Talent Development

Human Resources

Chapter I General Provisions
 
Article 1 in order to promote modern enterprise management, improve the personnel management system and enhance the corporate culture, the company formulates this system in accordance with the relevant laws and regulations of the state and in combination with the actual situation of the company.
Article 2 The employees mentioned below refer to the employees formally employed by the company (including all branches and subsidiaries) and new employees during the probation period.
Article 3 Where the company's employee management system (unless otherwise provided by laws and regulations), please all employees to comply with the implementation.
 
 
 
Chapter II Recruitment and Employment
 
 
Article 1 The company adopts the employment system management for employees. The basic policy is: according to the annual human resource planning, personnel dynamics and labor cost control objectives, to ensure the quality of personnel selection and employment, to select qualified and excellent talents for the company, and to adapt to the requirements of business development.
Article 2 The four principles of fairness, fairness, equality and competition shall be followed in the process of selection and employment.
Article 3 When the Company employs employees, the employing department shall put forward the personnel demand plan, apply for recruitment according to the "Application Form for Human Demand" approved by the General Manager, and the Personnel and Labor Department shall uniformly release the recruitment information according to the requirements of the "Job Analysis Instructions" and handle the procedures for internal selection, deployment or external recruitment.
Article 4 Recruitment is based on the principle of "first internal selection, deployment, and then external recruitment" to reduce and reduce external recruitment costs.
Article 5 candidates shall provide application materials and relevant certification materials to the Ministry of personnel and labor management. The Ministry of personnel and labor management and the employing department shall jointly determine the candidates to be employed and the recruitment and assessment methods, and the Ministry of personnel and labor management shall arrange and organize the recruitment interview and assessment work.
Article 6 Candidates participating in the interview and assessment shall fill in the relevant forms truthfully and complete the interview and assessment according to the procedures specified in the forms. The Personnel and Labor Department has the right to investigate and verify the employee's work experience and personal background.
Article 7 The interview and assessment process is divided into three steps as needed:
1, by the Ministry of personnel and labor preliminary examination (complete the applicant's ID card, educational background, technical grade (or professional title) certificate and other necessary certificates);
2, by the employer interview (complete the assessment of professional qualifications);
3. The Ministry of Personnel and Labor shall arrange a second interview and complete the qualification verification of the applicant. For the recruitment of important positions, the chairman shall make the final interview and assessment.
4. The assessment consists of the following items:
1) appearance, self-cultivation and speech; 2) job-seeking motivation and job expectation;
3) sense of responsibility and cooperation spirit; 4) professional knowledge and professional skills;
5) Relevant working experience;
6) Quality assessment;
7) Increase written tests when necessary.
Article 8 See "Recruitment Interview Process" for specific procedures.
Article 9 For external candidates who have been approved to be on probation, the Ministry of Personnel and Labor shall notify them of the probation and arrange them to go to the designated hospital for physical examination (under special circumstances, they can go through the entry formalities first and have a physical examination within one week). If they refuse the physical examination, they shall be deemed to have refused to be employed. Those who pass the physical examination shall go through the entry formalities at the personnel and labor department within the prescribed time limit.
Article 10 When applying for employment, one must provide two ID cards, academic certificates, technical grade (or professional title) certificates, post qualification certificates, English grade certificates (if necessary), other qualification certificates (if necessary) and bareheaded color recent photos of one inch and two inches each, and fill in the "Employee Registration Form" and the confirmation of the company system in person. If the above information is not complete, the entry formalities will not be handled. If the submission is delayed due to special reasons, the information will be completed within one week after being submitted to the company's leadership for approval. Otherwise, the information will not be retained or laid off.
Article 11 When personal data is changed or supplemented as follows, the personnel and labor department of the company shall be notified in time to ensure all rights and interests related to you; otherwise, the consequences of the resulting loss of rights and interests shall be borne by oneself:
(1) Home address and telephone number;
(2) marital status;
(3) the birth of a child;
(4) Contact person in case of accident or emergency;
(5) Changes in professional title, technical level, academic qualifications, etc. (including completion of training or graduation from advanced studies).
Article 12 The company reserves the right to review the personal data provided by the new employee. If it is false, it will be removed immediately and compensate the company for all expenses incurred in recruiting the employee.
Article 13 After receiving the employment notice, you should report to the personnel and labor department of the company on the specified date. If you cannot go on schedule for some reason, you should contact the relevant personnel and determine the reporting date separately. Those who do not report on the specified date shall be deemed to have refused to be employed. Check-in procedures include:
(1) Induction training (company profile, basic system, safety knowledge, etc.);
(2) go through the registration formalities, pay in advance for meals, receive employee cards, dormitory keys (if necessary), labor protection supplies and other necessary office items, etc;
(3) Enter the attendance fingerprint (if necessary);
(4) Meet with the department head and accept the work arrangement;
(5) signing a probation contract;
(6) Signing a confidentiality agreement.
Article 14 The new recruits employed by the company shall be on probation from the date of entry. The probation period is generally 1-3 months. However, for special positions such as technology and business, the probation period may be appropriately extended to 6 months according to the specific post conditions. If the performance is good and the work results are outstanding, a written application can be submitted with the approval of the employing department, the personnel and labor department shall approve it according to the assessment, and the general manager of the company shall approve it to shorten the probation period. On the contrary, if it is really necessary to approve, the probation period can be extended, but the probation period shall not exceed six months. During this period, if you feel that the actual situation and development opportunities of the company are far from the expected, or decided to leave for other reasons, you can submit your resignation and go through the resignation procedures as required. Similarly, if the new employee's work cannot meet the requirements, the company will terminate the probation.
Article 15 Those who pass the probation and pass the pre-employment training can receive the "Evaluation Report on Employee's Probation Work Performance" from the Personnel and Labor Department. The person in charge of the probation department will sign the opinions first, and the deputy general manager in charge will review them before the personnel and labor department will report them to the general manager for approval.
Article 16 For the specific work process, please refer to the "Trial and Positive Work Process".
Article 17 In principle, employees during probation period cannot ask for leave. If they really need to ask for leave, the confirmation time will be postponed. If the total leave time exceeds one month, it will be automatically resigned.
Article 18 During the probation period, the company will appoint an entry guide to help new employees receive on-the-job training. The responsibilities of the entry guide include introducing the functions and personnel of the department, explaining the work content, work procedures and work standards of the department, helping new employees understand the relevant rules and regulations of the company, and arranging training time for new employees. Any specific matters related to the work, such as determining office space, obtaining office supplies, using office equipment, dining, company dormitory, etc., can consult the entry guide.
Article 19 Personnel transfer refers to the fact that candidates can meet the company's employment conditions and become regular employees of the company through probation. Employees who cannot become regular employees on time or who cannot become regular employees after applying for an extension of the probation period shall be deemed to be unable to meet the employment conditions of the company and the labor contract relationship shall be automatically terminated.
Article 20 Personnel Confirmation and Salary Adjustment: After the probation period expires, the salary and probation period of the new employee will be the same and will remain unchanged. After becoming a full member, if the working ability meets the requirements of a certain rank (or professional title skill, position, etc.), an application may be submitted to the company's professional title salary review committee for rank (or professional title skill, position, etc.) evaluation. If you pass the evaluation, the corresponding new salary standard will be enjoyed in the following month.
 
