1、目的（Purpose）
  确定所有从事与质量有影响的工作人员的能力，并对未达到要求的人员进行有计划的培训，资格考核，或采取其他措施以保证人员能力胜任岗位要求。
For ensure all staff’s ability who engaged in or have influence about quality, Plan training or qualification assess for who fail to meet the requirements, or take other measures to ensure that the personnel competent position requirements.
 
2、适用范围(Scope)
本程序适用于对企业质量管理体系中对质量有影响的人员。
This procedure is applicable to the personnel who have quality influential in quality management system of enterprise.
 
3、职责(Responsibility)
3.1  人力资源部负责员工能力的确定，意识和培训的控制
The Human Resources Department is responsible for assess staff’s work ability, Control training plan.
 
3.2  相关职能部门配合提供专业培训教材和师资。
Related function department is responsible for cooperating provide professional training or teaching resource.
 
3.3  各部门及时上报本部门员工的能力及培训需求，根据年度培训计划和临时需求，编制并组织实施本部门的培训计划。
Departments report the ability and training requirement timely, According to the annual training plan and temporary training demand, Prepare and implement this department’s training program.
 
4 定义（definition）
人员能力：包括人员适当的教育、培训、技能、经验等。
Staff ability: Including appropriate educations, trainings, skills, experience and so on.
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5  程序（Procedure）
5.1 人员能力要求的识别
Recognize of personnel capability requirement.
 
5.1.1人力资源部确定全公司各类职务的人员能力要求，并形成《人员能力表》，内容包括：职务、文化程度、技能、经验、培训等。
HR is responsible for define each position’s capability requirement of the whole company, and made <Staff Ability Form>, which contains: title, education degree, sill degree, experience, trainings and etc.
 
5.1.2人力资源部还必须对现有员工的实际能力进行调查，形成《人员能力表》内容包括：姓名、文化程度、职务、技能、经验、培训经历等，以确定其能力是否胜任本职工作。
HR also responsible for investigate existing staff’s actual ability. And made <Staff Ability Form>, which contains: name, education degree, title, sills, experience, trainings and etc.
 
5.2 提出培训需求
Provide training requirement
 
5.2.1 人力资源部对照《人员能力表》，对未满足要求的人员确定是否进行培训或采取其他措施。对需采取培训的人员制定《 ____年度培训计划》。
HR department according to <Staff Ability Form>, determine arrange training or other measures for the personnel who fail to meet the position requirement, and prepare <Yearly Training Plan>.
 
5.2.2 每年12月底以前，人力资源部将[培训需求申请表]发至各部门。各部门提出本部门各岗位人员的培训需要，在12月20日前报人力资源部。
Before the end of Dec yearly, HR hand out < Training Application Form> to departments, Departments manager provide their training requirements and submit to HR department before 20^th- Dec. [l1] 
 
5.2.3  当发生以下变化时，如转岗、职责、工作内容或范围变化、经营规模扩大、新技术应用等，相关部门应根据相应项目的要求，填写 [培训需求申请表]，报人力资源部。
Departments submit <Training Application Form> to HR department according to project’s requirement in case of following special situations: position changes, duty changes, work contents changes, business scope changes, business dimension changes, new technology applications and etc.
 
5.2.4  当有临时需要进行培训时，由相关部门提出申请，报人力资源部。
Department submit <Training Application Form> to HR department when temporary training needed.
 
5.2.5  人力资源部汇总上述需求经总经理审批后制定包括培训时间、培训对象、培训内容、承办部门等内容。
Summarizing departments’ training requirements, HR reported to GM about training schedule, training staff, training contents, and undertake department and etc. for approval. 
 
5.2.6  当管理评审、纠正与预防措施、内部质量体系审核等活动中提出相应的岗位及各部门需培训时，相应部门填写 [培训需求申请表]，及时报人力资源部，随时安排培训。
Function department submit <Training Application Form> to HR department for arrange training at any time in case of related about quality system: management review, corrective and preventive measures, internal quality system audit and etc.
 
5.3  确认培训需求
Confirm training requirement
 
5.3.1 各部门根据实际需要从《_____年度培训计划》中适当选择参加培训的项目报告人力资源部，以便作出适当的安排。
Departments Manager fix the staff form <Yearly Training Plan>, and report to HR department for arrangement.
 
