1. How companies formulate rules and regulations.

1. Requirements for enterprise rules and regulations to be effective.

According to the provisions of Article 4 of my country's "Labor Contract Law", three elements must be met for rules and regulations to be effective, namely, legal content, formulation through democratic procedures, and disclosure or notification to workers. The so-called legal content means that the rules and regulations formulated by the enterprise cannot violate existing laws or regulations. The so-called democratic procedure refers to the following path when formulating enterprise rules and regulations: the enterprise management department drafts a draft → the employee congress or all employees discuss the draft and propose modification plans and opinions → the employer negotiates on an equal footing with the trade union or employee representatives Determine → The employer decides whether to implement it and organizes its implementation. The so-called publicity or notification of rules and regulations: means that after the company's rules and regulations are formulated, they should be signed by employees through certain methods, such as signing in a booklet, signing in for learning and training, as an attachment to the labor contract, publicizing on the bulletin board or on the company's website for a period of time and allowing employees to sign for confirmation. Let the workers know.

2. Enterprise rules and regulations and labor contract relations.

Article 16 of the "Interpretation of the Supreme People's Court on Several Issues Concerning the Application of Law in the Trial of Labor Dispute Cases (II)" stipulates: "The internal rules and regulations formulated by the employer are inconsistent with the contents agreed in the collective contract or labor contract. If an employee requests priority application of the contract, the people's court shall support it." It can be seen that when rules and regulations conflict with the provisions or agreements of labor contracts or collective contracts, the judiciary will follow the workers' choices and give priority to the provisions or agreements that are beneficial to the employees. Therefore, the rules and regulations formulated must not conflict with the labor contract. At the same time, according to this provision, we can fully understand that rules and regulations can also be used as attachments to labor contracts. Therefore, in order to effectively avoid conflicts, the rules and regulations can be stipulated in the labor contract as an attachment to the labor contract.

3. Development of employee handbook.

Standard corporate rules and regulations are generally compiled in employee handbooks. Therefore, the employee handbook is not only a compilation of corporate rules and regulations, but also a teaching material for corporate employee training. It reflects the corporate image and corporate culture and is the code of conduct for all employees of the company.

①Content and structure of employee handbook.

The employee handbook has no fixed format and no statutory content. It is usually determined based on the actual situation and management needs of each enterprise, but generally includes the following framework and content:

The main content of the employee handbook is divided into three parts: general provisions, corporate management systems, and supplementary provisions.

Part of the general provisions: the purpose of compiling the employee handbook, the scope of application of rules and regulations, the definition of certain terms, company profile, company organizational structure, business purpose, business goals, corporate spirit, etc.

Management system content: recruitment system; labor contract system; wage payment system; insurance and benefit system; working hours and vacation system; labor safety and health system; attendance system; labor discipline system; reward and punishment system; performance appraisal system; education Training system; confidentiality and non-competition system; logistics management system; grievance dialogue system, etc.

Supplementary provisions: Employee handbook and rules and regulations formulation procedures, publicity procedures, revision and interpretation rights, employee inquiry rights and modification suggestions, implementation time, etc.

②Principles for formulating employee handbooks.

The four principles of legality, reasonableness, practicality and comprehensiveness must be adhered to. The so-called legal principle means that the contents of the rules and regulations are legal and the procedures are legal; the so-called reasonable principle means that the rules and regulations conform to the natural laws of things and universal needs and are very humane; the so-called practical principle means that the rules and regulations conform to the actual situation of the enterprise and are operable sex. The so-called comprehensive means that the rules and regulations must be able to cover all aspects of the enterprise without leaving any dead ends.

③Writing skills.

When writing a company's employee handbook, it must be closely linked to the company's management status, development goals and the company's own characteristics, and formulate relevant systems for matters that need to be standardized and managed in all aspects of the company. Of course, employee handbooks are gradually enriched and improved and cannot be completed overnight. Therefore, a good employee handbook is a historical witness of the development of the company and a tool for standardized corporate management.

4. Formulation of wage payment system.

The main contents of the wage system. The wage payment system includes the following matters:

①The distribution form, items, standards of wages and their determination and adjustment methods;

②The cycle and date of wage payment;

< p>③ Wages and payment methods for overtime, extended working hours and special circumstances;

④ Wage withholding, payment and deduction matters;

⑤ Other related matters.

Principles for establishing wage systems.

The wage system is an integral part of the employee handbook. Therefore, on the basis of adhering to the formulation of the employee handbook, it is necessary to reflect the special management efficiency of wages. Therefore, the blogger believes that while implementing the country’s legal principles of timely, full and monetary payment, we must also reflect the principle of rewarding diligence and punishing laziness, that is, the salary system must have a certain degree of flexibility to enable different positions, different levels, and different work effects. employees have completely different salary incomes.

Make notes.

The ideal wage system should not set the fixed wage standard too high, set performance wages as much as possible, and clarify the conditions and time for wage increases and decreases, so as to establish a competitive and competitive system through the core means of wages. Fair labor management mechanism.

