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(yè)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(zhǔn)/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(hào) Description of Changes 變更說(shuō)明Prepared by:編寫人Approved by:批準(zhǔn)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(píng)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(hù)質(zhì)量體系提供所需的資源，且持續(xù)改善其有效性來(lái)滿足法規(guī)要求及客戶要求來(lái)增強(qiáng)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(zé) 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(fù)責(zé)確定影響產(chǎn)品質(zhì)量的工作人員所需的能力及培訓(xùn)需要。3.1.2 Responsible for Qualify, Disqualify and Re-Qualify per

7、sonnel for a job function. 負(fù)責(zé)對(duì)各個(gè)崗位進(jìn)行資格認(rèn)證，免職和重新資格認(rèn)證。3.1.3Responsible for training arrangement and new employee orientation;負(fù)責(zé)組織培訓(xùn)和新員工的入職培訓(xùn)。3.1.4 Evaluate the effectiveness of the actions taken (training).評(píng)估已采取措施(培訓(xùn))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(duì)各個(gè)崗位進(jìn)行資格認(rèn)證，免職和重新資格認(rèn)證。3.2.3Responsible for setting up department training plan and the actual competency

9、needed.各部門經(jīng)理(或負(fù)責(zé)人)應(yīng)根據(jù)員工的實(shí)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(xùn)計(jì)劃。3.2.4Responsible for department on-job technical and basic training during working and before personnel on-board.負(fù)責(zé)部門內(nèi)在崗位技能培訓(xùn)及員工正式上崗前基礎(chǔ)及技能培訓(xùn)。3.3 GM approves training plan and the resources needed.總經(jīng)理批準(zhǔn)培訓(xùn)計(jì)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(dòng)力的質(zhì)量。申請(qǐng)人必須達(dá)到學(xué)歷及相關(guān)工作經(jīng)驗(yàn)方面的最低要求。換句話說(shuō)，這些標(biāo)準(zhǔn)是人事/招聘部門挑選人員時(shí)必須掌握的基準(zhǔn)。這些標(biāo)準(zhǔn)是從一組工作中總結(jié)相似要求而成的，他取代了每一級(jí)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(jí)一組，4-2級(jí)為一組，1級(jí)以上為一組。各個(gè)組的最低要求已被清楚定義并在具體工作中被運(yùn)用。見(jiàn)以下：4.1.2.1 Grade 5-8 （5-8級(jí)）:o Above 18 years old (according to labor law);18歲以上（符

13、合勞動(dòng)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(bào)告）o The related experience optional相關(guān)工作經(jīng)驗(yàn) 可選項(xiàng)4.1.2.2 Grade 2-4（2-4級(jí)）： o At least university / college

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

15、ar related experience; or至少相當(dāng)于大專以上文憑及5年相關(guān)工作經(jīng)驗(yàn)，或者o 7 years solid working experience as a must for those failing to meet the minimum education requirement foresaid.沒(méi)有所要求的相關(guān)文憑但有至少7年堅(jiān)實(shí)的相關(guān)工作經(jīng)驗(yàn)。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(jī)修工）必須具有資格認(rèn)證，證書(shū)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(jì)劃及崗位任職能力要求，在檢查了應(yīng)聘者的文憑，簡(jiǎn)歷及工作經(jīng)驗(yàn)后，選擇合格的，有能力的人選在恰當(dāng)?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(jìn)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(shí)，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(jìn)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(xùn). 入職培訓(xùn)須包括質(zhì)量方針、質(zhì)量目標(biāo)、特殊特性、安全與職業(yè)健康等。入職培訓(xùn)考試成績(jī)必須達(dá)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(xùn)，培訓(xùn)結(jié)束后由本部門組織進(jìn)行培訓(xùn)考核（考試），根據(jù)其考試成績(jī)，評(píng)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(gè)建議的試用期，試用期過(guò)后，部門主管和人事部應(yīng)給該員工一個(gè)試用期考評(píng)。（填寫“耐普羅（蘇州）員工績(jī)效考評(píng)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(gè)由其主管及人事部組織的年度績(jī)效考評(píng).(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(zhǔn)備特殊的培訓(xùn)用于HSF相關(guān)人員識(shí)別、使用和消除有害物質(zhì)。培訓(xùn)也應(yīng)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(biāo)而做出貢獻(xiàn) 4.1.4Setting up training plan培訓(xùn)計(jì)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(fù)責(zé)人)根據(jù)部門員工實(shí)際的任職能力與