 
 
Chapter III Labor Contracts
 
Article 1 Labor contract management is a standardized management of the labor relationship between the company and its employees and the rights and obligations of both parties. The Company's labor contract management includes the management of the conclusion, performance, modification, termination and termination of labor contracts and dispute resolution. The management process must reflect the company's personnel policy and comply with the labor contract law.
Article 2 The Company and its employees shall conclude labor contracts on an equal, voluntary and consensual basis, establish labor relations in accordance with the law, and ensure the validity of the labor contracts. If the labor contract is established in accordance with the law, it shall have legal effect, and the employees of the company shall also fully perform it.
Article 3 Where the company hires employees (including probation period), the company shall sign labor contracts and other mutually agreed agreements with them, and state them in the contract.
Article 4 The labor contract must be signed by the company and the parties in person, and no other person may sign it on behalf of the company. The labor contract shall be made in duplicate, one for the Company and one for each party.
Article 5 The company implements an employment system for employees. The employment period is one year, that is, the term of the labor contract is also one year (including the probation period); the employment period is two years, that is, the term of the labor contract is also two years (including the probation period); And so on. According to the wishes of both parties, the contract can be renewed for a second time for a maximum of five years.
Article 6 The components of the labor contract: the labor contract (or trial contract) regulated by the government labor department, the confidentiality agreement, the annex to the contract and the relevant content agreed in the annex to the contract.
Article 7 Employees must enter into a written labor contract (probation contract) with the company within one month from the date of entry. After the probation contract expires, if the appraisal meets the employment requirements of the company, a formal written labor contract shall be signed with the company within one week. If you refuse to sign a labor contract within the prescribed time limit, it will be deemed to be a refusal to hire, and the company will terminate the labor contract relationship and will not be laid off.
 
 
 
Chapter IV Personnel Files
 
Article 1 Personnel files are records of employees' past background and current situation. All employees should establish personnel files. Personnel files are under the special management of the Ministry of Personnel and Labor.
Article 2 General employees shall not borrow the personnel files of others. The department manager or superior supervisor can borrow the files of the employees of the department, and the files of other departments at the same level can only be borrowed after being approved by the general manager.
Article 3 When borrowing personnel files, they are required to go through the borrowing procedures and return them within the specified time. The borrowing time is one day.
Article 4 The personnel file management personnel shall be responsible for the authenticity and integrity of the employee files, collect and file the files, and keep the personal data of the employees confidential.
Article 5 If there are any changes in the following matters in the personnel files of employees, the parties concerned shall notify the Ministry of Personnel and Labor for seven days:
1) Address and telephone;
(2) marital status;
(3) the birth of a child;
4) Contact person in case of accident or emergency;
5) Changes in professional title, technical level and academic qualifications (including completion of training or graduation from advanced studies).
Article 6 The personnel files of employees shall contain the following contents:
(I) Recruitment Information
1. Job Registration Form
2. Interview Evaluation Form
3. Notice of Trial
4. ID card (copy)
5. Labor contract
6, academic qualifications, degree certificate (copy)
7, professional title certificate, post qualification certificate, special type of work operation certificate (copy)
8. Physical examination form
9. Other supporting materials
(II) employment information
1, probation period assessment registration form
2. Reward Record Form
3. Violation Record Form
4. Assessment Record Form
5. Internal change record
6. Other materials
(III) Resignation Information
1, resignation application or termination of labor contract notice.
2. Employee Business Handover List
3. Handover List of Staff Materials
4, wage settlement documents.
 
 
 
Chapter V Work Norms and Code of Conduct
 
Article 1 Employees shall abide by all regulations, notices and announcements of the Company.
Article 2 Strictly abide by the Code of Conduct for Employees of Jinhua Company and the Decision on Seriously Implementing the Ten Disciplines of the Company.
Article 3 Other relevant company rules and regulations.