It should be noted that the distribution forms of wages include fixed wages, time wages, piece wages, commission wages, performance wages, bonuses, etc.; wage items include basic wages, position wages, seniority wages, various Allowances and subsidies, bonuses, overtime wages, etc. When writing a salary system, try to include these contents as much as possible. Of course, different positions cannot have different wage distribution methods, so it is particularly necessary to establish different wage systems for different positions.

5. Formulation of reward and punishment system.

If the wage system is the engine of the enterprise, then the reward and punishment system of the enterprise is the accelerator of the enterprise, which directly determines the level of enterprise management.

Contents of enterprise reward and punishment system.

Enterprise reward and punishment systems generally include the following contents:

①General principles (purpose, principles, scope of application, etc.);

②Reward types (praise, credit, promotion, etc.) salary increase, bonus payment, etc.), conditions and procedures;

③Punishment types (warning, demerit, fine, demotion and salary reduction, dismissal, etc.), circumstances and procedures;

④ Supplementary provisions (the formulation, modification, publicity, interpretation and implementation time of the system, etc.).

Develop principles.

On the premise of adhering to the principles of formulating the employee handbook, the formulating of the reward and punishment system must adhere to one principle, that is, the principle of fairness. Everyone is equal before the system, and the same behavior can only have the same result.

Writing tips and notes.

When formulating the reward and punishment system, it must be closely integrated with the actual situation of the enterprise and be operable. At the same time, attention must be paid to the content being coordinated with other rules and regulations with rewards and punishments, and there must be no conflict or contradiction.

6. Formulation of attendance system.

Attendance is an important basis for recording employee attendance and calculating employee wages. In the settlement of labor disputes related to wage payment, rest and vacation, etc., attendance records are one of the evidences controlled and managed by the employer. If the employer fails to provide attendance records, it will bear adverse consequences. The attendance system is one of the most important systems in an enterprise's labor rules and regulations.

Attendance system framework and content.

The attendance system generally includes the following contents:

①General principles (purpose, scope of application, etc.);

②Working hours and breaks (working hours and breaks Vacation arrangements);

③Attendance management (including punch-in specifications and violation handling, etc.);

④Overtime management (overtime principles, overtime application and approval, etc.);

⑤Leave application system (leave application procedures, leave approval authority, etc.);

⑥Supplementary provisions (system formulation, modification, publicity, explanation and implementation time, etc.)

Establish principles

When formulating the attendance system, we must work hard on reasonable principles. Specifically, we must pay attention to the control of working hours and the solution of curses, and pay attention to the balance between work and rest.

Notes on writing

It should be closely combined with the actual situation of the enterprise. Try to ensure that both managers and ordinary employees record attendance, and every monthly attendance must be signed by employees. confirm.

2. Effectively implement (implement) corporate rules and regulations.

Enterprise rules and regulations are established to further deepen enterprise management, fully mobilize and exert enthusiasm and creativity, effectively safeguard the interests of the enterprise and the legitimate rights and interests of employees, and standardize the business operations and employees' professional ethics and behaviors. A series of management practices. As the saying goes, "No rules, nothing will work." This simple statement is enough to summarize the importance of corporate rules and regulations in modern corporate management. However, in reality, both the success and implementation of corporate rules and regulations are not satisfactory, especially in terms of the implementation of the system.

1. Formulation of enterprise system.

In terms of system establishment, some companies can be said to be "models" and have all kinds of rules and regulations; on the other hand, some companies have nothing but the "Articles of Association" that are necessary for establishing a company. It is a system thing, and all administrative and business activities are completed under the instruction of the "top leader" of the enterprise. In fact, the enterprise system is not worried about the lack of numbers, nor is it worried about the masses, but it is worried about weaknesses. What it is afraid of is making the mistake of fundamentalism.

The "completion" of the enterprise system, that is, the establishment of the enterprise system, can be said to be the premise and foundation for the enterprise to achieve management, and the process of realizing "laws to follow". Almost all management behaviors of the enterprise must Based on this, the establishment of enterprise systems must comply with the following principles:

①The establishment of enterprise systems must comply with the principle of legality

The various rules and regulations of an enterprise are the internal "laws" of the enterprise. " is the specific implementation and extension of national laws and regulations in enterprises. Its establishment must be combined with the "Company Law" and "Labor Law" and comply with the provisions of relevant laws and regulations, that is, the establishment of enterprise rules and regulations must be established on the premise of legality . Only legal internal rules and regulations of enterprises can effectively protect the legitimate rights and interests of workers, improve labor productivity, and promote the establishment of harmonious labor relations in enterprises.

②The establishment of enterprise systems must comply with scientific principles.

The establishment of enterprise systems must comply with scientific principles, which means that the formulation of enterprise rules and regulations must be comprehensive, complete, scientific, and consistent with reality Required and operable. First of all, corporate rules and regulations are a series of management norms formulated by the enterprise in various aspects such as production, operation, quality, technology, human resource development, etc. based on its own characteristics. When formulating, it must be fully considered to ensure that the rules and regulations are complete and avoid problems. Management "vacuum". Secondly, enterprise rules and regulations are the code of conduct for all employees and are the embodiment of enterprise management concepts, management ideas and management methods. When formulating, they must proceed from the actual situation of enterprise management, fully demonstrate and seek truth from facts, so that the formulated rules and regulations are scientific. and operability, we cannot rely on behind closed doors or engage in "black-box operations", let alone formulate some "local policies" based on subjective assumptions as we please.

