人力资源部工作流程手册(中英双语版)

人力资源部管理手册

Human Resource Management Manual

Chapter One General/总则

1.1 To achieve the following objectives in HR Management:

公司在人力资源管理方面致力于达成以下目标：

·To build an advanced human resource management system, reflects the development of human resources is the core of the company's management philosophy, in the use of training and staff development, staff development with the enterprise.

构筑先进合理的人力资源管理体系，体现人力资源是公司发展核心的管理理念，在使用中培养和开发员工，使员工与企业共同成长。

·Keep all departments in the uniformity on HR systems and procedures. Maintain the professional standards and ethical standards in HR systems.

保持公司内部各部门在人事制度和程序的统一性和一致性。保持人力资源系统的专业水平和道德标准。

·Ensure all the HR regulations are according with the China laws and rules of local government.

保证各项人事规章制度符合国家和地方的有关规定。

·The manual will be edit and improvement continuously in the future.

本手册将根据实践的发展不断充实和修订。

Chapter Two HR Department’s Duty/人力资源部职责

2.1 Core functions: as a company human resources management, selection, allocation, development, testing and training company for all kinds of personnel, develop and implement various policies and staff salaries & benefits and employees’ career plan, mobilize the enthusiasm of employees, potential employees excited , responsible for the company’s continued long-term development.

核心职能：作为公司人力资源的管理部门，选拔、配置、开发、考核和培养公司所需的各类人才，制订并实施各项薪酬福利政策及员工职业生涯计划，调动员工积极性，激发员工潜能，对公司持续长久发展负责。

2.2 Work Responsibility/工作职责

·HRMS’S Build ing and management/制度建设与管理

ˉ Formulate the HR regulations, HR procedure, and then implement, monitor it.

制订公司人事管理制度，工作流程，贯彻、监督制度和流程的落实。

ˉ Make the company’s annual personnel demand plan.

编制公司年度人员需求计划、及年度人员编制计划；

ˉ Research the pay level regularly, provide reference for decision-making.

定期进行市场薪酬水平调研，提供决策参考依据；

ˉ Help employees to do a good job in career plan.

指导、协助员工做好职业生涯规划。

·Human resource management/人事管理

ˉ Formulate the job responsibilitis and spencifications.

制订公司部门和人员岗位职责；

ˉ E mployee’s recruitment, hiring, training, performance, demission etc. management.

员工招聘、雇佣、考核、调动、离职等管理。

ˉ Personnel’s proparation and selection, inspection and training,

公司储备人员的选拔、考察、培养；

ˉ Employee’s files and documents management.

公司员工的人事档案及证件管理；

ˉ Provide all kinds of data in HR for reference.

提供各类人力资源数据统计及分析；

ˉ Organize and impelement the employee’s performance.

组织实施公司员工的绩效考核工作；

ˉ Enhance all the employees’ quality.

公司员工整体素质的提升。

·Salaries and welfare management/薪酬福利管理

ˉ Formulate the pay cost budget.

制订薪酬成本的预算；

ˉ Make the employees attendance, wages and bonuses.

核定员工考勤及工资和奖金；

ˉ Formulation, impelememt and management the welfare regulations.制订公司员工福利政策并管理和实施。

·Training and development management/培训与发展管理

ˉ Make the year training plan.

公司年度培训计划的制订与实施；

ˉ Help each dept. to do the training and education.

协助各部门的教育培训工作；

ˉ Make the year training budget.

制订公司年度教育培训经费的预算并进行管理和使用；

·Other Jobs/其他工作

ˉStaff relations’s building.

员工关系建设；

ˉ Corporate culture promotion.

公司企业文化的推进；

ˉ External coordination.

外部协调；

Chapter Three Recruitment/招聘

3.1 Recruitment Objective/招聘目标

·T o ensure the quality of the recruitment, select the excellent personnel for the company.

通过系统化的招聘管理保证公司招聘工作的质量，为公司选拔出合格、优秀的人才。3.2 Recruitment Process/人员招聘程序

·Rectuitment Application/申请

ˉ HR dept. organize the recruitment according with the year recruitment plan.

