1、人 力 资 源 控 制 程 序Human resource control procedure文件编号 Document No.：(*C-06-02)生效日期 Effective date：2008.09.01版 本 Edition：A受控状态 Controlled status：会审 review批准Approved by审核checked by研发R&D工程engineering质量quality生产manufacturing供应purchasing销售sales行政人事HR财务finance安全后勤Security &logistics法务law制定/修订Prepared /Revise
2、d by*程序文件 Procedure document编 号 No.:*C-06-02 人 力 资 源 控 制 程 序 日 期 Date:08/09/01版 本 Rev.: A Human resource control procedure 1/8 页 Page 仅供*公司内部使用* internal use 变更记录Change record序号No.变更申请单号 Change sheet No.生效日期Efficient date变更内容Change history变更页次Changepage No.版本/版次Revision (No.)1 08082801 08.09.01文件由中文
3、版调整为中英文对照版，文件版本重新改为 A 版The edition of document has been adjusted Chinese-English edition and renewed as A edition.8 A*程序文件 Procedure document编 号 No.:*C-06-02 人 力 资 源 控 制 程 序 日 期 Date:08/09/01版 本 Rev.: A Human resource control procedure 2/8 页 Page 仅供*公司内部使用* internal use 1 目的：Purpose对与产品质量有关的人员进行培训，确
4、保其能胜任本职工作。Train the persons who related with product quality and ensure they could be competent for their jobs.2 范围：Scope本程序适用于公司组织内所有与产品质量有关人员的培训。Be applicable to the training of all persons related with product quality3 职责：Responsibility 3.1 人力资源部负责各级人员的招聘、录用与离职控制；负责选定适合的内、外训讲师，对新进工人与管理人员展开各类培训。HR
5、 dept. is responsible for the control of recruit, hire and demission, chose the internal ,external teacher and the training of new workers and management person,3.2 各部门结合本部门工作实际及人员发展需要，填写培训需求调查表或不定期提出各类外训申请。The each dept. consider the development of employees and the actual requirement , fill in “tr
6、aining needs survey” or the application of external training.4 程序 procedure4.1 各部门主管会同人事部根据各部门工作需要，建立“岗位说明书(*06-03)” ，呈相应上级管理层审批，作为人力资源部进行人员选择和安排的重要依据。Supervisor of each dept. with HR dept. establish “job specification (*06-03)” and identify specified requirement like the level of each employee ,the
7、 related training ,equipped skill and work experience and so on.4.2 人员招聘、录用与离职的控制 The control of recruit, hire and demission4.2.1 当原有岗位空缺或需建立新岗位时，部门主管提出人员增补申请表 (*06-04)，经总经理批准后交给人力资源部办理。When the original job has no man or the new job, the supervisor propose” person application” (*06-04), submit to t
8、he HR dept. to handle after approved by general manager,4.2.2 人力资源部 在招聘录用时，以人员受教育程度和一般工作经验要求，作为向外招聘或*程序文件 Procedure document编 号 No.:*C-06-02 人 力 资 源 控 制 程 序 日 期 Date:08/09/01版 本 Rev.: A Human resource control procedure 3/8 页 Page 仅供*公司内部使用* internal use 内部转岗的条件。HR dept. interview and employ the educ
9、ation degree and work experience of persons as the condition of outside or internal exchange job.4.3 培训及实施 Training and implementation4.3.1 培训计划的提出 The propose of training plan4.3.1.1 每年 12 月份由*人力资源部发出“ 培训需求调查表(*06-05)” 给各部门，各部门依据员工的能力需求确定培训需求，填写“培训需求调查表（*06-05）”后交*人力资源部。 Dept. supervisor propose “p
10、erson addition application form (*06-04)” via approved by general manager and submit to HR dept., when the former position vacant or establish new position.4.3.1.2 *人力资源部的“培训需求调查表（*06-05）”；依据当时公司的状况考虑师资、生产需求、经费等因素后，制订出“年度培训计划（*06-06）”，经总经理批准后实施。4.3.2 培训的实施 The implementation of training 4.3.2.1 内训 i
11、nternal training *人力资源部依据各部门工作需求，协调内部讲师或申请外部讲师授课，并保存 “培训签到表（*06-07）” 、教材、有关试卷等。* HR dept. assort the internal speaker or apply outside speaker and reserve “ training registration”, teaching material, relevant test paper and etc. according to work requirement of each dept.4.3.2.2 外训 external training
12、各部门依据部门建设需要填写外训申请表， 由*人力资源部根据培训计划及时与外部培训机构联系后实施。* HR dept. communicates with outside training organization timely according to training plan and implement according to the “external application”4.3.2.3 新进人员的培训 The training of new person4.3.2.3.1 由人力资源部对所有管理人员进行入司引导培训 ,以使新进员工了解公司概况、公司管理规章、安全规则、质量意识等相
13、关事项；HR dept. train the all management person, the profile of new employee, the company regulation, safety regulation, quality awareness and so on.4.3.2.3.2 新进作业员经过 1 个月的入司引导培训、上岗引导培训、WI 培训及考核合格后，*程序文件 Procedure document编 号 No.:*C-06-02 人 力 资 源 控 制 程 序 日 期 Date:08/09/01版 本 Rev.: A Human resource cont
14、rol procedure 4/8 页 Page 仅供*公司内部使用* internal use 方可具备正式上岗资格，所有作业员的培训应归入作业员培训记录表，所有作业员的培训应形成作业员 WI 培训矩阵与作业员 WI 培训认证记录。New operators should be qualified after pass the examine of incoming introduce training, on-job training, WI training last for one month, training of all operators should be taken int
15、o the form of operator training record, and formed “operator WI training matrix” and operator WI training identification record.4.3.2.3.3 关于作业员培训的具体细节，参见作业员培训管理制度 。The detail of operator training, see “ the management rules of operator training 4.3.2.3.4 以下岗位必须进行上岗引导培训，具体岗位和培训内容如下：The following job
16、should be trained , the detail as followsa.操作人员培训：包括所在岗位相关作业指导书、设备性能、等培训内容，由各车间培训员统一组织进行。其中特殊工序、关键工序的操作人员必须经考核合格后持证上岗；Operator training: include all work instruction, equipment performance and etc. each workshop trainer organizes, and the operator of special process, key process should hold certific
17、ation to work b.检验员培训：包括相关的产品标准、检验流程、统计技术、检测设备操作技能使用技能等培训内容，由质量部经理组织培训，考核合格后方可上岗；Inspector training: include related product standard, inspection flow, statistical technique, inspection equipment operation skills, usage skills and work after pass the examine by quality manager c. 采购、仓库管理人员培训：包括与本岗位相
18、关的知识培训，由各岗位所在的部门负责实施培训；Purchasing , warehousing management person training : include knowledge training related the job and trained by defined dept.d.内审员培训：包括对应的质量系统标准、审核知识的培训内容，考核合格后持证上岗；Internal auditor training: include corresponding quality system standard, audit knowledge training content, hold
19、 certification to work after pass the examinee.技术人员培训：包括专业知识、专业技能等培训内容，由技术部组织培训；Skill person training: include special knowledge, special skills and trained by technical dept.f. 对从事特殊工作人员：如驾驶员、电工、计量员等，必须取得相应的外训合格证书方可上岗。Special worker: driver, electrician, gage should work after gain corresponding ou
20、tside training *程序文件 Procedure document编 号 No.:*C-06-02 人 力 资 源 控 制 程 序 日 期 Date:08/09/01版 本 Rev.: A Human resource control procedure 5/8 页 Page 仅供*公司内部使用* internal use qualified certification 4.3.2.4 管理人员的培训 the training of management 管理人员的培训应包括经理，能够掌握足够的质量技术知识，以构成企业成功应用质量技术的基础。培训内容可包含质量技术、质量要素等内容，
21、如：Training of management should include manager ,and master enough quality technical knowledge , to make up of the foundation of quality technique, the training content include quality technology , quality elements and etc. e.g.a. 缺陷模式及影响分析； Defect mode and affect analysis b. 检验与测量技术； Inspection and
22、 measurement technology c. 工序能力调查；Process capacity researchd. 统计过程控制； Statistics process control e. 内部质量审核； Internal quality audit f. 外协质量能力评价；Outside quality capacity evaluation g. 质量管理体系及公司质量手册、程序文件 ；QMS and company quality manual, procedure document h. 质量管理和质量信息；Quality management and quality inf
