1、目的（Purpose）
  確定所有從事與質量有影響的工作人員的能力，并對未達到要求的人員進行有計劃的培訓，資格考核，或采取其他措施以保證人員能力勝任崗位要求。
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、適用范圍(Scope)
本程序適用于對企業(yè)質量管理體系中對質量有影響的人員。
This procedure is applicable to the personnel who have quality influential in quality management system of enterprise.
 
3、職責(Responsibility)
3.1  人力資源部負責員工能力的確定，意識和培訓的控制
The Human Resources Department is responsible for assess staff’s work ability, Control training plan.
 
3.2  相關職能部門配合提供專業(yè)培訓教材和師資。
Related function department is responsible for cooperating provide professional training or teaching resource.
 
3.3  各部門及時上報本部門員工的能力及培訓需求，根據(jù)年度培訓計劃和臨時需求，編制并組織實施本部門的培訓計劃。
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 定義（definition）
人員能力：包括人員適當?shù)慕逃�、培訓、技能、�?jīng)驗等。
Staff ability: Including appropriate educations, trainings, skills, experience and so on.
 
5  程序（Procedure）
5.1 人員能力要求的識別
Recognize of personnel capability requirement.
北京法律翻譯公司-北京翻譯 公司-北京翻譯標書公司 
5.1.1人力資源部確定全公司各類職務的人員能力要求，并形成《人員能力表》，內(nèi)容包括：職務、文化程度、技能、經(jīng)驗、培訓等。
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人力資源部還必須對現(xiàn)有員工的實際能力進行調查，形成《人員能力表》內(nèi)容包括：姓名、文化程度、職務、技能、經(jīng)驗、培訓經(jīng)歷等，以確定其能力是否勝任本職工作。
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 提出培訓需求
Provide training requirement
 
5.2.1 人力資源部對照《人員能力表》，對未滿足要求的人員確定是否進行培訓或采取其他措施。對需采取培訓的人員制定《 ____年度培訓計劃》。
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，人力資源部將[培訓需求申請表]發(fā)至各部門。各部門提出本部門各崗位人員的培訓需要，在12月20日前報人力資源部。
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  當發(fā)生以下變化時，如轉崗、職責、工作內(nèi)容或范圍變化、經(jīng)營規(guī)模擴大、新技術應用等，相關部門應根據(jù)相應項目的要求，填寫 [培訓需求申請表]，報人力資源部。
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  當有臨時需要進行培訓時，由相關部門提出申請，報人力資源部。
Department submit <Training Application Form> to HR department when temporary training needed.
 
5.2.5  人力資源部匯總上述需求經(jīng)總經(jīng)理審批后制定包括培訓時間、培訓對象、培訓內(nèi)容、承辦部門等內(nèi)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  當管理評審、糾正與預防措施、內(nèi)部質量體系審核等活動中提出相應的崗位及各部門需培訓時，相應部門填寫 [培訓需求申請表]，及時報人力資源部，隨時安排培訓。
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  確認培訓需求
Confirm training requirement
 
5.3.1 各部門根據(jù)實際需要從《_____年度培訓計劃》中適當選擇參加培訓的項目報告人力資源部，以便作出適當?shù)陌才拧?br /> Departments Manager fix the staff form <Yearly Training Plan>, and report to HR department for arrangement.
 
5.4 培訓計劃編制
Training Planning:
 
5.4.1 臨時需求而未列入計劃的培訓教育，由申報部門報人事主管、總經(jīng)理審批執(zhí)行。
For the temporary training, function department submit to HR manager, and implement after received GM’s approval.
 

1. 培訓對象和內(nèi)容

Training objects and contents.
 
5.5.1 對全體員工進行相關的法律、法規(guī)教育、質量方針目標與以顧客為關注焦點的教育。
All staff: related laws and regulations, quality system target, Customer focused target.
 
 
5.5.2對新招聘人員進行公司質量體系文件、企業(yè)文化。還應進行：
New recruiters: Quality system, corporate culture. And following else:
崗位所要求必須具備的知識、操作技能的培訓；質量管理基本理論、方法.
Basic knowledge and operate skill for the position, basic theory or methods for quality management system,
 
5.5.3各類專業(yè)技術人員必須接受更新知識，提高專業(yè)知識和業(yè)務知識的培訓。
Professional technology personnel: professional technology update and improve.
 
5.5.4驗證人員如：檢驗人員、試驗人員、計量檢定人員、內(nèi)部質量審核人員應接受專業(yè)培訓，接受質量理論知識。
Quality Control personnel: quality system theory knowledge and professional training.
 
5.5.5對特殊崗位人員培訓，嚴格執(zhí)行先培訓，并取得合格證后，才能上崗操作，同時要定期進行復訓。
Special position personnel: strictly obey the rules of training first, qualification second, operate last, and arrange re-train periodic.
 
5.5.6凡是國家有強制規(guī)定的資格人員如：電工、駕駛員，培訓內(nèi)容按國家有關部門確定的內(nèi)容進行，
State mandatory qualification personnel: training contents should be implement according to state’s rules and government’s regulations.
 

1.  培訓前準備工作

Preparing work for training:
 
5.6.1人力資源部門負責編制《培訓實施計劃》，內(nèi)容包括：
HR department is responsible for prepare <Training Implement Plan>, which contains:
a）培訓的目的 Training target；        
b）培訓的對象  Training object：       
c）培訓的內(nèi)容  Training contents；
d）培訓的時間  Training schedule；        
e）培訓的方式  Training method；       
f）培訓的經(jīng)費  Training charges；
 
5.6.2 受訓人員于受訓前，必須將工作安排妥當。
The training objects should arrange the work in appropriate way before take part in the training.
 
