資源管理程序[研究材料]

1、 Nypro Plastics & Molding Rev.Date.Total Pages. Products(Suzhou) Co.,Ltd.版本日期頁碼 Title: Procedure for Resource K05/11/20099 ManagementPrepared by/DateReviewed by/DateApproved by/Date 資源管理程序 編制/日期審核/日期批準/日期 Doc No: NSU-2602-HR-001 JillDeborahBillCONTENTS PAGEAMENDMENT HISTORY21.0PURPOSE32.0SCOPE33.0RE

2、SPONSIBILITIES34.0PROCEDURE4-8 5.0RELEVANT DOCUMENT86.0QUALITY RECORD9耐普羅塑膠模具(蘇州)有限公司Nypro Plastics & Molding Products (Suzhou) Co., Ltd.Amendment HistoryAmendment History修改歷史記錄ChangeDate變更日期Rev.No.版本編號 Description of Changes 變更說明Prepared by:編寫人Approved by:批準人 12/20/01AInitial releaseDorisLuke1/10/0

3、2BReleaseHansenLuke6/11/02C1) 4.1.1.1 changed;2) 4.1.1.2. changed;3) 4.1.5.2 4.1.7. 4.1.7.2 changed;4) 4.1.7.3 deleted;5) 4.1.2 (C) changed;6) 4.1.8.2 changed;7) 4.3.2 changed;8) add one 3rd file NSU- 4602-HR-014HansenLuke6/29/03D1)4.1.3(b) (c)changed;2）4.1.4.1 changed;3)4.3.2 changed;4)5.0 changed;

4、HansenLuke7/19/04E1)4.1.9.3(a)changed;ToddLuke5/25/05FModify 1.0、4.1.2.4、4.1.10、4.2.5SissiLuke2/14/06GChange the formatSissiLuke6/20/06HAdd HSF RequirementBettyLuke3/14/08IModify 4.1.4.1JillLuke11/27/08JModify 4.1.3JillBill Luo05/11/09KModify 4.1.3Cancel資格評核表JillBill Luo1.0 Purpose目的 To provide reso

5、urces needed to implement and maintain the Quality Management System and continually improve its effectiveness and to enhance Customer Satisfaction by meeting regulatory and Customer requirements to enhance customer satisfaction. 為執(zhí)行和維護質(zhì)量體系提供所需的資源，且持續(xù)改善其有效性來滿足法規(guī)要求及客戶要求來增強客戶滿意度。 2.0Scope This procedu

6、re applies to Nypro Suzhou Company.本程序適用于耐普羅(蘇州)公司。3.0Responsibilities 職責 3.1 HR Department:人事部3.1.1 Responsible for identify the necessary competency and training needs for related personnel whom affected quality.負責確定影響產(chǎn)品質(zhì)量的工作人員所需的能力及培訓需要。3.1.2 Responsible for Qualify, Disqualify and Re-Qualify per

7、sonnel for a job function. 負責對各個崗位進行資格認證，免職和重新資格認證。3.1.3Responsible for training arrangement and new employee orientation;負責組織培訓和新員工的入職培訓。3.1.4 Evaluate the effectiveness of the actions taken (training).評估已采取措施(培訓)的有效性。3.2 Each department 各部門3.2.1 Assist HR department to identify the necessary compe

8、tency for related personnel whom affected quality in self-department.協(xié)助人事部確定本部門影響產(chǎn)品質(zhì)量的工作人員所需的能力。3.2.2Assist HR department to qualify, dis-qualify and re-qualify personnel for a job function.協(xié)助人事部對各個崗位進行資格認證，免職和重新資格認證。3.2.3Responsible for setting up department training plan and the actual competency