23、ormation i. 质量成本；Quality cost j. 产品安全性 ； Product safety k. 解决问题的 8D 方法等8D method of solution problems J与环境物质管理有关的公司体系文件、相关法律法规与客户要求等。所有管理人员的培训应形成管理人员培训矩阵和管理人员培训记录。The company system document, related regulation and customer requirements and so on *程序文件 Procedure document编 号 No.:*C-06-02 人 力 资 源 控 制
24、程 序 日 期 Date:08/09/01版 本 Rev.: A Human resource control procedure 6/8 页 Page 仅供*公司内部使用* internal use related environment material management.Training of all management should form “management training matrix” and “training record of management 4.3.2.5 当人事调动时，如果其不具备新岗位之上岗资格时，须按 4.3.2.3.2 要求做培训后方可上岗。W
25、hen change the person, if he/she not qualified the new job, should be trained as 4.3.2.3.2, then on-job.4.3.3 培训有效性评估Training validity evaluation 4.3.3.1 培训有效性评估通常按以下五种方式进行：Training validity evaluation generally execute as the following five stylesa.笔试或口试；Written or oral examinationb.现场操作评定；site ope
26、ration evaluation c.观察工作能力；Observe the working ability d.评价工作成绩；Evaluate work performance e.每年年底由公司根椐考核结果对培训的有效性进行评估；Evaluate the training validity according to check result at the end of the year.4.3.3.2 各项培训的评价若发现不能胜任本职工作的，必须及时填写“培训需求调查表”，交*人力资源部安排再培训，或转换工作岗位，以使其具备的能力与从事的工作相适应。If found not compete
27、nt for the job according to each training evaluation ,should fill in “training demand research form”, submit to * HR dept. and arrange training again or change job ,so that the equipped capacity conform with the present work 4.4 除技术介绍类等非正式的培训外，所有技术类、管理类的培训都应进行培训效果的评估。The training of technical, manag
28、ement should be evaluated expect the non-formal training as technical instruction and so on*程序文件 Procedure document编 号 No.:*C-06-02 人 力 资 源 控 制 程 序 日 期 Date:08/09/01版 本 Rev.: A Human resource control procedure 7/8 页 Page 仅供*公司内部使用* internal use 4.5 培训组织单位应保留相关的培训记录。Training record reserved by traini
29、ng organization4.6 员工的激励和授权 employee inspiration and authority 4.6.1 公司通过培训后员工的素质和所做出的成绩方面进行综合评价，通过总结进行交流，展示和表彰，以调动员工的积极性。Our company evaluates the marking and performance of employee via training, communication, display and honor so that mobilize the enthusiasm of employee4.6.2 公司可以采取如下措施调动员工的积极性，并
30、建立促进创新环境、提高质量、技术意识。Our company can adopt the following action to mobilize the enthusiasm of employee, and establish new environment, improve quality, technology awareness a.持续改进Continual improvement b.质量会议Quality meeting c.信息交流Information communication 5 相关文件 relevant document 质量记录控制程序(*C-04-04)Qual
31、ity record control procedure 作业员培训管理制度Operator training management regulation 6 附件 attachment (1) 岗位说明书（*06-03）Job Description (2) 人员增补申请表（*06-04）Person addition application sheet (3) 培训需求调查表（*06-05）*程序文件 Procedure document编 号 No.:*C-06-02 人 力 资 源 控 制 程 序 日 期 Date:08/09/01版 本 Rev.: A Human resource
32、control procedure 8/8 页 Page 仅供*公司内部使用* internal use Training need research (4) 年度培训计划（*06-06）Annual training plan (5) 培训签到表（*06-07）Training registration (6) 管理人员培训记录（*06-08）Management training record(7) 作业员 WI 培训认证记录表（ *06-09）Operator WI training certification record form (8) 作业员 WI 培训矩阵（*06-10 ）Op
33、erator WI training matrix(9) 管理人员岗位培训矩阵（*06-11）Management job training matrix (10) 作业员培训记录（*06-12）Operator training record (11) 委外培训申请单（*06-15）Outside training application sheet(12) 培训效果评估表（*06-16）Training effect evaluation form (13) 作业员入司培训效果评估表（*06-18）Operator training effect evaluation form 7.备注 斜体字部分为新增加的 ISO/TS16949:2002 的特殊要求Note part in italics is new added the special requirement of ISO/TS16949:2002