5.4 培训计划编制
Training Planning:
 
5.4.1 临时需求而未列入计划的培训教育，由申报部门报人事主管、总经理审批执行。
For the temporary training, function department submit to HR manager, and implement after received GM’s approval.
 

1. 培训对象和内容

Training objects and contents.
 
5.5.1 对全体员工进行相关的法律、法规教育、质量方针目标与以顾客为关注焦点的教育。
All staff: related laws and regulations, quality system target, Customer focused target.
 
 
5.5.2对新招聘人员进行公司质量体系文件、企业文化。还应进行：
New recruiters: Quality system, corporate culture. And following else:
岗位所要求必须具备的知识、操作技能的培训；质量管理基本理论、方法.
Basic knowledge and operate skill for the position, basic theory or methods for quality management system,
 
5.5.3各类专业技术人员必须接受更新知识，提高专业知识和业务知识的培训。
Professional technology personnel: professional technology update and improve.
 
5.5.4验证人员如：检验人员、试验人员、计量检定人员、内部质量审核人员应接受专业培训，接受质量理论知识。
Quality Control personnel: quality system theory knowledge and professional training.
 
5.5.5对特殊岗位人员培训，严格执行先培训，并取得合格证后，才能上岗操作，同时要定期进行复训。
Special position personnel: strictly obey the rules of training first, qualification second, operate last, and arrange re-train periodic.
 
5.5.6凡是国家有强制规定的资格人员如：电工、驾驶员，培训内容按国家有关部门确定的内容进行，
State mandatory qualification personnel: training contents should be implement according to state’s rules and government’s regulations.
 

1.  培训前准备工作

Preparing work for training:
 
5.6.1人力资源部门负责编制《培训实施计划》，内容包括：
HR department is responsible for prepare <Training Implement Plan>, which contains:
a）培训的目的 Training target；        
b）培训的对象  Training object：       
c）培训的内容  Training contents；
d）培训的时间  Training schedule；        
e）培训的方式  Training method；       
f）培训的经费  Training charges；
 
5.6.2 受训人员于受训前，必须将工作安排妥当。
The training objects should arrange the work in appropriate way before take part in the training.
 
5.6.3 人力资源部门负责师资聘用，准备教材或联系外训单位及培训场所等准备工作。
HR department is responsible for preparing resource, outsourcing agent, training location and etc.
 

1. 培训的执行

Training Implement:
 
5.7.1临时性外出培训由部门根据需要申报，再申报人力资源部门签署备案。计划内培训工作按规定由人力资源部门组织实施。
Department manager apply the temporary out training to HR department, after GM approval, implement the training and HR recorded. For the planned training, implement according to training plan.
 
5.7.2人力资源部负责协调培训的实施，并保留培训《实施记录》。
HR department is responsible for implement the training, and reserved <Training Implement Record>
 
5.7.3经公司主管领导批准参加企业外部（包括上级部门）组织的培训，由人力资源部办理培训手续。
External training: for the approvaled external training, HR responsible for preparing training procedure。
 
5.7.4凡参加公司内部组织的培训，按岗位技能标准或有关标准，经考核或考试合格，由人力资源部发给[资格证书]或[上岗证]。
Internal Training: HR implement the test according to position requirement, and send position qualifications.
 

1. 培训记录

Training Record:
 
5.8.1每次培训，必须填写好《培训实施记录》，其中包括培训签到本、教材、教师名单、试卷、员工培训考核表等。
It is required to fill <raining Implement Record> for each training, which contains: attendance signature, training book, training teacher list, examination paper, staff training test score and etc.
 
5.8.2外出培训人员回公司后，须将外训合格证书或考试成绩的复印件交人力资源部门备案。同时填写《培训记录表》。
For the staff back form external training, it is required to submit training certification or examination score to HR department for recorded, and fill <Training Record List>
 
5.8.3公司内人员的培训,根据实际情况需要由人力资源部门填写《培训记录表》等有关的资料记录，并连同其它培训资料归档保存。
Internal training: according to actual situation, HR fill< Training Record List> and other related recorded files, and reservation.
 
5.9  培训效果的检查
Examine for training result：
 
5.9.1 人力资源部应对人员培训的效果进行检查，对其证明材料和成绩进行备案。
HR examine the training result and efficient, recorded related certification fills.
 
5.9.2 人力资源部应定期检查计划落实情况、修订计划，并交送公司主管领导。
HR check the planning implement situation periodic, revise the planning and reported to GM.
 
