KSKL-P-030 教育訓練管理辦法（Rev2.0).docx

昆山新萊潔凈應用材料股份有限公司Kunshan Kinglai Hygienic Material Co., LTDDocument Title： Document No.KSKL-P-030Training Management Procedure教育訓練管理程序Revision2.0Initial Dept.ADMPage 11 / 111.0 PURPOSE 目的1.1 To raise the chance of training and education, and increase their specific knowledge and skills, inspire working potential, improve working performance, and maintain the improvement and innovation of working capacity. This procedure is drawn up for implement education training.為提升本公司職工良好的訓練與進修機會，以增進其專業(yè)知識與技能、激發(fā)工作潛力、改善工作績效，并維持工作能力之進步與創(chuàng)新，并使教育訓練之實施作業(yè)有所遵循，特制定此辦法。2.0 SCOPE 范圍2.1 All employees should take internal and external training, and it should follow this procedure.凡本公司全體員工之廠內(nèi)及廠外教育訓練，悉依本辦法規(guī)范的體制管理之。3.0 ROLES AND RESPONSIBILITIES 職責和責任3.1 HR Section人力資源課3.1.1 In charge of raising the yearly& monthly education training plan.負責年度、月度教育訓練計劃之提出及適時調(diào)整3.1.2 Conduct investigation, do the analysis and make the training effective and do the continuous improvement.實施課程問卷調(diào)查，統(tǒng)計，分析教育訓練執(zhí)行成效并主導持續(xù)改善；3.1.3 External education training should contact with outsourcing training.外部訓練資源聯(lián)絡與委外培訓事務處理；3.1.4 All the departments should establish the relevant education material, and maintain the post.會同各事業(yè)單位及周邊單位建立并維護各崗位應知應會及相關教材；3.1.5 Arrange the training and relevant test. Audit the execute status of relevant department.安排實施教育訓練及相關考核、稽查各事業(yè)單位及周邊單位之訓練執(zhí)行狀況；3.1.6 Provide and maintain the resource of education training(training place, projector equipment, etc)教育訓練所需資源之（包括培訓場地、投影設備等）提供與維護管理；3.1.7 Establish and maintain educational record.教育訓練記錄之建立與維護管理。3.2 All BU and other department.各BU及周邊單位：3.2.1 Plan the training and update it.規(guī)劃本部門各項教育訓練需求并適時修正；3.2.2 Establish the knowledge for relevant posts.制定本部門相關崗位之應知應會； 3.2.3 Cooperate with HR section to assess the internal instructor.配合人力資源課進行內(nèi)部講師評定；3.2.4 Arrange, organize the staff to take part in the relevant training on time.安排，組織本部門人員按時參加相關教育訓練；3.2.5 Coordinate HR section to apply the educated staff to do the assess for participating trainees.配合人力資源課實施參訓人員訓練成效調(diào)查或考核。4.0 DEFINES 定義4.1 Professional skill training: the staff of mechanism, inspection, calibration, special post, should be trained. The staff which does not pass the professional training should not operate the mechanism, inspection, calibration, or other special posts which needs high professional skill.崗前培訓：系對機械操作人員、檢測人員、儀校人員、特殊崗位人員等之培訓，需經(jīng)單位主管評估，并填寫“崗位技能鑒定表”，送呈部門主管核準后，提交人力資源部門存檔。凡專業(yè)技能訓練經(jīng)鑒定不合格者，不得從事機械操作、檢測、儀校、特殊崗位等對專業(yè)技能要求性較高的工作。4.2 External training: education outside the company.外訓：即廠外教育訓練4.2.1 The education training in public and private institution.凡員工至廠外各公、民營機構接受各項教育訓練。4.2.2 Invite professional instructor outside the company for training.本公司邀請廠外專業(yè)講師至本公司教授各種教育訓練課程。5.0 PROCESS 程序5.1 Training SOP(KSKL-P-030-APP-01)教育訓練作業(yè)流程(KSKL-P-030-APP-01)5.2 Planning for training:教育訓練之規(guī)劃；5.2.1 HR section should cooperate with other department to do the training, and the whole education plan should be made to make sure that all the courses can be implemented effectively.人力資源課主要配合各部門開展各崗位人員之教育訓練活動，整體規(guī)劃公司之教育訓練課程安排，并確保其有效實施；5.2.2 HR section should do the training according to company development and education needs. The soft hardware of facility should meet the requirement of the education. When it cannot meet the requirement, HR section should contact with outside training institution to do the education, including send out staff and invite the professional instructor.