咨詢項(xiàng)目匯報(bào)(英)課件

咨詢項(xiàng)目審核

Theitemchecksbeforeacceptance咨詢項(xiàng)目審核

Theitemchecksbefore1咨詢項(xiàng)目?jī)?nèi)容

ProgressofConsultingProject

崗位職責(zé)與工作標(biāo)準(zhǔn)梳理Jobdescriptions&workcriteria員工職業(yè)化規(guī)范OccupationalNorm薪酬福利體系設(shè)計(jì)Systemofsalary&benefits組織架構(gòu)與關(guān)鍵流程梳理Organization&keyflow培訓(xùn)體系設(shè)計(jì)Trainingsystem全面激勵(lì)系統(tǒng)設(shè)計(jì)Motivationsystem項(xiàng)目總結(jié)驗(yàn)收Theitemchecksbeforeacceptance績(jī)效管理系統(tǒng)Systemofmanagementbyperformance愿景及戰(zhàn)略梳理Vision&strategy管理權(quán)限表修改ManageLegalpowermodification制度整合Rationalization&formulationofregulations管理人員PDP測(cè)評(píng)解讀與管理改進(jìn)建議PDPreportandmanagementadvise咨詢項(xiàng)目?jī)?nèi)容

ProgressofConsulting21、愿景與戰(zhàn)略梳理Vision&strategy1.1愿景、使命和其它戰(zhàn)略要素Vision,MissionandStrategicFactors1.2戰(zhàn)略要素解析AnalysisofStrategicFactors1、愿景與戰(zhàn)略梳理Vision&strategy1.32、組織架構(gòu)與關(guān)鍵流程梳理Organization&keyflow

2、組織架構(gòu)與關(guān)鍵流程梳理Organizat4董事會(huì)BoardofDirectors總經(jīng)理ManagingDirector財(cái)務(wù)總監(jiān)CFO董事會(huì)監(jiān)察組InternalAudit銷售委員會(huì)SalesCommission內(nèi)審辦AuditOffice生產(chǎn)副總經(jīng)理DMD-production副總經(jīng)理DMD人力資源總助AMD-HR財(cái)務(wù)會(huì)計(jì)總助AMD–Fin.&Acc.營(yíng)銷物流總助AMD-marketing&sales,logistics技術(shù)總監(jiān)CTO廠長(zhǎng)FactoryManager2.1機(jī)構(gòu)圖采購(gòu)部Purchasingdept.總經(jīng)辦MDOffice物流部Logistic華北銷售部NorthernSalesDept.南寧銷售部NanningSalesDept.客戶服務(wù)部CustomerServiceDept.市場(chǎng)策劃部MarketingPlanningDept.會(huì)計(jì)部AccountingDept.財(cái)務(wù)部FinanciaDept.電腦部ComputerDept.人力資源管理部HRMDept.人力發(fā)展部HRDDept.管理體系發(fā)展部MSDDept.農(nóng)務(wù)部AgricultureDept.生產(chǎn)部ProductionDept.質(zhì)量管理中心QAcenter行政管理部Adm.Dept.人事辦公室PersonnelOffice董事會(huì)總經(jīng)理財(cái)務(wù)總監(jiān)CFO董事會(huì)監(jiān)察組銷售委員會(huì)內(nèi)審辦生產(chǎn)副52.2跨部門關(guān)鍵流程管理（共31個(gè)文件）

ControlofCross-departmentKeyFlow(31documents)

財(cái)務(wù)/審計(jì)/電腦Fin./Audit/Computer 4個(gè)采購(gòu)Purchasing 4個(gè)生產(chǎn)Production 5個(gè)銷售Sales 1個(gè)人事行政HR&Adm. 10個(gè)總經(jīng)辦MDOffice 6個(gè)2.2跨部門關(guān)鍵流程管理（共31個(gè)文件）63、崗位職責(zé)與工作標(biāo)準(zhǔn)梳理

Jobdescriptions&workcriteria3.1部門職能手冊(cè)

Department

Functions

Manual3.2職位說(shuō)明書（260份）

JobDescription(260copies)3、崗位職責(zé)與工作標(biāo)準(zhǔn)梳理

Jobdescri73.3集團(tuán)各部門職能范圍

Scopeofdepartments’functionsandpowers總經(jīng)辦MDOffice協(xié)助總經(jīng)理制定公司中長(zhǎng)期發(fā)展規(guī)劃，做好綜合管理、協(xié)調(diào)工作和日常事務(wù)的處理，包括：集團(tuán)公文起草，會(huì)議組織，工作協(xié)調(diào)，檔案和信印管理，法務(wù)處理，對(duì)外宣傳與品牌建設(shè)，公共關(guān)系管理和外事管理等工作。AssistMDwithframinglong-termandmedium-termdevelopmentplan,comprehensivemanagement,coordination,anddailyworkinclusiveofdocumentsdrafting,meetingorganization,fileandstampkeeping,legalaffairs,companyimagebuilding,publicrelationsandforeignaffairs.人力資源部HRDept.負(fù)責(zé)集團(tuán)總部的人力資源管理、行政、后勤及總部資產(chǎn)管理工作，協(xié)助各下屬公司的人力資源管理工作。ResponsibleforHRmanagement,administrationandheadofficeassetsmanagement.AssistgroupcompanieswithHRmanagement.人力發(fā)展部HRDevelopmentDept.負(fù)責(zé)建立集團(tuán)培訓(xùn)體系，制定與實(shí)施人力資源發(fā)展規(guī)劃和培訓(xùn)計(jì)劃，組織和管理培訓(xùn)工作。Responsibleforestablishmentoftrainingsystem,workingoutandcarryingoutplansofHRdevelopmentandtraining,organizationandmanagementoftrainings.3.3集團(tuán)各部門職能范圍

