培训与发展控制程序

密级：保密

Classification: Confidential

管理体系文件

Standard Operating Procedure

培训与发展控制程序

Training and Development Control

Procedure

姓名Name 日期

Date

签名

Signature

编制Author 张楠年月日审核Reviewed by 傅占绣年月日批准Approved by 张新年月日

变更记录

Document Change Record

版本Version 修改条款及主要内容

Change Description

实施日期

Effective Date

A English version corrected 2010-10-1 此变更记录最少保存最近3次修改内容。

The latest three times change should be kept .

1. 目的Purpose

提升员工职业技能与职业素质，使之适应公司发展的需要。

To enhance the professional skills and qualities of staff through training so as to meet the company’s needs.

2.范围Scope

2.1 适用范围本程序适用于员工的在职培训及关键技术培训。员工指与公司签订劳动合同的员工，不包括兼职及短期顾问合同的人员。

Apply scope This procedure applies to on-the-job training or key technological training of staff . All staff includes employees contracted by the company and does not include part-time or short-term employees.

2.2 发放范围（北京制造中心）

本标准适用于奥星医药包装材料北京制造中心各公司。

The procedure applies to all busin ess units of Austar pharmaceutical packaging material Beijing center

3. 职责和权限Responsibility

3.1 人力行政部负责公司各类培训工作的管理，并负责建立员工培训档案，是公司各类培训工作的主管部门；

As the main competent authority, the human resources department is responsible for managing and setting up the various training programs and training files.

3.2 各部门负责对本部门员工进行岗位技能培训，制订各自《公司年度内部培训计划》报人力行政部批准，各部门组织实施；

Each department is responsible for training its employees, formulating its respective 《internal training annual plan》, and reporting it to human resources for approval. Each department organizes the implementation of its training regimen.

3.3各部门负责向人力行政部提交本年度部门培训需求；

Each department is responsible for submitting its training requirements annually to the human resources department.

3.4，人力行政部负责会同各部门制订新员工入职时的公司级以及部门级基础培训计划，制订《新员工入职导入计划》表，并跟踪培训实施情况；

The human resources department is responsible for formulating in-department and company level basic training plans when new staff are employed, forming the 《import plan for new staff chart》, and monitoring the implementation.

4. 工作程序Procedure

4.1培训原则

Training principle

围绕公司愿景战略规划和阶段性业务发展状况来安排员工的培训，培训应根据员工实际从事工作内容分类别、分层次、持续地开展，提高员工的整体素质，满足公司持续经营和发展需求。

Focusing on the strategy plan and business development in a stage to train the staff .The training should be carried out according to categories ,layer constantly and improve the overall quality of staff to meet the develop demand .

4.2 培训分类Training classification

a）岗位技能培训Job skill training

根据员工的岗位水平存在问题以及未来要求，确定技能性专项培训的内容。

Identify the special training according to post demand and future demand .

b）cGMP专项培训：cGMP specialized training

培训内容包括：国家食品与药品监督管理局13号令内容、cGMP基础知识、公司质量管理体系文件有关内容。

The training include : the No.13 rule of state food and drug administration ,rudiments of cGMP and related contents of quality management system .

c）EHS培训；EHS training

EHS基础知识、安全操作防范等。

Rudiments of EHS and safe operation prevention ,ect.

d）管理类培训Administrative training

适用于班组长以上的岗位管理人员、非生产岗位的工作人员所需要进行的管理类培训。

Apply to position management higher than monitor and nonproductive staff training .

e）其他培训Other training

包括以下内容但不限于以下内容：

公司介绍、组织机构、行政介绍（包括员工手册）等。

Includes but is not limited to the following: introduction to the company, organizational structure, administrational policies, (includes a workers’ handbook) etc.