人力資源課應根據(jù)公司發(fā)展及教育訓練課程需求，合理配置、調(diào)配，管理合格講師及教育訓練所需相關軟、硬件設施/設備等以確保滿足教育訓練要求，當廠內(nèi)現(xiàn)有資源無法滿足訓練需求時，人力資源課應聯(lián)系外部相應培訓機構，以派員或聘請講師至廠內(nèi)授課等方式滿足員工培訓需求。5.2.3 At the end of a year, HR section should propose the “Training Needs Investigation”(KSKL-P-030-Form-01) , and the training needs of next year should be investigated.每年年底前，人力資源課應提出”教育訓練需求調(diào)查表”(KSKL-P-030-Form-01)，會辦各部門調(diào)查下年度各類教育訓練需求。5.2.4 After accepting the investigation, the relevant department should let the staff know about the requirement of the courses, and review the training requirement of all posts of staff, fill in the “Training Needs Investigation” (KSKL-P-030-Form-01), after the supervisor approved, HR section should gather the information together.各部門接到調(diào)查表后，應依據(jù)本部門人員所在崗位之需求，結合員工自身能力及工作需求，檢討規(guī)劃本部門各崗位人員之訓練需求，填寫于”教育訓練需求調(diào)查表” (KSKL-P-030-Form-01)中，呈部門權責主管核準后，交人力資源課匯整。5.2.5 HR section should combine the company culture with annual development requirement to organize the “Training Needs Investigation” (KSKL-P-030-Form-01), and it can be applied after supervisor approving.人力資源課結合公司企業(yè)文化及年度發(fā)展需求，匯總各單位提供之”教育訓練需求調(diào)查表” (KSKL-P-030-Form-01)，整理提出”教育訓練年度計劃表”，經(jīng)權責主管核準后遵照實施。5.2.6 Before 28th every month, each department should finish the courses on the “Annual Training Plan”(KSKL-P-030-Form-02), hand in the “Training Attendee Signature”(KSKL-P-030-Form-04) to HR section to summarize.每月28日前，各部門應按”教育訓練年度計劃表” (KSKL-P-030-Form-02)所排配課程，提交實施課程之”教育訓練簽到表” (KSKL-P-030-Form-04)，經(jīng)權責主管核準后，交人力資源課匯總備案。5.2.7 When there is a change in courses, the needs department should propose the “Internal notice” (KSKL-P-003-Form-02)of course when there is an add/change. The need department should indicate the reason of increasing and after approved by the supervisor, HR section should implement the add/change. If HR section has any confusion about the add/change( such as content or time), they should contact to the need department, and discuss about the confusion part to make sure that the requirement can be met.當有課程新增/變更時，需求部門需提出課程新增/變更”內(nèi)部聯(lián)絡單”(KSKL-P-003-Form-02)，注明欲新增/變更課程及原因，經(jīng)權責主管校準后，交人力資源課執(zhí)行課程新增/變更。人力資源課如對新增/變更（課程內(nèi)容/時間等）有疑議時，應及時與需求部門溝通聯(lián)系，就疑議部分協(xié)調(diào)討論以確保滿足各部門之訓練需求。5.3 Implement the training:教育訓練之實施 5.3.1 Orientation training:新進人員培訓：5.3.1.1 Training due time: within one month when the new employee joining the company.培訓期間：新進員工進廠后的1個月內(nèi)。5.3.1.2 The training content should cover the company profile, welfare, regulation, working environment, fire control knowledge, etiquette, and working discipline. The trainee should sign on the “Training Attendee Signature” （ KSKL-P-030-Form-04）. After training, it should be estimated whether the trainee can be continued to employ.培訓內(nèi)容涵蓋公司概況沿革、公司福利、規(guī)章制度、工作環(huán)境介紹、消防知識、禮儀規(guī)范及工作紀律等；接受培訓人員須在“教育訓練簽到表”（ KSKL-P-030-Form-04）上簽名，由受訓人員完成測試后，以評估是否適合在本公司試用。5.3.1.3 On-job training: the new direct labor employees should join on-job training in their department, HR monitor the process, after qualification, the employee could work indecently. 在崗培訓：直接生產(chǎn)員工被分發(fā)至本部門后，由本部門對新進員工施予在崗培訓，并由人力資源課負責監(jiān)督，惟有經(jīng)崗前培訓考核合格者，方可上崗獨立作業(yè)。5.3.1.4 Training lead time: the department could identify the on-job training lead time according to different working station, but should be less than 2 months, if an employee couldnt pass the evaluation before the end of probationary period probation period, the probation period should be extended or leave.