人力资源部根据年度编制计划统一组织招聘。

ˉ If the personnel demard is out of the plan, recruitment will be after GM’s approvement. The job responsibilities and qualifications should be provided when the position is new.计划外的招聘需求，需经总经理核准后进行，新增岗位，需提供岗位说明书及任职资格说明。

·Recruitment Cost/费用

T o achieve the year recruitment plan, we should pay the cost in recruitment programme. HR dept. should make the budget according with the cost in last years.

招聘费用是指为达成年度招聘计划或专项招聘计划，在招聘过程中支付的直接费用。人力资源部应根据年度或专项招聘计划，对照以往实际费用支出情况，拟订合理的招聘费用预算，经总经理办公室及财务部审核后在年度招聘费用预算内申请招聘费用。

·Recruitment cycle/招聘周期

HR dept. should finish the recuritment during stated time after receiving the sheet of personnel demand.

招聘周期指从人力资源部收到《人员需求表》起，到拟来人员确认到岗的周期。

ˉ Workers in workshop: during 7 work days.

车间操作工：7个工作日内完成；

ˉ General staff: during 10 work days.

办公室一般员工：10个工作日内完成

ˉ T echnology engineer & Supervisor: during 15 work days.

工程师及主管人员：15个工作日内完成；

ˉ Important position and Manager: during 22 work days.

重要岗位人员及经理级人员：22个工作日内完成。

·Recruitment Channel/招聘渠道

There are four main recruitment channel: online recruitment, taking in the exchange of

talents, newspaper ads, recommendation from stall internal.

招聘渠道主要有四种：网上招聘、参加人才交流会、刊登报纸广告、内部员工推荐。

·Approval Authority/人员录用审批权限

ˉ Supervisor or above, important positions should be approved by GM.

主管级以上人员、以及重要岗位人员的录用由总经理审批；

ˉ Others should be approved by the related manager.

其他人员由部门经理及人力资源部审批；

Chapter Four New Staff’s Hiring/新员工录用

4.1 Objective/目的

Introduce smoothly new staff into the corporate culture and the job.

将新员工顺利导入工作岗位和文化氛围之中。

4.2 Reporting procedures/报到手续

·Documents should be provide/入职时新员工需提供的证件：

ˉ ID card, academic certificates, other qualification certificates copies, and two pieces of photo currently should be provided at that time.

各项有效证件的复印件（身份证、学历证、其他资格证等）并附近照两张；

ˉ Health certificates issured by the local hospital (valid for 3 months).

区级以上医院出具的健康证明（三个月内有效）；

ˉDimission certification from the original company (graduates should provide “on recommendation” and “report card” original.)

原工作单位的离职证明（应届毕业生应提供“推荐书”及“成绩单”原件）；

4.3Entry procedures/入职手续办理：

·HR dept. should check the documents truly. If the documents missing, the staff can enter first after HR manger’s approvement, and the missing documents should be provide within a week time. Failed providing or providing false documents will be refused.

人力资源部需检查证件的真实性，证件齐全者，按正常程序办理手续；证件不齐者，由人力资源部经理确认后先办理入职手续，并要求员工一周内补齐证件后再来报到，一周内未能补齐者或提供假证件者，一律按劝退处理；

·HR dept. transacts for the eligibility personnel as the following procedures:

人力资源部为合格人员办理办理如下手续:

ˉ HR dept. provide the , , attendance card, and the stationeries, dungatees, footwares ect.

人力资源部为入职员工发放《员工守则》、《在爱科的第一天》、考勤卡，并领取日常所需文具用品、工作服、工作鞋等防护用品；

ˉ HR dept. should introduce the new staff to the related workmates and leaders if it’s necessary.

如有必要，待新员工入职后，人力资源部应给予新职员介绍公司其他部门同事及相关领导；

ˉ HR dept. should lead the new staff to the department.

