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Talent Concept
Jiangxi Biological Products Research Institute Co., Ltd.
Human resource planning management system
Chapter I General
Article 1 In order to standardize and guide the human resources planning work, and provide appropriate human resources for the company's survival and development, the “Human Resources Management System of Jiangxi Biological Products Research Institute Co., Ltd.” (hereinafter referred to as this system) is specially formulated.
Article 2 This system applies to the company's human resources management.
Article 3 Human Resource Planning: refers to the analysis and estimation of the needs and supply status of the future human resources of the enterprise according to the development plan of the enterprise, the job and job preparation, staffing, education and training, human resource management policies, recruitment and Select the functional plan of the human resources department for the content.
Article 4 Principles of Human Resource Planning
(I) Forward-looking: Human resources planning must meet the needs of human resources in the near future, but also meet the demand for human resources in future corporate strategic goals.
(2) Feasibility: The formulation of human resource planning should pay attention to the limitation of implementation conditions, and should be formulated on the basis of combining external environment and internal conditions and seeking dynamic balance.
(iii) Consistency: Human resource planning has external consistency and internal consistency. External consistency means that human resources planning should be coordinated with the board's strategic plan, business plan, and annual plan; internal consistency means that human resources planning should be consistent with all other human resource management activities, such as recruitment, training, job analysis, compensation, etc. The work plan is consistent.
Chapter II Division of Human Resource Planning Management
Article 5 Office
(1) Preparing the company's human resources objectives in accordance with the company's development strategy plan;
(2) Conducting analysis of the status of human resources and internal and external demand forecasting and investigation;
(3) Organizing a summary of the preparation, implementation and implementation of the company's human resources planning.
Article 6 Other departments
(1) Conducting job analysis and proposing departmental human resource demand forecasts;
(ii) Participation in the review of the first draft of the human resources planning programme.
Article 7 Person in charge of administrative personnel department
(1) Approving the company's human resources analysis report;
(2) Reviewing the preliminary draft of the company's human resources planning;
(3) Review the application for adjustment of the company's human resources planning.
Article 8 Deputy General Manager
Review the company's human resources planning,
Article 9 General Manager
Approve the company's human resources planning.
Chapter III Preparation and Management of Human Resource Planning
Article 10 At the end of December each year, the office shall clarify the objectives of the next year's human resources work according to the company's development strategy and the next year's work plan.
Article 11 Analysis of Human Resource Demand and Status Quo
(1) The office conducts a survey of the company's human resources needs in mid-December;
(2) All departments of the company are responsible for cooperating with the office to carry out the company's human resource needs survey;
(3) On the basis of assessing the current situation of human resources demand of the department, each department puts forward the annual human resource requirements of the department, fills in the “Personnel Status Analysis and Demand Forecast Form”, and is reviewed by the deputy general manager, the general manager approves, and reports to the office. .
(IV) The office analyzes and organizes the internal human resources status of the company based on the analysis of the company's human resources status.
Article 12 Based on the analysis of the company's human resources needs and current situation, the office analyzes whether it is necessary to adjust the company's human resource allocation. If it is necessary to adjust the company's human resource allocation, the office will organize the company's human resource allocation adjustment plan, and the quality department and finance department will assist in the preparation of the company's human resource allocation adjustment plan:
(1) The job description should be revised or improved when it involves changes in job responsibilities;
(2) When adding new positions, determine the duties and qualifications of the positions, and conduct job analysis and organize the preparation of job descriptions.
Article 13 The office shall prepare the company's human resources plan based on the analysis of the internal and external human resources status and the company's human resources allocation plan, including the annual human resources annual cost budget plan:
(i) Annual Human Resources Objectives
(II) Analysis of the status quo of human resources
(III) Analysis of human resource needs
(iv) Analysis of human resources supply
(5) Human resources allocation adjustment plan
(vi) Human resources recruitment and training plans and cost budgets
(vii) Human resources management policy adjustment plan. It mainly includes salary management system and performance management system.
Article 14 The human resources planning shall be reviewed by the person in charge of each department and the deputy general manager of the company. After the office has revised it according to the opinions of the meeting, it shall be examined and approved by the deputy general manager of the administrative personnel, and shall be executed after the approval of the general manager. Personnel recruitment is performed in accordance with the “Recruitment Management Process”, and personnel training is performed in accordance with the “Training Management Process”.
Article 15 If the company adjusts its strategy, the office shall be responsible for adjusting the human resources plan according to the company's strategic adjustment.
Article 16 Every December, the office organizes an annual summary of the implementation of human resources planning. After review by the general manager of the company, it will report to the office of the board of directors and start the next year's human resources planning.
Article 17 The annual summary of the implementation of human resources planning shall be reviewed and approved by the general manager after being examined by the deputy general manager of the administrative personnel.
Chapter IV Supplementary Provisions
Article 18 This system shall be formulated by the office and shall be implemented after being approved by the general manager.
Article 19 Matters not covered in this system shall be implemented in accordance with the relevant laws and regulations of the State and the articles of association of the Company.
Article 20 This system may be revised in a timely manner according to the development of the group company and the changes in the industrial environment, and shall be submitted to the general manager for approval.
Article 21 The right to interpret this system belongs to the office.
Jiangxi Biological Products Research Institute Co., Ltd.
employee rules
1. This Code is an important part of the company's rules and regulations and is a code of conduct that all employees must abide by.
2. The employee code must be carefully studied and implemented from the date of the employee's entry to maintain the company's reputation and image.
3. Employees should strive for the enterprise spirit of “diligence, honesty, truth-seeking and innovation”.
4. All employees should strive to create an atmosphere of “happy work, happy life, live a wonderful life” and work hard for the company's sustainable development.
5. Employees have rights
5.1 Employees have the rights conferred by national laws, regulations, rules and policies;
5.2 The right to enjoy the rights stipulated in the labor employment contract signed by the employee and the company;
5.3 Obtain the rights and working conditions for performing the duties;
5.4 Receive legal work remuneration and enjoy statutory and company-defined benefits;
5.5 Participate in vocational skills training and obtain labor safety and health protection;
5.6 Make recommendations on the management of any company's leadership and any department;
5.7 Have the right to receive salary increases, promotions, and rewards;
5.8 The penalties imposed on the company have the right to appeal to the general manager.
5.9 Not subject to company dismissal, resignation or punishment;
5.10 Resigned in accordance with the relevant regulations of the company.
6. Obligations of employees
6.1 Comply with the laws, regulations, rules and policies of the state; abide by the company's rules and regulations, management methods, and fight against violations of law and discipline;
6.2 Fully perform the duties of the work, complete the work tasks with quality and quantity;
6.3 Follow the principle of the company's interests, protect the company's property, and consciously maintain the company's reputation and image;
6.4 Obey management, implement leadership instructions, improve work skills; accept peer supervision;
6.5 Diligence and thrift, consciously reduce product costs and various expenses;
6.6 Dedicated to work, active and proactive, and suggestions for improving the company's operation and management;
6.7 Efforts to delve into professional skills, continuously improve their business level and ability, and actively participate in training and assessment;
6.8 Keep company secrets and do not engage in activities that conflict with the company or position.
6.9 Comply with the company's safety system to eliminate accidents;
7, employee code of conduct
7.1 Everyone should keep their mind, eyes, feet and hands fast, treat people with sincerity, be kind to others, work as fun, and regard the company as a harmonious family;
7.2 Politeness and etiquette: to lead, to make, respectful, and petition to the leader; to be modest, to say hello, to be kind and humbly to the colleagues; to be warm, welcoming, courteous, and harmonious to the guests;
7.3 The instrumentation is: full of energy, full of vitality, smiling, optimistic, dress clean, beautiful, elegant, elegant, elegant, free and easy;
7.4 Words and deeds should be polite, always do the word "please" and "thank you" without leaving your mouth. When accepting the help of others, I sincerely thank you for "thank you". When you are inconvenienced, don't forget to apologize "I'm sorry";
7.5 Create a harmonious working environment, learn from each other, help each other, improve together, carry forward team spirit and enhance company cohesion;
7.6 Unite and love, help each other in the same boat, get along with each other, listen and accept the opinions or suggestions of others, and actively correct them;
7.7 Caring for colleagues, being helpful, being open-minded and inclusive;
7.8 Develop good hygiene habits, not spitting, not littering confetti, sundries, and no smoking;
7.9 On time and off work; not late, early leave, absenteeism;
7.10 After receiving the call during working hours, it should be promptly connected, with a civilized language and a calm tone. Pick up a colleague's office phone, make the necessary records and convey them in time to avoid affecting normal work;
7.11 In the office or during working hours, do not eat snacks, do not smoke, do not chat, swear, play. Non-work needs, do not arbitrarily collude, do not talk about long and short, private discussion, do not participate in the spread of the news;
7.12 Working hours are not private, do not play mobile phones, do not go online to carry out activities unrelated to work;
7.13 Diligence and thrift is the traditional virtue of the Chinese nation, saving water and electricity;
7.14 If you do not use your position, you will receive gifts, tips and kickbacks from foreign gifts, and you will not be able to accept them.
7.15 If a criminal suspect is found to be suspicious, he should be vigilant and report immediately to the relevant leaders and company security;
7.16 Without the permission of the company, it is not allowed to act outside the company in the name of the company, doing things that are not conducive to the company.