培訓周期：根據(jù)崗位不同，各部門可自行定義在崗培訓時間，最長不得超過二個月試用期滿。若新進員工在期間未通過特定課程培訓及考核者，試用期需延長，或不予錄用。5.3.1.5 Training content: the department should make their own “Training courses list” （KSKL-P-030-Form-08）(this list can be made according to the actual needs) to do the training. The training content should include the operation skills, working requirement, working regulation, safety knowledge and other professional skills. The course should be taken by the supervisor or technician according to the professional teaching material. The operation or written test should also be taken, and the results should be noted in the “Employee Qualification Record” (KSKL-P-030-Form-06). After sending to the department supervisor, it should be handed to the HR section, and it should be used as an evidence of whether the employee is qualified to take the job. 培訓內(nèi)容：責任部門自行排定的各崗位“應知應會表”（KSKL-P-030-Form-08）（該表依各部門需求自訂）展開培訓，培訓內(nèi)容涵蓋部門相關作業(yè)手法，工作要求、工作規(guī)范及安全知識等專業(yè)技能教育，由本部門組課級主管或技工依據(jù)專業(yè)教材施以培訓，并輔以現(xiàn)場操作測試或是書面測試，并將結果填入”員工技能鑒定表”(KSKL-P-030-Form-06)，呈部級主管后，交于人力資源課，用于評定是否可合格上崗的依據(jù)。5.3.1.6 Supervisor department: the pre-job training should be done by each department, and HR section should do the supervisor job. The training should be finished before the new employee become a regular work.督導單位：崗前培訓由各部門自行展開實施，由人力資源課負責監(jiān)督，各部門須在新進人員轉(zhuǎn)證前結束培訓5.3.2 The training include but not limit to the followings:教育訓練實施方式包括但不限于以下幾種：5.3.2.1 The classroom teaching: instructor give the lecture or the video tape can do.課堂教學，采用講師授課，錄像方式進行；5.3.2.2 Reading party: internal instructor organize staff to learn.讀書會研習，由具內(nèi)部講師資質(zhì)之人擔任講師，組織內(nèi)部員工學習；5.3.2.3 Outsourcing training: HR section plan the course, all relevant department choose suitable staff to take the course.委外培訓, 由人力資源課規(guī)劃, 各相關部門提報適當人員參加之外部訓練課程.5.3.3 Classroom teaching課堂教學5.3.3.1 Training notice訓練通知:5.3.3.1.1. HR section should notice the time, place, instructor and relevant information to the needs department according to “Annual Training Planning Table” (KSKL-P-030-Form-02) in advance. All departments should inform the trainee by email or telephone. And after approving by the supervisor, HR section should put on the records. 人力資源課應依月教育訓練計劃于訓練實施前將時間、地點及授課講師等相關資訊通知各相關需求部門，各部門則就于訓練實施前按課程內(nèi)容將參訓學員郵件或電話經(jīng)本部門權責主管核準后知會人力資源課匯整備案；5.3.3.1.2. HR section should notice instructor and staff to be trained by MAIL or telephone. If the staff to be trained cannot take the course on time, they should ask for a leave and get signed by their supervisor. The HR section should be noticed and put on records. The course should be made up if needs.人力資源課應于訓練課程實施前以郵件或電話方式通知講師及參訓單位人員參加訓練. 如有參訓人員因故無法參訓時, 應提出請假單經(jīng)本單位權責主管簽核后, 知會人力資源課記錄備案并視需求安排補訓事宜。5.3.3.2 Implement training訓練執(zhí)行:5.3.3.2.1. HR section should complete the classroom and teaching tools(video, projector, teaching material, etc.) as well as “Training Attendee Signature” (KSKL-P-030-Form-04).人力資源課應于上課前完成授課教室/教具(如影像光盤、投影機、教材講義, )、”教育訓練簽到表” (KSKL-P-030-Form-04)、等之準備；5.3.3.2.2. During course, the staff should be on time and sign in the “Training Attendee Signature” (KSKL-P-030-Form-04). The absence and late for no reason is forbidden. HR section should analysis the rate of attendance as a review evidence for training evaluation.課程期間參訓學員均須準時出勤并于”教育訓練學員簽到表”(KSKL-P-030-Form-04)中簽名, 不得無故缺席或遲到,人力資源課應統(tǒng)計學員出勤率, 以作為訓練執(zhí)行成效考核之檢討依據(jù)。