 The Human Resources Department is responsible for the implementation of the training plan. For each training, according to the actual situation of the trainees, the Human Resources Department requires the personnel present to fill in the training sign-in form truthfully. The lecturer is responsible for the training implementation and fills in the training record form (such as examination results or examination results) and sends it to the Human Resources Department, which should track and evaluate each training.

4.3.5 After the training, the Human Resources Department requires the trainer to track and evaluate the training effect of the lecturer, and the trainees fill in the training feedback form to continuously improve the teaching quality.

4.3.6 Anyone who participates in external training shall fill in the Training Demand Form, sign a training agreement with foreign trainees, and implement it after being approved by the competent leader. After the training, the financial department can reimburse the expenses only after holding the training qualification certificate and being signed by the head of the human resources department and the leader in charge of the company.

4.3.7 Training and assessment of new employees (on-the-job training is only implemented for employees who have changed jobs) includes: 4.3.7. 1.

Company basic education (awareness education), including company profile, employee discipline, quality policy and objectives, quality and safety.

Full consciousness, basic knowledge of relevant laws and regulations, quality management system standards, etc. , organized by the human resources department within one month after joining the company; 4.3.7.2

Department post ability training, including department responsibilities, work instructions, equipment use, etc. , by people.

The Human Resources Department shall organize training assessment, which shall be reviewed by the receiving department and approved by the leaders in charge of the company before taking up the post.

4.3.8 Training and assessment of on-the-job personnel:

The company conducts training and assessment for managers at all levels and those who have a direct impact on product quality at least once a year, with the interval not exceeding 12 months. 4.3.9 Training and assessment of special personnel 4.3.9. 1

Special personnel include: special operators, debugging personnel, inspectors, internal proofreaders and internal auditors.

Prepare special personnel certificate registration form. The specific requirements are:

A) The inspectors and testers shall be trained by the Human Resources Department and qualified, and issued with qualification certificates and certificates; B) Special operators who need to obtain the certificate of the state authorized unit according to the regulations shall hold relevant certificates;

C) The internal auditor of the quality management system shall be trained in the standard knowledge of the quality management system and pass the examination, and shall be authorized by the management representative.

4.3. 10 Training of technical personnel-The company should strive to create conditions to keep its knowledge updated, and the human resources department should organize training as needed.

4.3. 1 1 The Human Resources Department is responsible for evaluating the effectiveness of relevant training, education or other corresponding measures, tracking and evaluating each training, and making a comprehensive evaluation at the end of each year. The comprehensive evaluation results can be used as a reference for making an annual training plan for the next year.

4.3. 12 The Human Resources Department is responsible for establishing employee training files and keeping proper records of employees' education, training, skills and experience.

4.3. 13 Training operation shall be implemented according to the training management system.

4.3. 14 conducts BSC assessment on the employees of the company every month, and the assessment is conducted according to the assessment workflow.

5 reference documents

5. 1 Job Requirements and Responsibilities of Employees LD-MS-16-01-20135.2 Staff Recruitment Management Measures LD-MS-16-09-20135.3

6. 1 manpower demand form LD-QR- 16-04 6.2 application registration form LD-QR- 16-02 6.3 interview evaluation form LD-QR- 16-03 6.4 training demand form LD-QR-/kloc-0

6.5 training sign-in form LD-QR- 16- 13 6.6 training record form LD-QR- 16- 14 6.7 training feedback form LD-QR- 16- 15 6.8 QR-16-166.10 Special personnel ID card registration LD-QR- 16-24