4.3培训形式Training types

A）在职培训（On job Training ，OJT）

B) 内部授课培训；internal lessons training

C）外聘授课培训；external lessons training

D）公开课培训；Public lessons training

E）其他类型培训。Other types of training

4.4培训需求Training requirements

每年年底，根据集团人力资源部的要求，事业部的人力资源部向各业务单元和部门主管面谈沟通培训需求，及对培训评价和期望的调查。各主管综合公司的要求、业务单元和部门的业务需求、以及员工的培训需求，填写《培训需求调查表》，报事业部人力资源部。

Business unit should report to the human department and the manager to communicate training demand and investigate the assessment and expectation of training in time according to human resource department in the end of every year .Each director should combine the demand of business department ,business unit and training requirement and fill the 《questionnaire of training requirement 》and report to human resource department of business unit .

4.5培训计划Training program

4.5.1 事业部人力资源部根据各业务单元和部门提交的培训需求，结合公司战略规划、业务单元和部门的情况，以及员工绩效考核的结果等内容，进行分析、修订及整合，拟订《年度培

训项目计划表》；同时对产生费用的培训，拟订培训预算。培训计划需要经企业质量负责人、生产负责人批准。

The human resource department of business unit should analyse ,revise and combine the training demand raised by business unit and department and combine the strategy

plan ,business unit and department condition and performance appraisal and draft 《plan of annual training item》.The fee due to the training should be put into the budget .

4.5.2 事业部的年度培训项目计划及培训预算，上报事业部总经理、集团人力资源部审批。The annual training plan and training budget of business unit should be reported to general manager and human resource department of group for approval .

4.6培训的组织实施Training implementation 培训工作流程

The procedure of training work .

Responsibilities

4.6.1培训实施——内部培训

Training implementation-internal training

4.6.1.1年度培训计划内的内部培训实施之前，涉及到培训费用，人力资源部负责详细询价、拟订培训方案、列明费用清单，事业部总经理或集团人力资源部审批后实施培训。费用主要指外请培训咨询公司的培训费、场地费和餐宿费用等。

Before the implementation of internal training within the annual training plan ,the human resource department should responsible for detailed price

checking ,drafting training plan and formulating expenditure list on those involving training fee .The general manager or human resource department of group should approve the implementation training .The expenditure mainly refers to training

fee ,court fee and board and lodging fee of external consulting company .

4.6.1.2根据培训计划，确定具体培训课题、时间、地点、培训人后，人力资源部向相关人员发出《培训通知》。

Defining specific training topic ,time ,place and participants according to training plan .The human resource department should release the 《training notice 》

4.6.1.3培训实施时，培训组织部门准备《培训记录表》，负责记录工作。培训结束后，将《培训记录表》交人力资源部备案，培训组织部门可复印一份备案。

The training organization department should prepare 《training record 》and responsible for recording when implementation is taking .After the training ,the 《training record 》should be handed into human resource department for filing and

a copy should be made by training organization department ,

4.6.1.4培训过程中或结束时，培训讲师根据讲课内容、对学员的要求等进行不同形式的培训考核，如课堂随时提问，培训结束后书面考试、口试等形式，考察学员对培训内容掌握的程度。人力资源部对考试成绩记录备案。

During and after the training process ,the tutor should make assessment in various kinds according to students requirements such as questioning ,written examination or oral test after training to check the master level .The human resource department should record the examination record ,

4.6.1.5培训结束时，培训组织者根据实际情况，可以进行培训效果评估，组织学员填写《内部培训效果评估表》，汇总评估结果，并提供给讲师以及相关人员。帮助讲师

提升授课水平，促使以后的培训组织工作能够更加完善。人力资源部对培训效果评估

记录备案。

After the training ,the training organizer should assess training results and organize

students to fill 《internal training result assessment 》and conclusion results

according to facts and release to tutor and related staff .The human resource

department should also help improving class level ,pushing the training become

better .The human resource should keep the results assessment on file .

4.6.1.6对于公司要求提交《培训小结》的，培训组织部门在培训完成后，需提交培训

小结，对本次培训进行总结、回顾。

The training organization department should submit training conclusion which

include review and summarization after training as for those required .