9、needed.各部門經(jīng)理(或負責人)應根據(jù)員工的實際任職能力與本職位所必需的任職能力差異制訂出部門培訓計劃。3.2.4Responsible for department on-job technical and basic training during working and before personnel on-board.負責部門內(nèi)在崗位技能培訓及員工正式上崗前基礎(chǔ)及技能培訓。3.3 GM approves training plan and the resources needed.總經(jīng)理批準培訓計劃及所需資源。4.0 Procedure程序4.1.1 Recruitment 招聘

10、Recruitment directly determines the quality of our workforce. The applicants should reach the minimum requirements on education level and related working experience. In other words, these standards are the bottom lines in selection held by HR and hiring managers / supervisors. The standards are the

11、general descriptions summarized from a group of jobs with similar requirements, instead of a specific description for each grade.招聘直接決定了公司勞動力的質(zhì)量。申請人必須達到學歷及相關(guān)工作經(jīng)驗方面的最低要求。換句話說，這些標準是人事/招聘部門挑選人員時必須掌握的基準。這些標準是從一組工作中總結(jié)相似要求而成的，他取代了每一級員工所需的特定要求。4.1.2 Generally, all employees are categorized into 3 groups: G

12、rade 5-8, Grade 4-2 and Grade 1 & above. The minimum requirement of each group shall be clearly defined and practicable in execution. Pls see the following:總體上，所有員工被分為三組：5-8級一組，4-2級為一組，1級以上為一組。各個組的最低要求已被清楚定義并在具體工作中被運用。見以下：4.1.2.1 Grade 5-8 （5-8級）:o Above 18 years old (according to labor law);18歲以上（符

13、合勞動法）o Fundamental education of middle school or above;至少初中以上文化教育；o Healthy and without any unfavorable health condition resulting in incapability (referring to physicians comments);良好的身體狀況（需提供相關(guān)體檢報告）o The related experience optional相關(guān)工作經(jīng)驗 可選項4.1.2.2 Grade 2-4（2-4級）： o At least university / college

14、education plus 1 year related experience; or至少相當于大專以上文憑及1年相關(guān)工作經(jīng)驗，或者o 3 years solid working experience as a must for those failing to meet the minimum education requirement foresaid. 沒有所要求的相關(guān)文憑但有至少3年堅實的相關(guān)工作經(jīng)驗。4.1.2.3 Grade 1 & above(1級及以上)： o At least university / college education plus at least 5 ye

15、ar related experience; or至少相當于大專以上文憑及5年相關(guān)工作經(jīng)驗，或者o 7 years solid working experience as a must for those failing to meet the minimum education requirement foresaid.沒有所要求的相關(guān)文憑但有至少7年堅實的相關(guān)工作經(jīng)驗。4.1.2.4 The operator in special operation（such as electrician 、driver and maintainer） shall be qualified, and th

16、e certifications should be in the be valid for the certification period. 特殊工種作業(yè)人員（如電工、駕駛員、機修工）必須具有資格認證，證書必 須在有效期內(nèi)。4.1.3 Competency資格能力(a)According company manpower requirement, job description and job specification, company will check candidate diploma, resume and working experience to select capabl

17、e candidate in the right position.依照公司人力資源的計劃及崗位任職能力要求，在檢查了應聘者的文憑，簡歷及工作經(jīng)驗后，選擇合格的，有能力的人選在恰當?shù)穆毼弧?b) Background investigation should be done before hiring the employee, which includes in investigating the truth of the registered working information and the passed working performance.員工正式錄用之前需要進行背景調(diào)查，調(diào)查

18、該員工所登記的工作信息是否屬實，以及以往工作表現(xiàn)等。(c) All the new employee should get the orientation training which hold by HR & Quality department within 15 days. The orientation training must include quality policy, quality objective, special characteristics, occupational safety and health.Any new employee whose trainin

19、g test score is below 70 could not be on-board.所有新進員工必須在到職15天內(nèi)接受由人事部及質(zhì)量部舉辦的入職培訓. 入職培訓須包括質(zhì)量方針、質(zhì)量目標、特殊特性、安全與職業(yè)健康等。入職培訓考試成績必須達到70分,否則不予以上崗.(c) All these personnel performing working directly affect product quality should get on-job training before officially on-board. The training appraisal should be c