25、崗位所需能力，完成培訓(xùn)需求分析，確定“年度教育訓(xùn)練需求表”(NSU-4602-HR-005)，送達(dá)人事部。各崗位的培訓(xùn)課程由各個(gè)部門根據(jù)崗位技能，技能的復(fù)雜性需求確定，并相應(yīng)確定培訓(xùn)時(shí)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(xùn)需求后, 制訂出“年度培訓(xùn)計(jì)劃” (NSU-4602-

26、HR-001)，報(bào)總經(jīng)理批準(zhǔn)。4.1.5Training implement: 培訓(xùn)的實(shí)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(xùn)計(jì)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(xùn)計(jì)劃”以外的培訓(xùn)發(fā)生，相關(guān)部門應(yīng)填寫“員工培訓(xùn)申請(qǐng)表” ”(NSU-4602-HR-003)，交人事部審核后，經(jīng)總經(jīng)理批準(zhǔn)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(fù)多次

28、的培訓(xùn)，以公司自辦為原則。4.1.5.3All the training should be implemented according actual situation. 所有培訓(xùn)計(jì)劃應(yīng)配合實(shí)際情況而執(zhí)行。4.1.5.4 We should check the trainers qualification and competency. Such as diploma, certificate. 應(yīng)檢查講師的資格及能力。如檢查其文憑，資格證書(shū)等。4.1.6 Training arrangement:培訓(xùn)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(yīng)依照“年度培訓(xùn)計(jì)劃表”組織培訓(xùn)并通知部門經(jīng)理和受訓(xùn)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(xùn)人員應(yīng)準(zhǔn)時(shí)出席培訓(xùn)并在“培訓(xùn)簽到

30、表” (NSU-4602-HR-004)上簽字。如因事故不能參加者，應(yīng)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(xùn)。4.1.7 Training Record培訓(xùn)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(xùn)記錄在“員工培訓(xùn)記錄表” (NSU-4602-HR-002)上。人事部也應(yīng)保存所有的培訓(xùn)材料及相關(guān)報(bào)告。4.1.8Training results review 培訓(xùn)效果的評(píng)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(xùn)結(jié)束后, 培訓(xùn)者及其主管一起完成“培訓(xùn)評(píng)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(yīng)部門經(jīng)理審核受訓(xùn)者是否受到預(yù)期培訓(xùn)效果及是否值得繼續(xù)參與。再由人事部責(zé)成培訓(xùn)師作相應(yīng)改善。4.1.9 Qualify, Disqual

33、ify and Re-qualify personnel in the job function. 各個(gè)崗位的資格認(rèn)證，免職和重新資格認(rèn)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(yīng)基于員工的工作表現(xiàn)對(duì)本部門員工進(jìn)行崗位任職資格認(rèn)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(yīng)取消本部門相應(yīng)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(fù)錯(cuò)誤。(b) The personnel goes on long leave, example maternity leave.該員工長(zhǎng)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(yīng)對(duì)本部門相應(yīng)員工評(píng)估其工作表現(xiàn)來(lái)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(lì)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(guò)獎(jiǎng)勵(lì)，改進(jìn)建議箱、張貼海報(bào)及競(jìng)賽等來(lái)激勵(lì)員工實(shí)現(xiàn)質(zhì)量目標(biāo)，開(kāi)展持續(xù)改進(jìn)和促進(jìn)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(yīng)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