5.3.3.3 Training test:訓練考核:5.3.3.3.1. The training instructor should do the test through oral, written, operation test to evaluate the training staff. Combine grade with the attendance to summarize the test result.訓練課程講師應以口試、筆試、實作等方式, 對參訓學員進行考核, 并結合考核評分與出勤簽到狀況, 提出受訓學員之考評結果。5.3.4 Reading party讀書會:5.3.4.1 All BU and other departments should do the professional and management knowledge training through the reading party. During the training, the staff should attend on time and sign the “Training Attendee Signature” (KSKL-P-030-Form-04). The absence and late is forbidden. The supervisor should analysis the attendance as a audit evidence for the training.各事業(yè)部及周邊單位可通過讀書會方式, 對本部門相關員工進行專業(yè)知識或管理知識等方面教育訓練, 訓練期間參訓學員均須準時出勤并于”教育訓練簽到表” (KSKL-P-030-Form-04)簽名, 不得無故缺席或遲到, 單位主管應統(tǒng)計學員出勤率, 以作為訓練執(zhí)行成效考核之依據(jù).5.3.4.2 HR section should make sure that the training plan can be carried out effectively according to the plan.人力資源課應稽核讀書會執(zhí)行狀況及執(zhí)行紀律, 以確保訓練依計劃有效執(zhí)行.5.3.4.3 After training, the staff should finish the “Educational Training Experience Report” (KSKL-P-030-Form-05), and the supervisor should audit it. Combine the evaluation and attendance to put forward the result.課程訓練完畢后, 參訓學員應就所學內(nèi)容完成”心得報告”(KSKL-P-030-Form-05), 交本單位權責主管考核, 并結合考核評分與出勤簽到狀況, 提出參訓學員之考評結果；5.3.5 Outsourcing training:委外培訓:5.3.5.1 When the internal instructor cannot meet the requirement, the relevant external institution(government sector, customer, industry association, authentication institution) can offer the service, HR section can according to the needs and contact with the external institution to plan the outsourcing training.當廠內(nèi)師資無法滿足教育訓練需求, 而相關外部機構 (如相關政府部門、客戶、產(chǎn)業(yè)協(xié)會、認證/輔導機構 等) 可提供此服務時, 人力資源課可視情況詢求、聯(lián)系外部機構訓練, 規(guī)劃實施相關人員之委外培訓；5.3.5.2 When there is a requirement of outsourcing needs, the needing department should fill in the “External Training Application Form”(KSKL-P-030-Form-03) to apply for the external training.當有委外培訓需求時, 各需求單位應填寫”教育訓練申請表” (KSKL-P-030-Form-03)申請委外培訓；5.3.5.3 HR section should in charge of the communication with the external institution to make sure that the external training can be implemented effectively. When there are too many staff need to be trained, HR section should consider to invite the external instructor to the company for the training.人力資源課應負責就訓練事宜與外部訓練機構間之溝通協(xié)調(diào),以確保外訓作業(yè)順利執(zhí)行。當外訓需求人員較多時, 人力資源課亦可酌情考慮聘請外部機構派講師至廠內(nèi)實施培訓；5.4 The investigation and review of training effect: after training, the HR section should investigate as a reference for follow-up improvement by the following methods 訓練成效調(diào)查與檢討:訓練課程完成后,人力資源課應以下列方式進行成效調(diào)查,并作為后續(xù)教育訓練改善之參考:5.4.1 According to the professional knowledge, core technique course, HR section remind relevant department supervisor of asking training staff to apply the new technique and knowledge when course is over. And correct the shortage and mistake, it should be re-trained if necessary.針對各職系之專業(yè)知識、核心技術類課程, 人力資源課應于課程訓練結束后, 提醒各相關部門主管要求學員在工作中使用所學之新技能和新知識, 并對其執(zhí)行之正確性進行監(jiān)督, 糾正其執(zhí)行不足或錯誤之處, 必要時應要求其重訓；5.5 The monitoring and check of training management教育訓練管理之監(jiān)督與查核:5.5.1 All BU and other department should monitor the training service of HR section, and notice the suggestion to the HR section in written form, such as Email, contact sheet, etc. the “Course Questionnaire” (KSKL-P-030-Form-07) and “Training effect investigation” (KSKL-P-030-Form-08) can also be used to feed back to the HR section. And HR section should do the review to improve the service qualification. 各事業(yè)部及周邊單位應對人力資源課就教育訓練服務質(zhì)量