5.6.3 人力資源部門負責師資聘用，準備教材或聯(lián)系外訓單位及培訓場所等準備工作。
HR department is responsible for preparing resource, outsourcing agent, training location and etc.
 

1. 培訓的執(zhí)行

Training Implement:
 
5.7.1臨時性外出培訓由部門根據(jù)需要申報，再申報人力資源部門簽署備案。計劃內(nèi)培訓工作按規(guī)定由人力資源部門組織實施。
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人力資源部負責協(xié)調培訓的實施，并保留培訓《實施記錄》。
HR department is responsible for implement the training, and reserved <Training Implement Record>
 
5.7.3經(jīng)公司主管領導批準參加企業(yè)外部（包括上級部門）組織的培訓，由人力資源部辦理培訓手續(xù)。
External training: for the approvaled external training, HR responsible for preparing training procedure。
 
5.7.4凡參加公司內(nèi)部組織的培訓，按崗位技能標準或有關標準，經(jīng)考核或考試合格，由人力資源部發(fā)給[資格證書]或[上崗證]。
Internal Training: HR implement the test according to position requirement, and send position qualifications.
 

1. 培訓記錄

Training Record:
 
5.8.1每次培訓，必須填寫好《培訓實施記錄》，其中包括培訓簽到本、教材、教師名單、試卷、員工培訓考核表等。
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外出培訓人員回公司后，須將外訓合格證書或考試成績的復印件交人力資源部門備案。同時填寫《培訓記錄表》。
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公司內(nèi)人員的培訓,根據(jù)實際情況需要由人力資源部門填寫《培訓記錄表》等有關的資料記錄，并連同其它培訓資料歸檔保存。
Internal training: according to actual situation, HR fill< Training Record List> and other related recorded files, and reservation.
 
5.9  培訓效果的檢查
Examine for training result：
 
5.9.1 人力資源部應對人員培訓的效果進行檢查，對其證明材料和成績進行備案。
HR examine the training result and efficient, recorded related certification fills.
 
5.9.2 人力資源部應定期檢查計劃落實情況、修訂計劃，并交送公司主管領導。
HR check the planning implement situation periodic, revise the planning and reported to GM.
 
5.10  達不到培訓要求的處理
Measures for fail to meet the training requirement.
 
5.10.1  考試或考核不合格，可延期數(shù)月補考，在未取得上崗證或相關證書之前，不得從事相應工作。
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  對通過培訓尚不能達到要求的人員，人力資源部可以考慮采取其他措施，如重新招聘、更換等
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  企業(yè)各部門經(jīng)理根據(jù)工作需要向人力資源部報送招聘人員計劃，上報總經(jīng)理審核后， 人力資源部門根據(jù)公司人員計劃，招聘相關的空崗人員。
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  應聘證件審查：應聘人員應提交照片、學歷、身份證、專業(yè)技術職稱證等相關證件及復印件，個人簡歷，由人力資源部負責審查，統(tǒng)一以公司名義招聘。
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  面試：由公司人力資源部及用人部門共同進行并分別簽署面試意見。
Interviewee: interview opinion should be sign by both function department and HR department.
 
5.11.4面試結果通知：自應聘人員遞交應聘資料之日起45日內(nèi)，人力資源部應予明確答復，未被錄用者遞交的復印資料不予退還。
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人員考核
Personnel Assessment:
 

1. 考核原則：

Assessment Principle:
 
充分開發(fā)公司人員資源，激勵員工努力上進，提高員工業(yè)務能力，時為員工晉級、調薪、獎懲提供客觀依據(jù)。
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. 考核內(nèi)容：

Assessment Contents:
 
對員工的工作態(tài)度、工作成績和工作能力發(fā)揮程度作出評定。
Made assessment about staff’s work attitude, work performance, and work ability.
 
態(tài)度評定：對其完成工作任務的態(tài)度以及服從、協(xié)作、積極性和責任感作出評價。
Attitude: mainly contains work attitude, compliance, cooperate, positivity, and sense of responsibility.
 
成績評定：參照職務標準，根據(jù)業(yè)績大小，及所擔當職務的工作質量（正確性、速度、完成程度）做出評價。
Performance: according to job title , organization level, and work quality(correctness, speed, complete extent and etc. )
 
能力評定：按職務和級別的要求，人力資源部組織有關部門對其職務擔當能力（包括計劃、判斷、協(xié)調、管理及技能）及其進步的情況作出評價。
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. 考核對象：

Assessment Objects:
 
全體員工，都必須參加考核。
All staff.
 
5.12.4  考核時間：每半[l2] 年一次，考核結果年終獎金中給予體現(xiàn)。
Assessment periodic: every half year[l3] , and the assessment result will affect yearly bonus.
 
5.13辭退或開除程序
Dismiss Procedure:
 
5.13.1  員工經(jīng)考核認為不能勝任工作要求或員工嚴重違反公司規(guī)定。應該考慮辭退或開除
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  有關部門經(jīng)理向人力資源部提交辭退或開除員工的書面報告。內(nèi)容包括：員工姓名、理由和處理意見。
Function department manager send writing report to HR manager, the report should be contains: name, reason and opinion.
 
5.13.3  公司人力資源部對報告事項進行調查、審核、提出處理意見，并上報總經(jīng)理審批。
HR department responsible for investigate and audit the contents of the report, report to GM for approval with HR’s advice.
 
5.13.4  決定辭退或開除的員工由公司人力資源部和用人部門經(jīng)理共同對其通知決定。
The staff be informed by department manager and HR manager for the dismissal.
 
5.13.5  由公司人力資源部辦理離職手續(xù)。
HR is responsible for deal with staff check-out procedure.
 
7  記錄（Records）
北京法律翻譯公司-北京翻譯 公司-北京翻譯標書公司

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