人力资源部带领新员工到用人部门报到；

ˉ Establish the individual personnel files.

人力资源部为员工建立个人人事档案;

ˉ New staffs should be trained before working, and then, they will be test after a month.人力资源部对新员工必须进行职前培训，明确告诉员工职前培训将作为新员工的试用期培训考

内容，并引导新员工熟悉掌握公司的规章制度，人力资源部将给新员工进行一个月后的试用考核；

ˉ Probation will be continued after passing the test. There are 3 pieces of chance for all new

staffs, if failed all times, anyone will be refaused. HR dept. should record it in

record sheet> in the end.

考试合格继续试用；考试不合格者准予补考，三次不合格者给予劝退处理，人力资源部将考试分

数记录在员工档案的《员工在职培训记录表》中；

Every dept. should do with the matters for new staffs/新员工入职各部门处理事项：

Chapter Five Official Assessment/转正考核

5.1 At the first day of every month, HR dept. should provide the candidate’s name list to

the related dept. managers.

每月一日人力资源部整理员工档案，将到期转正的员工名单发至部门经理；

5.2 The candidates should fill in a , and submit to

the manager for check.

新员工应填写《员工转正考核表》呈部门经理审核。

5.3 should be submit after approving from dept.

managers.

用人部门将该员工的《新员工月度跟进表》呈送人力资源部；

5.4Approval Authority/人员录用审批权限

·Supervisor or above, important positions should be approved by GM.

主管级以上人员、以及重要岗位人员由总经理审批；

·Others should be approved by the related manager.

其他人员由部门经理及人力资源部审批；

5.5 HR dept. will inform and placard the name list when the candidates who successfully

passed review.

人力资源部将发放《员工转正通知书》，并在公司内部公布当月转正员工名单。

5.6 When the candidates need to do the performance ahead of schedule, the manager

shall notify HR dept. in written paper.

需提前转正的员工请部门经理向人力资源部提出书面申请，说明员工提前转正的原因，呈人力资源部报批。

Chapter Six Personnel Actions/人事异动

6.1 TO use human resource rationally through personnel actions internal.

通过人事调整，合理使用组织的人力资源；

6.2 Type of Actions/异动类型

·Promotion(demotion)/ 升职/降职:

It’s a certain (negative) to candidates according to their performance, professional skills, moral character and position vacancy.

根据员工的工作表现，专业技能，品德以及职务空缺情况，对其工作的一种肯定（否定）；

·Position tranfer/调岗:

Position changes can be done when the restructuring or business needs, or for the ability to work with the staff and the development of intentions,

因机构调整或业务需要，或为符合员工工作能力和发展意向，可安排员工调岗; ·Pisition altermation/轮岗：

For the sake of human development and the rationally use, strengthen the resilience of the company’s personnel, and reach the goal effectively.

为求人力的合理运用与发展，强化公司的用人应变能力，有效达成公司目标。·Requirement and procedure/要求与程序：

ˉWhen the actions are suggest by company, HR dept. should control it and communicate with both departments. Then, fill in the personnel changes form & work accessment form and submit it to the related leaders.

公司提出的，由人力资源部负责协调，取得调出与调入部门经理的同意后，填制《人事变动申请表》，按人员聘用权限报公司领导批准。

ˉ When the actions are suggest by dept. / staff self, dept. / candidates should fill in the personnel changes form & work accessment form, HR dept, will make final notice according to leader’s decision.

员工提出的，应由本人提出书面调岗申请，填写“人事异动表”并报所在部门经理同意后，填写“工作评估表”，由人力资源部参照员工聘用审批程序办理。

ˉ HR dept. will inform dept. and candidates in the end.

人力资源部向员工和有关部门发出"内部调整通知单"。

·Approval authority/审批权限

ˉ Supervisor or above, important positions should be approved by GM.

主管级以上人员、以及重要岗位人员由总经理审批；

ˉ Others should be approved by the related manager.

其他人员由部门经理及人力资源部审批；

Chapter Seven Resign or Dimission/离职

7.1 T o standardize the demission procedure and facilitate the continuity of work,

improving the level of management.