Scopeofdepartm8部門職能(續(xù))DepartmentFunctions(continuation)質(zhì)量體系部ISODept.負(fù)責(zé)集團(tuán)經(jīng)營(yíng)計(jì)劃擬定、管理規(guī)范化管理、質(zhì)量體系管理、管理改善、管理信息化建設(shè)、企業(yè)文化建設(shè)工作。Responsibleforworkingoutgrouprunningplan,managementstandardization,ISOmanagement,managementimprovement,informationsystemandbuildingofenterpriseculture.內(nèi)審辦InternalAuditOffice負(fù)責(zé)編制年度審計(jì)、監(jiān)察計(jì)劃，并實(shí)施；按照公司董事會(huì)要求，根據(jù)有關(guān)法律法規(guī)及公司制度，定期或不定期對(duì)集團(tuán)各單位、各部門及相關(guān)崗位任職人員開展審計(jì)、監(jiān)察活動(dòng)；協(xié)助管理體系部建立和完善公司采購(gòu)、營(yíng)銷、財(cái)務(wù)、管理等各方面的內(nèi)控制度或管理體系。Responsibleforworkingoutandcarryingoutannualauditplan;conductaudittovariousunits,departmentsandconcernedemployeesattherequestofboardofdirectorsandinaccordancewithrelatedlawsandcompanyrules;assistISODept.withestablishmentandimprovementofinternalcontrolregulationsormanagementsysteminrespectofpurchasing,sales,finance,managementetc.采購(gòu)部PurchasingDept.負(fù)責(zé)集團(tuán)總部及下屬公司物資的統(tǒng)一采購(gòu)。Responsibleformaterialsprocurementofbothheadofficeandgroupcompanies.部門職能(續(xù))DepartmentFunctions(9部門職能(續(xù))DepartmentFunctions(continuation)物流部LogisticsDept.負(fù)責(zé)將公司產(chǎn)品、副產(chǎn)品送達(dá)客戶，以及相關(guān)的產(chǎn)品倉(cāng)庫(kù)的管理工作。Responsiblefordeliveryofproduct/by-producttocustomersaswellasmanagementofproductwarehouse.市場(chǎng)營(yíng)銷部Sales&MarketingDept.負(fù)責(zé)全集團(tuán)市場(chǎng)策劃、開發(fā)和產(chǎn)品的銷售工作。Responsiblefor

marketingplan,marketdevelopmentandproductsales.財(cái)務(wù)部FinancialDept.負(fù)責(zé)公司財(cái)務(wù)收支的計(jì)劃、預(yù)算、控制、分析，對(duì)公司資金進(jìn)行統(tǒng)一管理；并對(duì)公司的經(jīng)濟(jì)活動(dòng)實(shí)行監(jiān)督；按照職能分工，管理好出納組、清貸組、理財(cái)組業(yè)務(wù)。Responsibleforplanning,budgeting,controllingandanalysisoffinancialincomeandexpenses;monitoringcompany’seconomicactivity;accordingtofunctionsdividing,managecashierteam,debts-clearingteamandtreasuryteam.會(huì)計(jì)部A/CDept.處理集團(tuán)總部的會(huì)計(jì)賬務(wù)，審核各公司的會(huì)計(jì)報(bào)表與資料，負(fù)責(zé)會(huì)計(jì)核算、固定資產(chǎn)管理、會(huì)計(jì)檔案管理等工作。Handletheaccountbooksofheadoffice,checktheaccountingreportanddata;responsibleforaccountingcomputation,fixedassetsmanagement,accountingfileskeepingandetc.部門職能(續(xù))DepartmentFunctions(10部門職能(續(xù))

DepartmentFunctions(continuation)工廠生產(chǎn)部FactoryProductionDept.編制工廠的生產(chǎn)、維修、技改、擴(kuò)建計(jì)劃，做好生產(chǎn)、維修、技改、擴(kuò)建、新技術(shù)、新工藝的應(yīng)用工作，確保安全生產(chǎn)和產(chǎn)品質(zhì)量。Workoutandcarryoutplansofproduction,repair&maintenance,modificationandexpansion;applynewtechnologyandprocessintoproduction;assuresafetyinproductionandproductquality.