5.10  达不到培训要求的处理
Measures for fail to meet the training requirement.
 
5.10.1  考试或考核不合格，可延期数月补考，在未取得上岗证或相关证书之前，不得从事相应工作。
For the personnel fail in examination, HR can arrange Make-up examination which will be suspended couple of months. It is forbidden to do related work before received qualification or related position requirement.
 
5.10.2  对通过培训尚不能达到要求的人员，人力资源部可以考虑采取其他措施，如重新招聘、更换等
For the staff can not reach the requirement even after training, HR department should consider the further action such as re-recruit or position transfer.
 
5.11  招聘程序
Recruitment Procedure:
 
5.11.1  企业各部门经理根据工作需要向人力资源部报送招聘人员计划，上报总经理审核后， 人力资源部门根据公司人员计划，招聘相关的空岗人员。
According to actual work situation, function department manager send Recruitment Plan to HR department, HR implement the recruitment after received GM’s approval.
 
5.11.2  应聘证件审查：应聘人员应提交照片、学历、身份证、专业技术职称证等相关证件及复印件，个人简历，由人力资源部负责审查，统一以公司名义招聘。
Certification audit for interviewee: ID photo, education certification, ID card, professional certification resume and etc, HR responsible for the audit work, and implement the recruitment on behalf of company.
 
5.11.3  面试：由公司人力资源部及用人部门共同进行并分别签署面试意见。
Interviewee: interview opinion should be sign by both function department and HR department.
 
5.11.4面试结果通知：自应聘人员递交应聘资料之日起45日内，人力资源部应予明确答复，未被录用者递交的复印资料不予退还。
Interview result notice: within 45 days since received the candidate’s documents, HR should answer back clearly, All the documents will not be returned.
 
5.12人员考核
Personnel Assessment:
 

1. 考核原则：

Assessment Principle:
 
充分开发公司人员资源，激励员工努力上进，提高员工业务能力，时为员工晋级、调薪、奖惩提供客观依据。
Fully development company’s human resource, encourage employees to progress, improve employees work ability, provide objective basis for position promotion, salary raise, rewards and punishments.
 

1. 考核内容：

Assessment Contents:
 
对员工的工作态度、工作成绩和工作能力发挥程度作出评定。
Made assessment about staff’s work attitude, work performance, and work ability.
 
态度评定：对其完成工作任务的态度以及服从、协作、积极性和责任感作出评价。
Attitude: mainly contains work attitude, compliance, cooperate, positivity, and sense of responsibility.
 
成绩评定：参照职务标准，根据业绩大小，及所担当职务的工作质量（正确性、速度、完成程度）做出评价。
Performance: according to job title , organization level, and work quality(correctness, speed, complete extent and etc. )
 
能力评定：按职务和级别的要求，人力资源部组织有关部门对其职务担当能力（包括计划、判断、协调、管理及技能）及其进步的情况作出评价。
Ability: according to job title and organization level, HR and related department made assessment about the work ability (contains: planning, judging, coordinating, managing, skills and etc.) and progress situation.
 

1. 考核对象：

Assessment Objects:
 
全体员工，都必须参加考核。
All staff.
 
5.12.4  考核时间：每半[l2] 年一次，考核结果年终奖金中给予体现。
Assessment periodic: every half year[l3] , and the assessment result will affect yearly bonus.
 
5.13辞退或开除程序
Dismiss Procedure:
 
5.13.1  员工经考核认为不能胜任工作要求或员工严重违反公司规定。应该考虑辞退或开除
Company should consider the dismissal issues in case of the staff can not qualified the position requirement or seriously break company rules.
 
5.13.2  有关部门经理向人力资源部提交辞退或开除员工的书面报告。内容包括：员工姓名、理由和处理意见。
Function department manager send writing report to HR manager, the report should be contains: name, reason and opinion.
 
5.13.3  公司人力资源部对报告事项进行调查、审核、提出处理意见，并上报总经理审批。
HR department responsible for investigate and audit the contents of the report, report to GM for approval with HR’s advice.
 
5.13.4  决定辞退或开除的员工由公司人力资源部和用人部门经理共同对其通知决定。
The staff be informed by department manager and HR manager for the dismissal.
 
5.13.5  由公司人力资源部办理离职手续。
HR is responsible for deal with staff check-out procedure.
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