为了规范公司离职程序，以利于工作的延续性，提高公司的管理水平。

7.2 Resign or Dimission Procedure/离职程序

·Employee apply for resign/员工辞职：

ˉ If employee resifned during probation period, he/she should send in application form 7days ahead.

试用期员工需提前七天提出申请；

ˉ General Official employee should submit application sheet 30 days ahead if he/she intend to

Resign.

合同期员工，一般员工需提前30天提出申请;

ˉ The important position personnel and managers or above, should submit application sheet 90 days ahead if he/she intend to resign.

经理级以上员工及重要岗位员工需提前90天提出申请；

ˉThe employee only allowed to leave before GM’s approval and finish all leave formalities, or

company reserves rights to retail it’s salary till all handover finished. Employee failed to notify

company in advance and caused loss should bear all generated consequences.

Company will

not compensate those people who pu forward resignation by himself during contract service

period.

辞职人员应于正式获准离职日前办理好各项离职手续。未经获准辞职的员工，扣除当月工资做为赔偿金。如若因在职期间造成公司经济损失未处理妥善就擅自离职，公司有权追究法律责任。

ˉ If the employee leave without any approval, the related dept. should notify HR dept.

and

finance dept. for preparing.

如员工在未办理任何手续的情况下擅自离职，用人单位应立即通知人力资源部及财务部采取必要

的措施。

·Dimission/辞退：

ˉWhen the candidate’s qualification can not achieve the requirement of company during the probation period, he/she will be refused at any time and without any compensate.

试用期内员工工作能力不能达到公司要求的，公司可做出辞退处理，且无须任何赔偿；ˉWhen the official employee offend the laws or regulations, he/she will be refused without any compensate.

员工违反国家法律、法规，公司可随时提出辞退要求，且不予任何补偿。

ˉ Dismissal actions provided in employee handbook.

符合公司《员工手册》中规定可辞退的行为；

·Leave formalities/离职手续

ˉ Before leave, company can arrange HR manager, or high-level management people to have a conversation with him/her for their purposes of leave.

离职前，公司可根据员工意愿安排人力资源部专人或高层管理人员进行离职面谈，听取员工意见。

ˉ When contract ends or terminates, employee should finish all leave formalities. Or company reserves rights to retail its salary.

员工因任何原因离开公司，均需按要求办理离职手续；手续未完者，扣发未领工资。

ˉ Finish work handover, finish leave formalitied according to the related requirements.

员工离职前需完成工作交接，按离职程序要求办理离职手续。

ˉ Return all company files, working clothes, handbook and other public things.

偿还公司相关资料、工作服、文件、办公用品、员工手册等公物；

ˉReimburse/return cash in advance,bear all related expenses generated during contract service period. If signed other agreements with company, he/she should also obey all terms in agreements.

归还公司欠款，以及在合同内约定的有关费用，如与公司签订有其他合同，按其他合同的约定办理；

ˉ Return company dormitory and public things there, and deregiste r related formalities.

住宿者退还公司宿舍及房间内公物，并到行政部办理退宿手续；

ˉ There will be an audit before employee leave, if he/she is in the important position.

重要岗位人员离职，公司将安排离职审计；

ˉWho attended overseas training with costs beared by company, should work for company at least 2 years. Please find training agreement for details.

公司出资安排员工出国培训，则该员工至少为公司服务两年，具体请见培训协议规定。ˉ Emploee who resigned or dismissed, should leave company immediately after finish all handover formalities.

辞退或开除之员工必须在办完手续后立即离开本公司。

7.3 Approval Authority/审批权限

·Supervisor or above, important positions should be approved by GM.

主管级以上人员、以及重要岗位人员由总经理审批；

·Others should be approved by the related manager.

其他人员由部门经理及人力资源部审批；

Chapter Eight Salary & Welfare/薪资与福利

8.1Salary Policy/薪资政策

·Keep the salary competitive in the industry and market.