20、arried out by department after training. And according to the appraisal results, the department will assess their working qualifications.所有直接影響產(chǎn)品質(zhì)量的工作人員必須在上崗前接受崗位培訓，培訓結(jié)束后由本部門組織進行培訓考核（考試），根據(jù)其考試成績，評定其上崗資質(zhì)。(d) Every employee have a suggestion probation period, after probation department supervisor and

21、HR department should give this employee performance evaluation for the probation period.(Fill in “Nypro SU Employee Performance Assessment” NSU-4602-HR-011)每位員工有一個建議的試用期，試用期過后，部門主管和人事部應給該員工一個試用期考評。（填寫“耐普羅（蘇州）員工績效考評表” NSU-4602-HR-011）(e) Every employee will be given yearly performance evaluation by t

22、heir supervisor and HR department. 每位雇員每年要接受一個由其主管及人事部組織的年度績效考評.(f)Specific training should be provided by functional Dept. for personnel involved in HSF for identification, use and elimination of hazardous substances. The training should also include the relevance and importance of their activities

23、 and how they contribute to the achievement of the HSF objectives.職能部門需要準備特殊的培訓用于HSF相關(guān)人員識別、使用和消除有害物質(zhì)。培訓也應包括他們的行為與HSF的關(guān)系和重要性以及他們?nèi)绾螢橥瓿蒆SF目標而做出貢獻 4.1.4Setting up training plan培訓計劃的制訂4.1.4.1Each department manager should analysis subordinates training needs according their actual and necessary competenc

24、y, finish “Training Needs Analysis” and “Annual training requirement”, pass to HR department. The training course designed for each job function shall be design by the individual department, based on the needs, job functions, technical complexity and the training hour need. 各部門經(jīng)理(或負責人)根據(jù)部門員工實際的任職能力與

25、崗位所需能力，完成培訓需求分析，確定“年度教育訓練需求表”(NSU-4602-HR-005)，送達人事部。各崗位的培訓課程由各個部門根據(jù)崗位技能，技能的復雜性需求確定，并相應確定培訓時間。 4.1.4.2After collecting all departments training needs, HR Department set up training plan, finish “ Annual training plan”(NSU-4602-HR-001), get approval from GM.人事部收集并總結(jié)各部門的員工培訓需求后, 制訂出“年度培訓計劃” (NSU-4602-

26、HR-001)，報總經(jīng)理批準。4.1.5Training implement: 培訓的實施：4.1.5.1 After training plan approval, each department should coordinate with HR Department to implement the plan. If the training is not include in the “Annual training plan”, relative department should fill the “ training application”(NSU-4602-HR-003),

27、after check by HR department and approve by GM, implement this training. 培訓計劃一經(jīng)制訂，由各部門積極配合人事部執(zhí)行。如有“年度培訓計劃”以外的培訓發(fā)生，相關(guān)部門應填寫“員工培訓申請表” ”(NSU-4602-HR-003)，交人事部審核后，經(jīng)總經(jīng)理批準后執(zhí)行。4.1.5.2If the training is general training and need be repeat quite frequently, should base at taking internal training. 內(nèi)容如屬一般及重復多次

28、的培訓，以公司自辦為原則。4.1.5.3All the training should be implemented according actual situation. 所有培訓計劃應配合實際情況而執(zhí)行。4.1.5.4 We should check the trainers qualification and competency. Such as diploma, certificate. 應檢查講師的資格及能力。如檢查其文憑，資格證書等。4.1.6 Training arrangement:培訓安排：4.1.6.1 HR department should arrange train

29、ing according annual training plan and inform all participates and their department managers. 人事部應依照“年度培訓計劃表”組織培訓并通知部門經(jīng)理和受訓員工。4.1.6.2Training participates should attend on time and sign in “Training Attendance Record”, (NSU-4602-HR-004) if cannot attend should inform HR in advance.受訓人員應準時出席培訓并在“培訓簽到