4.6.1.7培训完成后，人力资源部将培训情况录入Uniforce员工培训档案。

The human resource department should input the training condition to training

files in the Uniforce after training .

4.6.1.8 年度培训计划外的内部培训，由申请部门提出，经过事业部人力资源审核，

必须上报事业部总经理、集团人力资源部审批。审批后的培训实施流程同计划内内部

培训。

The internal training besides annual training plan should be come up by

application department .Through the verification of human resource of business

unit ,it should be reported to general manger of business unit and human resource

department of group .The implementation procedure after approval equal to

internal training .

4.6.2 培训实施——公开课培训（仅指涉及费用的培训）

Training implementation --------public training （only refer to training fee）

4.6.2.1 计划内外部培训实施之前，培训申请部门、人力资源部提前寻找合适的培训

机构、培训资源，制定培训实施方案，包括培训的具体时间、课时、地点、培训机构、参加人员等。

Before the implementation of internal and external training ,the application

department ,human resource should find appropriate training institution ,training

materials and formulate training implementation including specific

time ,place ,session and participants .

4.6.2.2计划外外部培训，由部门申请→事业部人力资源部→事业部总经理→集团人力资源部审批。经审批后，进入外部培训实施阶段。

As to external training out of plan ,the approval procedure is as below :department –business unit HR-HR of group .After approval ,the external training can be implemented .

4.6.2.3公司出资外训的员工，如公司要求，参加培训的员工须签订《培训与服务期协议》；由各事业部人力资源部办理。

The staff taking external training should sigh 《agreements targeted to training and service period》if required ,It should be made by human resource department . 4.6.2.4外部培训批准后，由培训申请部门向财务部办理请款手续。

After the external approval ,the training application department should make borrow formalities to financial department .

4.6.2.5培训结束后，所有与培训相关的资料、报告、培训小结等，以书面形式提交人力资源部，人力资源部对相关费用签字确认。

After the training ,all the materials ,reports and training conclusions related to training should be submitted to human resource department in written form and the human resource department should make signature on the fee.

4.6.2.6财务部门根据人力资源部的确认，予以报销相关费用。

The financial department should do the reimbursement and verify with the human resource department .

4.6.2.7人力资源部根据具体情况安排参训人员在公司内部宣讲及培训，培训情况录入Uniforce员工培训档案。

The human resource department should input the staff training file to Uniforce and organize related staff to preach and do the training work ,

4.6.2.8 外部培训如不涉及费用，参加培训后，由参加人员将培训资料、报告、小结等提交人力资源部备案，人力资源部将培训情况录入Uniforce员工培训档案。

The attendances should hand materials ,reports and conclusions of the external

training exclusive to fee into the human resource department for filing and then ,the

human resource department should input training conditions to staff training file of

the Uniforce .

4.6.3 参加国内、外培训/研讨会/展会Join a domestic or international training

session/seminar/exhibition

4.6.3.1 国内：员工因工作需要，需要参加相关的培训/研讨会/展会，填写《国内培训

/研讨会/申请表》→部门主管→事业部人力资源部→事业部总经理→集团人力资源部

审批。

Domestic : those staff who need to attend related training/seminar/exposition

should fill the 《National training /seminar/application 》-department director

–human resource department of business unit –general manager of business unit

–human resource department of group for approval .

4.6.3.2国外：部门因业务发展，需要进行出国相关的培训/研讨会/展会，需提前向人

力资源部提交参加人员候选名单。如参加培训，原则上需提前3个月提出书面申请。

Overseas : Candidate list for attending should be handed to human resource

department when overseas training/seminar/exhibitions are needed due to

business expansion .Handling the written application 3 months ahead in principal if

attending training .

4.6.3.3 参加研讨会与展会需提前1个月提出书面申请。部门主管推荐参训人员名单，

填写《出国审批表》→事业部人力资源部→事业部总经理→集团人力资源部→集团

总裁审批。

The written application should be handed one month ahead before attending the seminar and

exhibition .The department director should recommend participants to training ,filling

《approval form for going abroad》——human resource department of business unit——

general manager of business unit——human resource department of group——approval of

President of group .

4.6.3.4参加国内、外培训/研讨会/展会经审批后，进入外部培训流程4.6.2。

After the approval for internal and external training/seminar/exhibition ,it going to the external training procedure 4.6.2 .

4.6.3.5 行政部门配合办理订票、办理护照签证等相关手续。

The administration department should cooperate with related formalities such as booking tickets and passport issues .

4.6.4 培训资料Training materials

4.6.4.1培训教材的载体可以是书面文字、电子文档、录音、录像等形式。

The vector of training materials can be written ones ,electronic documents,audio

and vedio.

4.6.4.2培训教材分为内部教材和外部教材。其他培训资料还可以通过工作提升计划的

经验分享与教训总结、公司本年度重大事件（成功或失败）的案例、公司的规章制度

等渠道获得。

The training materials can be divided to internal and external ones .Other materials can also be formed though experience share and conclusions of working

promotion ,success or failure cases of annual major events and the regulations of

the company.

4.6.4.3各部门在培训完成后一周内将教材交人力资源部存档。由人力资源部统一管

理，并填写《培训资料记录表》。

The training materials should be handed to human resource department for file

after department training and managed by human resource department which

should also fill the《record of training materials》.

4.6.4.4员工可以按照规定填写《培训资料借阅表》，借阅相关主题的培训教材。

The staff can fill the 《borrow record of training materials》according to regulation when borrowing training materials on related issue .

4.6.5 培训纪律

Training discipline

4.6.

5.1每次培训将会确定参加范围，参加范围之内的员工原则上必须参加公司指定的

培训，无特殊情况不予请假。

Each training should define participation scope .Those within the scope should

attend appointed training in principle and no departure is allowed without

exceptional cases.

4.6.

5.2培训纪律：Training discipline

a. 按时到课，不得迟到，早退；Be on time for class, no arriving late, no

leaving early.

b. 认真听课，关闭手机或调为振动档，不得在培训场所接听电话；Pay

attention to the class, turn off your phone or set it to vibrate, don’t use

your phone in class.

c. 不得在培训期间抽烟、吃东西及睡觉；No smoking, eating, or sleeping

during class time.

d. 要求认真做好培训笔记，积极配合讲师讲课；understand the training by

taking notes and following along with the lecture.

e. 外部培训，无故中断学习者，本人要承担此次培训费用，并将此情况记

录，不再安排该员工外出培训；

Those break the training without excuse in external training ,the student

should bear the tuition and record the condition .The staff should not take

external training any more .

f. 违反纪律的，处理方式和上班的迟到、请假的方式相同，按《考勤管理

规定》执行。

f . The dealin

g of breaking disciplines are similar to late for and ask for

leaving and should be executed according to 《attendance management

regulation 》.

4.6.6 新员工培训由人力行政部负责讲解公司的基本情况、企业文化、《员工手册》、规章制度等，由职能部门进行公司安全教育、cGMP质量管理体系标准基础知识、岗位标准操作规程等。

The training for freshman should be done by human resource and administration showing basic information of cooperation ,cooperate culture ,《staff brochure》and regulations and laws .As to the basic knowledge of production safety and cGMO quality management standards ,the functional department

should take the teaching role .

4.7 培训有效性评价

Evaluation of training effectiveness .

4.7.1通过书面理论考核、操作技能考核、业绩评定和日常观察等方法，评价培训的有效性，评价被培训人员是否掌握并具备所需的能力；

Evaluating the training effectiveness and capacities it has through written examination ,operation technology ,achievement assessment and daily check .

4.7.2 各部门根据员工岗位工作职责，安排进行岗位技能培训、cGMP专项培训和各级EHS培训，结合培训具体的内容，经考核合格后由部门负责人批准上岗。

Each department should arrange post technology training ,cGMP special training ,EHS training of different levels coordinate with specific contents according to working responsibilities of each post .The department director should issue the certification for training ,