保持公司的薪酬在市场及行业中有较大的竞争力。

·P romot employee to do a career planning directly and actively.

激励公司员工的积极性，规划其发展方向，明确目标。

8.2 Salary Frame/薪资结构：

·Salary is including monthly payment and the 13th month payment.

员工的薪资由月薪及年终双薪构成。

·Monthly payment including basic aslary, position salary, and it is paid through bank transfer monthly

工资包括：基本工资和岗位工资等，每月以银行转帐方式支付。

·The eighth of each month is salary pay day, which will be postponed when meeting holidays/weekends.

公司于每月的八日支付员工工资。如遇节假日或周末则顺延。

·13th month pay/年终双薪）（第13月工资）

The 13th month payment shall be prorated on the months of attendance of the employee. The 13th month payment shall be prorated ac cording unforeseen absence and single sick leave days according following table. The table can bu adjusted yearly by the board of directors.

于次年1月份发放第13月薪资。第13月的工资将按照员工实际出勤月数计算。第13月的工资将

During the probation period the employee is not entitled to receive prorated 13th month payment.

试用期内的员工将不予享受第13个月工资。

8.3 Bonus/年度奖金：

ˉ T o show the appreciation for each employee’s yearly contribution and as an incentive for the upcoming year the company intends to pay an annual bonus.

为感谢所有的员工在一年内对公司所做出的贡献及鼓励员工在下一年度的工作热情而设立的。

ˉ This bonus is based on the individual performance of the employee as well as o n the overall company profit and will be decided uopon the sole discretion of the Board of Directors.

公司董事会将根据员工的表现和公司的整理利润来决定奖金额度。

ˉ Any employees are eligible for the bonus if they have joined the company before July 1st of a business year.

在公司工作满6个月的员工都有资格享受年终奖金。

ˉ The bonus will not be paid if he/she resigned or got work warnings within working year.工作年度内，如果辞职或工作中受到警告，则年终奖金不予发放。

8.4 W elfare/福利：

·Social Security: Company pays social wekfares and accumulation fund (only company portion) as state and local government stipulated for its staff.

公司为所有员工购买社会保险，其中保险金由公司和员工共同承担；

·Considering employees’ health and find out hidden troubles timely, all employees are eligible

to attend a physical examination once a year. The company shall bear the cost and arrange

the visit accordingly.

为了员工身心健康和及时发现隐患，所有员工必须每年进行一次体检。公司将统一组织并承担费

用。

·Gifts: Company will provide gifts to everyone on Mid-Autumn Festival.

过节礼品：公司在中秋节为员工发放礼品；

8.5 Payment Adjustment/薪资调整

·Every employee can enjoy a pay rise once a year, operated in each January.

每一位员工每年均有一次调薪机会，实施时间为每年1月。

·The new salary budget should be approved by GM.

每年12月，由总经理核准调薪预算。

·According to salary level, staff’s performance, departments’ operation, every

department should make a payment adjustment plan and submit it to HR dept. HR dept. will make final notice for it based on GM’s decision.

参照当年的薪酬水平，部门经营状况、员工绩效等，各部门经理提交调薪计划至人力资源部和总经理审批。

·Employee’s salary can be rised any time if he/she is promotion or a specially

contribution to the company.

原则上每位员工每年享受一次加薪机会，除非员工有特殊贡献或升职，可随时调整薪资。·Try to establish an opening and candid salay system, and everybody should know the reason of payment adjustment for himself then.

薪酬制度做到对员工尽可能的透明，让每个人都知道他加薪的原因。

Chapter Nine Attendance /考勤

9.1 Working time/工作时间

At present, the working time is 8 houes per day, 5 days per week. Start 08.30am till

05.30pm with 60 minutes unpaid lunch break. The company is fully operational from

Monday to Friday.

工作日：公司实行五天标准工作制.工作时间：上午8:30—下午5:30其中午餐及休息时间为1小时。公司从周一到周五连续工作，周六、周日休息。

9.2 Beating timecard system/打卡制度

·Employees should beat the timecard by himself every working day.

员工每天上下班时，应亲自打卡；

·Anyone who beat timecard for others, both involved will be dismissed immediately.

员工不得托人打卡或代人打卡，否则双方同时作开除处理；

·General manager, managing staff and saled people in three branches have non-fixed working system.

总经理，部门经理以及分公司人员核准免于打卡者，可免于打卡。

9.3Late for work, leave early, absent without any reasons/迟到、早退及旷工：·Employees should come to work on time. Any absence, late for work and leave without valid reasons are forbidden. Late for work or leave early under 15 minutes, it will be considered half day of personal leave; 15-30 minutes, it will be considered one day of personal leave; above 30 minutes, then it will considered one day missing without any reason. Under this situatio n company will deduct 3 days’ dalary from that monthly pay.

员工应按规定时间上下班，不得无故迟到、早退乃至旷工。员工延误上班或擅自提前离开工作岗位的，视为迟到、早退迟到、早退15分钟以内，按事假半天处理；15-30分钟，按事假1天处理；30分钟以上者，按旷工1天处理，并扣罚3天工资；

·Absence and do not obeying work arrangement are considered missing without valid

r eason. Company will deduct three days’ salary for one day missing.

擅自缺勤或不服从公司安排者，视为旷工，旷工1天并扣罚3天工资；

·People who are absent without approval are considering as missing, and company will deduct three days’ salary for one day absence.

未经准假或假期届满未获准续假而擅自不上班者，以旷工处理，旷工1天并扣罚3天工资；

·Employee who is missing 3 successive days or 5days during a year will be dismissed immediately.

员工连续旷工3天（含）或全年累计旷工超过5天的，公司出具书面通知后与该员工立即解除劳

动关系；

·Any late, leave early and absent without valid reason will be recorded in employee’s personal file for further references of performance assessing.

凡有迟到、早退、旷工等情况的，一律计入员工个人档案，并作为员工绩效考核的依据；

9.4 Leave application/请假：

·All employee must submit a Leave Application to GM for approval 2 weeks in advance of an intended leave exceeding 3 working days. Below 3 days a submission is

required 1 week in advance for immediate superior’s approval. Leave application for depts’ managers shall be sent in for GM’s approval.

请假申请：所有员工请假时间超过3个工作日的,必须在两周前递交书面请假单给总经理，3个工作日以下的，须提前一周递交书面申请给部门经理，部门主管以上人员的请假，均须由总经理批准。

·For u nforeseen absences it is the employee’s responsibility to inform the immediate supervisor at the earliest possible occasion. On the day of return to work the employee has to fill out the appropriate form retrospective.

如遇突发情况而无法按时正常工作时，员工应及时电话通知其部门经理，经证明属实并于返回公司上班的第一天填写假单；

·After get leave approval, employee shall handover his/her work to related person before leave.

经准假的员工应在休假日前将工作交给指定人员，未进行相关工作移交的，不得休假；·Leaves are calculated with hour and its minimum is 4 hours.

员工请假以小时为计算单位，最低请假时间为4小时；

·It is the employ ers intention to accommodate the employee’s preference of annual vacation. However, the actual workload and other employees’ applications shall be taken in consideration, thus the final decision is by the GM in case of a conflict of the overall interest.

建议员工优先选择年休假，由于涉及实际的工作量和其他员工的请假状况，总经理将根据公司整

体情况做出最终决定。

9.5 Holidays / 假期：

·Regulated by the relevant authorities the campany grants the following paid days off (adjusted according government announcement):

法定假：按照国家相关法律规定，员工可享有以下带薪假期（按国家法律适时调整）：New Y ear Day Jan.1st / 元旦（1月1日），1天

Qing Ming Festival Apr.5th / 清明（4月5日），1天

Labor Day May.1st / 五一国际劳动节（5月1日），1天

Dragon-Boat Festival Lunar date May.5th/ 端午节（农历5月初五），1天

Min-Autumn Festival Lunar date Aug.15th /中秋节（农历8月十五），1天National Day Oct.1st, 2nd, 3rd / 国庆节（10月1日、2日、3日），3天Spring Festival Lunar date Dec.30th ,Jan.1st, 2nd

(Chinese New Y ear) 春节（农历十二月三十，正月初一，初二），3天

Company will compensate days off when the above holidays meet weekends.

