1. Purpose:
To ensure that all employees of the company are qualified for their positions through appropriate training and education.
2. Scope:
Applicable to all employees of the company.
3. Responsibilities:
3.1 The Human Resources Department is responsible for the training and education of company employees, as well as the adjustment, supplement and management of human resources.
3.2 Each department is responsible for the management of its own human resources and submits training applications. The Human Resources Department prepares an annual training plan and organizes and implements it according to the plan.
3.3 The president is responsible for the allocation of human resources and the approval of training plans.
4. Procedure:
4.1 Personnel Arrangement
4.1.1 The Human Resources Department will prepare the job requirements for the heads of each department, and the office will assist the heads of each department in the preparation The job requirements for staff in this department shall be submitted to the president for approval.
4.1.2 "Job Staff Qualification Requirements" serves as the main basis for the Human Resources Department to select, recruit and promote cadres and staff.
4.2 Training needs:
Training needs are determined by the quality objectives of enterprise development and the development of new products. For example, with the increase of new workers, management needs to move to a higher level. Meet new customer expectations and other urgent needs. For the education and training of new knowledge, new theories, and new ideas, the Human Resources Department should propose training needs every year based on quality objectives.
4.3 Training Plan
4.3.1 The Human Resources Department will prepare an annual training plan based on the company’s training needs and training applications submitted by various departments, and submit it to the president for approval.
4.3.2 Training plans should consider education on the importance of meeting customer requirements and strictly enforcing laws and regulations.
4.3.3 Various types of personnel should be carried out in batches, such as the management level of middle-level and above cadres, what new employees should know and know, qualification training for special types of work, business improvement of old employees, etc. Different levels of training should be provided.
4.4 Training implementation
4.4.1 Training and assessment of new employees
4.4.1.1 New employees entering the factory, whether they are ordinary employees or managers, have a probation period In the first three days, the office will organize pre-employment basic knowledge training and prepare a "Training Record Form" (QRl803).
4.4.1.2 Basic knowledge training content for new employees:
a) Company profile;
b) Company’s management policy objectives, program documents, and technical documents ;
c) The company’s organizational structure and main persons in charge;
d) The company’s management system (various management regulations and management methods);
e ) Be familiar with daily work and living environment;
f) Requirements for this position;
g) Education on relevant laws and regulations.
4.4.1.3 Basic knowledge training for new employees will be taught face-to-face by the Human Resources Department, and technical skills will be taught face-to-face by the directors of each workshop.
4.4.1.4 The basic knowledge training and assessment of new employees will be organized by the Human Resources Department, and the training effect will be verified afterwards. Those who fail to pass the skills operation, oral Q&A or those who score less than 80 points in the written test will be eliminated.
4.4.2 Job training and assessment
4.4.2.1 Job training content for company employees:
a) Quality awareness training for all employees and IS09001, ISO14001, OHSAS18001 standard training.
b) Provide job technology and skill operation training to technicians and skilled workers.
c) Provide management skills training to managers.
d) Provide statistical technology training to personnel who use statistical technology.
e) Provide professional and technical training for special types of work.
f) Conduct new position training for promoted and transferred personnel.
4.4.2.2 The training of company employees can be carried out in two ways: face-to-face teaching and demonstration.
4.4.2.3 Each department formulates its own department's "Training Plan" (QRl802) in the first quarter of each year and submits it to the Human Resources Department. The Human Resources Department formulates the company's annual training plan based on the training plans of each department and submits it to the president for approval.
The detailed plan description should indicate:
a) Training objects;
b) Training content and methods;
c) Use of teaching materials and lecturers; < /p>
d) Training hours and training implementation date;
e) Whether examination and certification will be issued;
f) Verification measures and verification results.
4.4.2.4 For temporary training, the applicant department shall fill in the training application form and submit it to the Human Resources Department for organization and implementation after approval by the president.
4.4.2.5 All trainings must be completed by the training organizer and signed by the trainee.
4.4.2.6 The organizers and lecturers are responsible for the assessment after the training. The assessment method can be interviews, open-book examinations, closed-book examinations, random inspections, etc. The situation of each assessment can be attached. Save it behind the "Training Record Form" (QRl803) or in another file.
4.4.3 Special training assessment
4.4.3.1 The company’s special key training jobs include electricians, elevator workers, boiler workers, vacuum machine operators, inspectors, and school inspectors , internal auditor.
4.4.3.2 Special training procedures
a) Employees of special key types of work shall be trained by national authorized institutions, and only those who pass the examination and obtain qualification certificates can apply for this position, such as electricians, Elevator workers, boiler workers, etc. will be issued job certificates after passing the actual operation by the Human Resources Department and relevant departments, and they can work with the certificates. Those who fail will continue training until they pass or are dismissed.
b) Inspectors are trained and assessed by the Quality Control Department. Those who pass the test are authorized by the president and certified by the Human Resources Department.
c) Internal auditors are appointed by the company to undergo training at national legal institutions. Only those who pass the exam can take up their posts with certificates.
d) Calibrators are trained and assessed by the Quality Control Department, and the office issues employment certificates.
4.5 The Human Resources Department is responsible for establishing training files for all employees and recording each employee’s training.
5. Related documents:
SYPF01 "Document Control Procedure"
SYPF02 "Record Control Procedure"
6. Quality records:
QRl801 "Training Application Form"
QRl802 "Training Plan"
QRl803 "Training Record Form"
QRl804 "Training Registration Card" 》
Appendix Employment Certificate: