1、 Nypro Plastics & Molding Rev.Date.Total Pages. Products(Suzhou) Co.,Ltd.版本日期页码 Title: Procedure for Resource K05/11/20099 ManagementPrepared by/DateReviewed by/DateApproved by/Date 资源管理程序 编制/日期审核/日期批准/日期 Doc No: NSU-2602-HR-001 JillDeborahBillCONTENTS PAGEAMENDMENT HISTORY21.0PURPOSE32.0SCOPE33.0RE
2、SPONSIBILITIES34.0PROCEDURE4-8 5.0RELEVANT DOCUMENT86.0QUALITY RECORD9耐普罗塑胶模具(苏州)有限公司Nypro Plastics & Molding Products (Suzhou) Co., Ltd.Amendment HistoryAmendment History修改历史记录ChangeDate变更日期Rev.No.版本编号 Description of Changes 变更说明Prepared by:编写人Approved by:批准人 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资格评核表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. 为执行和维护质量体系提供所需的资源，且持续改善其有效性来满足法规要求及客户要求来增强客户满意度。 2.0Scope This procedu
6、re applies to Nypro Suzhou Company.本程序适用于耐普罗(苏州)公司。3.0Responsibilities 职责 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.负责确定影响产品质量的工作人员所需的能力及培训需要。3.1.2 Responsible for Qualify, Disqualify and Re-Qualify per
7、sonnel for a job function. 负责对各个岗位进行资格认证，免职和重新资格认证。3.1.3Responsible for training arrangement and new employee orientation;负责组织培训和新员工的入职培训。3.1.4 Evaluate the effectiveness of the actions taken (training).评估已采取措施(培训)的有效性。3.2 Each department 各部门3.2.1 Assist HR department to identify the necessary compe
8、tency for related personnel whom affected quality in self-department.协助人事部确定本部门影响产品质量的工作人员所需的能力。3.2.2Assist HR department to qualify, dis-qualify and re-qualify personnel for a job function.协助人事部对各个岗位进行资格认证，免职和重新资格认证。3.2.3Responsible for setting up department training plan and the actual competency
9、needed.各部门经理(或负责人)应根据员工的实际任职能力与本职位所必需的任职能力差异制订出部门培训计划。3.2.4Responsible for department on-job technical and basic training during working and before personnel on-board.负责部门内在岗位技能培训及员工正式上岗前基础及技能培训。3.3 GM approves training plan and the resources needed.总经理批准培训计划及所需资源。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.招聘直接决定了公司劳动力的质量。申请人必须达到学历及相关工作经验方面的最低要求。换句话说，这些标准是人事/招聘部门挑选人员时必须掌握的基准。这些标准是从一组工作中总结相似要求而成的，他取代了每一级员工所需的特定要求。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:总体上，所有员工被分为三组：5-8级一组，4-2级为一组，1级以上为一组。各个组的最低要求已被清楚定义并在具体工作中被运用。见以下：4.1.2.1 Grade 5-8 （5-8级）:o Above 18 years old (according to labor law);18岁以上（符
13、合劳动法）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);良好的身体状况（需提供相关体检报告）o The related experience optional相关工作经验 可选项4.1.2.2 Grade 2-4（2-4级）： o At least university / college
14、education plus 1 year related experience; or至少相当于大专以上文凭及1年相关工作经验，或者o 3 years solid working experience as a must for those failing to meet the minimum education requirement foresaid. 没有所要求的相关文凭但有至少3年坚实的相关工作经验。4.1.2.3 Grade 1 & above(1级及以上)： o At least university / college education plus at least 5 ye
15、ar related experience; or至少相当于大专以上文凭及5年相关工作经验，或者o 7 years solid working experience as a must for those failing to meet the minimum education requirement foresaid.没有所要求的相关文凭但有至少7年坚实的相关工作经验。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. 特殊工种作业人员（如电工、驾驶员、机修工）必须具有资格认证，证书必 须在有效期内。4.1.3 Competency资格能力(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.依照公司人力资源的计划及岗位任职能力要求，在检查了应聘者的文凭，简历及工作经验后，选择合格的，有能力的人选在恰当的职位。(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.员工正式录用之前需要进行背景调查，调查
18、该员工所登记的工作信息是否属实，以及以往工作表现等。(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.所有新进员工必须在到职15天内接受由人事部及质量部举办的入职培训. 入职培训须包括质量方针、质量目标、特殊特性、安全与职业健康等。入职培训考试成绩必须达到70分,否则不予以上岗.(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.所有直接影响产品质量的工作人员必须在上岗前接受岗位培训，培训结束后由本部门组织进行培训考核（考试），根据其考试成绩，评定其上岗资质。(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)每位员工有一个建议的试用期，试用期过后，部门主管和人事部应给该员工一个试用期考评。（填写“耐普罗（苏州）员工绩效考评表” NSU-4602-HR-011）(e) Every employee will be given yearly performance evaluation by t
22、heir supervisor and HR department. 每位雇员每年要接受一个由其主管及人事部组织的年度绩效考评.(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.职能部门需要准备特殊的培训用于HSF相关人员识别、使用和消除有害物质。培训也应包括他们的行为与HSF的关系和重要性以及他们如何为完成HSF目标而做出贡献 4.1.4Setting up training plan培训计划的制订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. 各部门经理(或负责人)根据部门员工实际的任职能力与
25、岗位所需能力，完成培训需求分析，确定“年度教育训练需求表”(NSU-4602-HR-005)，送达人事部。各岗位的培训课程由各个部门根据岗位技能，技能的复杂性需求确定，并相应确定培训时间。 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.人事部收集并总结各部门的员工培训需求后, 制订出“年度培训计划” (NSU-4602-
26、HR-001)，报总经理批准。4.1.5Training implement: 培训的实施：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. 培训计划一经制订，由各部门积极配合人事部执行。如有“年度培训计划”以外的培训发生，相关部门应填写“员工培训申请表” ”(NSU-4602-HR-003)，交人事部审核后，经总经理批准后执行。4.1.5.2If the training is general training and need be repeat quite frequently, should base at taking internal training. 内容如属一般及重复多次
28、的培训，以公司自办为原则。4.1.5.3All the training should be implemented according actual situation. 所有培训计划应配合实际情况而执行。4.1.5.4 We should check the trainers qualification and competency. Such as diploma, certificate. 应检查讲师的资格及能力。如检查其文凭，资格证书等。4.1.6 Training arrangement:培训安排：4.1.6.1 HR department should arrange train
29、ing according annual training plan and inform all participates and their department managers. 人事部应依照“年度培训计划表”组织培训并通知部门经理和受训员工。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.受训人员应准时出席培训并在“培训签到
30、表” (NSU-4602-HR-004)上签字。如因事故不能参加者，应事先通知人事部。4.1.6.3HR department should arrange absence employees take relative training next time.人事部安排缺席员工再参加培训。4.1.7 Training Record培训记录：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.所有的培训记录在“员工培训记录表” (NSU-4602-HR-002)上。人事部也应保存所有的培训材料及相关报告。4.1.8Training results review 培训效果的评估：4.1.8.1 After training, trainee and their supervisor should finish “Training Evaluation” (NSU-4602-HR-013) and pass to HR department.培训结束后, 培训者及其主管一起完成“培训评估表” (NSU-4602-HR-013)并在一周内交于人
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.人事部与相应部门经理审核受训者是否受到预期培训效果及是否值得继续参与。再由人事部责成培训师作相应改善。4.1.9 Qualify, Disqual
33、ify and Re-qualify personnel in the job function. 各个岗位的资格认证，免职和重新资格认证。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.各部门主管应基于员工的工作表现对本部门员工进行岗位任职资格认证。4.1.9.2 The Supervisor shall disqualify the personnel in t
34、he job function based on the followings: 各部门主管如遇以下情况应取消本部门相应员工的任职资格：(a) The performance deteriorated and continuously repeated mistakes.工作表现恶劣，经常出现重复错误。(b) The personnel goes on long leave, example maternity leave.该员工长期离职，如休产假。(c) Transfer from other department.从其他部门调入。 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: 在以下情况下各部门主管应对本部门相应员工评估其工作表现来重新确定其任职资格：(a) Once every 1year to ensure effective and efficient performance.间隔1年；(b) After being disqualified. 被取消任职资格后。4.1.10 Employee motivation and empower
36、ment 员工激励和参与 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 .人事部通过奖励，改进建议箱、张贴海报及竞赛等来激励员工实现质量目标，开展持续改进和促进创新环境。4.2 Infrastructure基
37、础设施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，设施及IT部一起确定基础设施方面的要求，此要求要与生产产品所需的要求相一致。4.2.2 The Infrastructure shall include: Building, Workspace, Tools and Equipment, Support Services, Inform
38、ation and Communication and Transport Facilities.基础设施包括：房屋，工作区域，工具及设备，配套服务，通讯及交通设施。4.2.3 The provision of infrastructure shall take into consideration of the Objectives, Function, Performance, Availability, Cost, Safety and Security.所提供的基础设施应考虑使用目的，功能，表现，有效性，成本，人身安全及保安。4.2.4 Facility and IT shall im
39、plement a maintenance program to ensure that the infrastructure continues to meet the organizations needs. 设施部 / IT部门应负责执行维护保养计划来确保基础设施能持续地满足组织的需要。4.2.5 We establish the contingency plan procedure Our company prepare contingency plans to satisfy customer requirements in the event of an emergency suc
40、h as utility interruptions, labor shortages ,key equipment failure and field returns. 我公司制定了应急计划，以便在紧急情况下（如公用事业的供应中断、劳 动力短缺、关键设备故障和外部退货等）满足客户的要求。4.3 Work Environment工作环境4.3.1 HR shall ensure that the work environment in Nypro Suzhou has a positive influence on motivation, satisfaction and performanc
41、e of people in order to enhance the performance of the organization.人事部应确保在耐普罗苏州工厂的工作环境对员工的士气，满意度及工作表现有一个积极的影响，以确保组织的有效运作。5.0Relevant document 相关文件NSU-2603-PD-001 Contingency plan procedure 应急计划控制程序6.0Quality record质量记录6.1 NSU-4602-HR-001Annual Training Plan年度培训计划表6.2 NSU-4602-HR-002 Staff Training
42、Record 员工培训记录表6.3 NSU-4602-HR-003 Training Application 员工培训申请表6.4 NSU-4602-HR-004Training Attendance Record 培训签到表6.5 NSU-4602-HR-005 Demanding Sheet of Annual Education Training 年度教育训练需求表6.6 NSU-4602-HR-008 Skill Card 技能卡6.7NSU-4602-HR-011 Nypro SU Employee Performance Assessment耐普罗（苏州）员工绩效考评表6.8NSU-4602-HR-013 Training Evaluation Sheet 培训评估表NSU-2602-HR-001 Rev : K9of 9