以上假日如适逢周六、周日，应当在工作日补休。

·Women’Day (female employees only), half of a day on Mar. 8. Company will not

compensate days off when meet weekends.

妇女节（仅限女性员工）（3月8号），半天，如适逢周六、日，则不补假。

9.6Annual leave / 年休假：

·All local employees are entitled to 7 days paid annual vacation. After successful

completion of the probation period, an employee is entitled to take accrued annual leave, which anounts to 4.6 hours per month. For serving more than a year the

annual vacation will be increments of 4 hours. Cash payment in lieu of unused annual vacation is not permitted.

公司所有员工每年可享受7个工作日的带薪年休假。试用期结束后，每满一个月可获得

4.6小时的假期。工作满1年的员工，可享受10个工作日的带薪年休假。该假期的最小

计量单位为4小时，该假期不可兑换为现金。

·Accrued annual leave days have to be taken before 31st of March the following year.

Unused days will expire unpaid be then.

每年的年休假必须在下一年度的3月31日之前休完，过期将视为自动放弃。

·Under special cases the company reserves the raight to declare some working days as holidays. Such days will be deducted from the employee’s annual vacations.

特殊情况下，公司保留调整假期的权力，如将一些工作日调整为假期，该假期将从年休假中扣除。

9.7 Marriage leave / 婚假

·Employee is allowed to apply marriage leave with marriage registration book.

员工本人，凭结婚证明，可享受婚假：

·Employee can enjoy 3 successive days off for marriage leave, while 10 successive days for marry at mature age (23 year-old for female, 25 year-old for male). Company will not compensate marriage leave when it meets holidays/weekends etc.

一般给予连续3天的婚假，晚婚则增加为10天，遇节假日不另行给假。

·Marriage leave application shall be submitted 2 weeks in advance. Due to personal reason, employee doesn’t enjoy marria ge leave is not allowed to take marriage leave anew.

员工请婚假必须提前两周办妥请假手续，如因员工个人原因而未享受婚假者，事后不再补假。

9.8 Maternity leave and leave for male employees accompany / 产假、陪产假：·Female employees who accord with state family planning can enjoy 90days for natural labor; 90+15 days for dystocia; Regarding multi-fetus, increase 15days for every one infant. Female enployees meet late maternity age (25 year-old) can enjoy 90+30 days leave.

女性员工符合计划生育规定生育者，顺产给假90天；难产者，另增加产假15天，多胞胎生育者，每多生育一个婴儿，增加产假15天；晚育者，延长假期30天。遇节假日不另行给假。

·Male employees can enjoy 10days accompanying their spouses.

男性员工之配偶生育，且符合晚育者，给予男性员工护理假10天，遇节假日不另行给假。

9.9 Compassionate leave / 丧假：

·Three working days of paid leave is granted to all employees if their immediate family member is passed away (i.e. own parents, spouse, child).

员工之直系亲属死亡，可享受3个工作日的丧假（父母、配偶、子女）；

·One working day od paid leave is granted to all employees if their non-immediate family members passed away (i.e. grandparents-parents-, brother-, sisiter in law).

员工之旁系亲属死亡，可享受1个工作日的丧假（祖父母、岳父母、（配偶之）兄弟姐妹）；

·Company will not compensate when compassionate leave meets holidays/weekends, etc.

员工申请丧假，如遇节假日不另行给假。

9.10 Sick leave / 病假：

·Sick leaves require doctor’s certifications. And then register and keep in files at admin.

Dept., or it will be considered absence without valid reasons.

员工请病假，必须凭指定医疗单位的证明和医疗病历，经部门经理核准，报行政部门登记备案，未依规定办理手续一律以旷工论；

·Company will pay 80% of his/her basic salary if applied sick leave.