30、表” (NSU-4602-HR-004)上簽字。如因事故不能參加者，應事先通知人事部。4.1.6.3HR department should arrange absence employees take relative training next time.人事部安排缺席員工再參加培訓。4.1.7 Training Record培訓記錄：All the training times should be record at “ Employees training record”(NSU-4602-HR-002). HR also keeps all the training material

31、s and relative report.所有的培訓記錄在“員工培訓記錄表” (NSU-4602-HR-002)上。人事部也應保存所有的培訓材料及相關(guān)報告。4.1.8Training results review 培訓效果的評估：4.1.8.1 After training, trainee and their supervisor should finish “Training Evaluation” (NSU-4602-HR-013) and pass to HR department.培訓結(jié)束后, 培訓者及其主管一起完成“培訓評估表” (NSU-4602-HR-013)并在一周內(nèi)交于人

32、事部。4.1.8.2 HR department will discuss with relative department manager to check whether the trainees achieved expected training results and worth to continue participate. Then HR department push trainers promoting the training.人事部與相應部門經(jīng)理審核受訓者是否受到預期培訓效果及是否值得繼續(xù)參與。再由人事部責成培訓師作相應改善。4.1.9 Qualify, Disqual

33、ify and Re-qualify personnel in the job function. 各個崗位的資格認證，免職和重新資格認證。4.1.9.1 The Supervisor for every Department shall qualify the personnel in the job function based on the performance and its job evaluation.各部門主管應基于員工的工作表現(xiàn)對本部門員工進行崗位任職資格認證。4.1.9.2 The Supervisor shall disqualify the personnel in t

34、he job function based on the followings: 各部門主管如遇以下情況應取消本部門相應員工的任職資格：(a) The performance deteriorated and continuously repeated mistakes.工作表現(xiàn)惡劣，經(jīng)常出現(xiàn)重復錯誤。(b) The personnel goes on long leave, example maternity leave.該員工長期離職，如休產(chǎn)假。(c) Transfer from other department.從其他部門調(diào)入。 4.1.9.3 The Supervisor shall

35、Re-qualify the personnel in the job function by testing and evaluating the performances if under the followings: 在以下情況下各部門主管應對本部門相應員工評估其工作表現(xiàn)來重新確定其任職資格：(a) Once every 1year to ensure effective and efficient performance.間隔1年；(b) After being disqualified. 被取消任職資格后。4.1.10 Employee motivation and empower

36、ment 員工激勵和參與 HR department motivate employee to achieve quality objectives, to make continual improvements, and to create an environment to promote innovation by encouraging 、improvement advice boxes 、pasting poster and competition .人事部通過獎勵，改進建議箱、張貼海報及競賽等來激勵員工實現(xiàn)質(zhì)量目標，開展持續(xù)改進和促進創(chuàng)新環(huán)境。4.2 Infrastructure基

37、礎(chǔ)設(shè)施4.2.1 HR Department shall co-ordinate with Facility and IT sections to define the infrastructure needed to achieve conformity to product requirements.人事，設(shè)施及IT部一起確定基礎(chǔ)設(shè)施方面的要求，此要求要與生產(chǎn)產(chǎn)品所需的要求相一致。4.2.2 The Infrastructure shall include: Building, Workspace, Tools and Equipment, Support Services, Information and Communication and Transport Facilities.基礎(chǔ)設(shè)施包括：房屋，工作區(qū)域，工具及設(shè)備，配套服務(wù)，通訊及交通設(shè)施。4.2.3 The provision of infrastructure shall take into consideration of the Objectives, Function, Performance, Availability, Cost, Safety and Security.所提供的基礎(chǔ)設(shè)施應考慮使用目的，功能，表現(xiàn)，有效性，成本，人身安全及保安。4.2.4 Facility a