③The establishment of enterprise systems must comply with the principle of fairness.

This principle is actually a refinement of the scientific principle and cannot reflect fair rules and regulations, no matter how comprehensive they are on the surface. Nor can they be said to be complete scientific rules and regulations. They are neither operable nor realistic. At work, we often hear employees complaining about "why...". Although it is not ruled out that some employees feel sorry for themselves because they do not understand the reason, it also reflects employees' dissatisfaction with the existing system and doubts about the fairness of the system to a certain extent. Some systems are considered fair because they cover limited factors and reflect "absolute fairness." Absolute fairness is essentially the greatest unfairness. Therefore, as many aspects as possible should be considered when formulating the system. factors, and strive to reflect: people-oriented, equal opportunities, meritocracy, equal pay for equal work, clear rewards and punishments...

④The establishment of enterprise systems must comply with the principle of timeliness.

The formulation of rules and regulations must be constantly revised , to keep pace with the times. It can be found in enterprises that various rules and regulations have been formulated in many ways and are relatively comprehensive. However, there are always some rules and regulations that cannot keep up with the development of enterprise management and cannot meet actual requirements. Some rules and regulations were even updated a few years ago or even more recently. The earliest systems (mostly borrowed from other old companies) are still in use today. It is obvious that these systems can no longer meet the needs of the current development of the enterprise. They have become decorations and even a stumbling block to the development of the enterprise. Not only cannot they play their due role, but they have hindered the normal progress of work. Therefore, the system cannot be static and must be revised in a timely manner according to the needs of enterprise development to make it consistent with the actual situation and keep pace with the times.

2. Implementation of enterprise systems.

The ultimate purpose of formulating rules and regulations is to apply them to serve the business operations and the self-development of employees. The application and implementation of the system needs to do the following aspects:

? ①The first task of implementing the system is to let employees "know" that there is such a system.

The best way to let employees "know" that there is such a system is to involve employees from all fronts at the beginning of formulating the system, so that they can fully understand the necessity of formulating a rule and system and how to formulate it. The goals or benefits (meaning) that rules and regulations can achieve can only be achieved with twice the result with half the effort when implemented in the future only with the understanding and support of employees. There are many ways to let employees "know" the company's rules and regulations, such as making the system public and soliciting opinions extensively; organizing employee training, arranging appropriate assessments, and what the author calls a "syllogism" method, etc. But no matter which method is used, there is only one purpose, which is to make employees familiar with the company's rules and regulations. Only in this way can employees compare their own behaviors and understand what they can and cannot do. Over time, a good attitude will be formed. Habit, this is a good start for the implementation of the system.

②The execution of corporate systems, like law enforcement, emphasizes fairness.

No matter how good the rules and regulations are, if they cannot be implemented fairly, they will only run counter to the original intention of formulating the system and even bring endless negative effects. As the saying goes, "Everyone is equal before the system" and "Princes who break the law are guilty of the same crime as the common people." Whether they are leading cadres or relatives and friends, they must strictly follow the system. Whoever violates the rules and regulations should be punished by the system. Otherwise, Treating people as nepotistic, maintaining harmony or lowering the standard of punishment, or even minimizing big problems or trivial matters into nothing, will not have the desired effect at all, and may even have a negative effect.

③The role of leading cadres in modeling is a propeller for the implementation of corporate rules and regulations.

The senior leaders of the enterprise are in important positions. They are responsible for determining the target positioning of enterprise value, development ideas, resource allocation, promulgation of various rules and regulations, work methods and methods, etc., and the implementation of rules and regulations. play a decisive role. The middle-level managers of an enterprise are the backbone of the enterprise's success. They are the link between the past and the next. They are not only members and partners of the large team, but also leaders and coaches of the small team. They should have the dual ability to do things correctly and do the right thing. Corporate leaders and middle-level managers influence and act on every employee through all aspects of work. Only when leaders at all levels lead by example, pay full attention to the system, are not biased in implementation, and are fair and impartial can they effectively promote the effective implementation of corporate systems.

④ A sound supervision mechanism is a powerful guarantee for the effective implementation of corporate rules and regulations.

It is not enough to rely solely on the "consciousness" of leading cadres at all levels for the implementation of enterprise systems, and it cannot guarantee that the system will be implemented to the end. Leading cadres, especially the specific executors of the system, can be said to be the direct holders of power. "Power without supervision is dangerous power." They may become runaway at any time, and artificial deviation from the constraints of the system will inevitably occur. and requirements cannot really play a role in restricting and regulating. Only a systematic and complete supervision mechanism is a strong guarantee for the effective implementation of corporate rules and regulations. If the system is not formulated for general talk or superficial constraints, the system should be divided into detailed divisions of labor, responsibilities should be in place, mutual supervision should be carried out, and strict implementation should be carried out.