病假工资按基本工资的80％给付。

9.11 Personal leave / 事假：

Company will not compensate for personal leave.

员工请事假，无薪。

9.12 Overtime system / 加班：

·Due to work need, employees shall submit overtime application in writing ahead for approval by their manager.

因工作需要，员工超过正常时间上班，必须事先向部门经理递交书面加班申请，经批准后，可视为加班；

·Due to work need, employees cannot excuse themselves from overtime. Company will offer same time for compensation off or overtime payment.

因工作需要，公司要求员工加班的，员工不得无故推诿；公司按照实际经营需要，安排补休或核发加班工资；

·Overtime during gocernment-regulated holidays are not encouraged by the company.

If it’s really needed, employees should get appr oval from GM first.

在国家规定的节假日内，公司不鼓励加班，如确实有必要加班，需得总经理的批准；·Mwal breaks during overtime shall be deducted 30 minutes per meal taken from the overtime calculation.

加班时段的进餐，每次从加班时间中扣除半小时；

·Overtime compensation will totally follow related state calculation ways, which based on employee’s basic salary. Overtime in regular working days, compensation will be 150% of basic salary; Overtime on weekends, then 200% of basic salary; Overtime in official holidays, then 300% of basic salary.

加班工时按国家规定计算，加班薪资以基本工资为计算基数，正常工作日加班以基数的150％计薪，双休日加班以基数的200％计薪，国家法定节日加班以基数的300％计薪；·It will be seen a personal action without approval, company will not pay it.

无核准之加班单之额外工作，视为自愿行为，不计加班。

9.13 Business travel/出差：

Employee should send in travel application sheet and get approval from manager before leave. Admin. Dept.should keep related records of this. Regarding costs in advance, please take reavel management for references.

员工出差,应填写出差申请单，呈部门经理核准后送行政部备案，有关费用的申请，依据出差管理办法办理。

Chapter Ten Training & Development / 培训与发展

10.1 T o reach agreement with the corporate culture, value, development strategy. T o improve working attitude, enthusiasm, professional knowledge and cultivate team spirit, promote work efficiency, and care staff career development.

达成对公司文化、价值观、发展战略的了解和认同。改善工作态度，提高员工的工作热情，加强专业技能，培养团队精神,提升员工履行职责的能力，改善工作绩效,关心员工职业生涯发展。

10.2 Work Responsibility/工作职责

·HR dept. responsibility/人力资源部职责：

ˉ Make company training strategy and implementation outline according to company development strategy.

根据公司的发展规划制定公司教育培训战略规划和实施纲要。

ˉ Help employee to make a career planning, supervise and urge each dept. to carry out.

制定员工职业生涯发展规划，并形成实施方案，督促各部门和分支机构贯彻落实。

ˉ Organize and carry out training according to each dept.’s needs and the year training plan.

根据公司年度工作计划、各项考核结果和各部门提出的培训计划，分析培训需求，并统筹安排

形成中短期培训计划。着重组织实施管理人员培训、储备人员培训、业务骨干培训。

ˉ Make the training budget and control it.

负责制定公司年度的培训预算，并管理调控培训经费。

ˉ Look for the training resource and use it.

负责培训资源的开发与管理。

ˉ Build and manage training records and central person with ability documents.

根据公司培训工作开展情况，做好培训项目和重点培养人才的培训档案的建立与管理工作。

ˉ Access the effect of trainings.

开展培训的效果评估工作。

·Every dept.’s responsibility/公司各专业部门职责：

ˉ Make a year training plan with professional speciality and push it.

根据工作需要，结合本专业、本部门、本系统员工需求，制定年度培训计划，并组织实施相应的

培训工作。

ˉ Help employees in self dept. to make a career planning,

指导本部门员工制定和实施职业发展规划。

ˉ Build and manage training records in self department.

建立和管理本部门和本机构员工的培训档案。

ˉ Provide the training books and teachers in self speciality.