工廠質(zhì)量管理中心FactoryQC負(fù)責(zé)質(zhì)量管理體系在工廠的推行；檢查、控制原材料、生產(chǎn)流程和終端產(chǎn)品的質(zhì)量，監(jiān)控生產(chǎn)過(guò)程工藝技術(shù)指標(biāo)。ResponsibleforpromotingtheoperationofISOsystemaroundfactories;checkandcontrolrawmaterials,productionprocessandfinished-productquality;monitortechnicalindexes.部門職能(續(xù))DepartmentFunctions(114.員工職業(yè)規(guī)范OccupationalNorm4.1員工職業(yè)行為規(guī)范手冊(cè)

ManualofOccupationalConductNormforStaffs

從2005年7月—10月對(duì)全集團(tuán)所有員工進(jìn)行了全員職業(yè)化培訓(xùn)

ConductedoccupationaltrainingforallstaffsofthegroupduringJulytoOctober2005.4.員工職業(yè)規(guī)范OccupationalNorm124.1-1員工職業(yè)行為規(guī)范手冊(cè)主要內(nèi)容

ContentsofOccupationalNormManual第一章總則第二章價(jià)值觀Chapter1GeneralprinciplesChapter2Value

第三章員工的勝任力第四章員工職業(yè)形象Chapter3Requirementsonstaffs’qualityChapter4Occupationalimage第五章公司工作禮儀第六章員工職務(wù)準(zhǔn)則Chapter5WorkingetiquetteChapter6Positionguideline第七章時(shí)間管理第八章溝通與交流Chapter7TimemanagementChapter8Communication

第九章接受工作委派第十章工作請(qǐng)示Chapter9AssignmentundertakingChapter10Request

第十一章工作匯報(bào)第十二章反饋Chapter11ReportChapter12Feedback

第十三章會(huì)議第十四章客戶服務(wù)Chapter13MeetingChapter14Customerservice

第十五章團(tuán)隊(duì)合作第十六章內(nèi)部人際關(guān)系協(xié)調(diào)Chapter14TeamworkChapter16Coordinationofinterpersonalrelations第十七章情緒管理第十八章影響力的運(yùn)用Chapter17EmotionmanagementChapter18Applicationofinfluentialpower

第十九章沖突的處理第二十章突發(fā)事情的處理Chapter19ConflicthandlingChapter20Emergencyhandling

4.1-1員工職業(yè)行為規(guī)范手冊(cè)主要內(nèi)容

Co134.2管理人員職業(yè)行為規(guī)范手冊(cè)

ManualofOccupationalConductNormforManagerialStaffs

第一章總則第二章管理勝任力Chapter1GeneralprinciplesChapter2Requirementsonmanagingability第三章管理人員的職業(yè)素養(yǎng)第四章角色扮演

Chapter3OccupationalqualityChapter4Rolesofmanagerialstaffs

第五章授權(quán)與委派工作第六章員工培養(yǎng)與輔導(dǎo)

Chapter5Authorization&assignmentChapter6Traininganddirectionforstaffs

第七章績(jī)效評(píng)估第八章離職談話Chapter7PerformanceevaluationChapter8Resignationtalk

4.2管理人員職業(yè)行為規(guī)范手冊(cè)

ManualofOccu145、績(jī)效管理系統(tǒng)

Systemofmanagementbyperformance5.1績(jī)效管理手冊(cè)

ManualofManagementbyPerformance5、績(jī)效管理系統(tǒng)

Systemofmana155.2考核方法EvaluationMethod

管理人員Managerialstaff科室人員Officeclerk操作人員Operator方法Way周期Period方法Way周期Period方法Way周期Period業(yè)績(jī)performance所負(fù)責(zé)部門KPIResponsibleDept.月、半年Month,halfayear工作日志Record每天記錄/每月評(píng)分Dailyrecord/monthlyscore生產(chǎn)期Productionduration維修期Maintenanceduration

每日記錄Dailyrecord每天工作安排Dailyschedule每月Monthly態(tài)度Attitude主管評(píng)定Scoredbydirector月、半年Month,halfayear主管評(píng)定Scoredbydirector月、半年Month,halfayear主管Director月、半年Monthly,halfayear同事Colleague半年Halfayear能力Ability半年Halfayear半年Halfayear主管Director半年Halfayear綜合Comprehensive業(yè)績(jī)+態(tài)度+能力Performance+attitude+ability半年、年Halfayear,ayear月度考核+能力Monthlyevaluation+ability半年、年Halfayear,ayear月度考核+能力Monthlyevaluation+ability半年、年Halfayear,ayear5.2考核方法EvaluationMethod管理人165.3考核比例分布EvaluationResultProportion

考核成績(jī)等級(jí)Result所點(diǎn)比例Proportion備注RemarkA+（優(yōu)秀Excellent）5%出色。工作業(yè)績(jī)突出，態(tài)度表現(xiàn)特別好，足為楷模。能力超過(guò)現(xiàn)職標(biāo)準(zhǔn)，可承擔(dān)更高更復(fù)雜的工作任務(wù)，具有卓越才干，大部分工作超額完成任務(wù)。Beamodelwithoutstandingperformanceandattitudeandgreatabilityexceedingtherequirementsonpresentposition.Mostjobscanbedonemuchbetterthanexpectation.Beabletoundertakemorechallengingandcomplicatedtasks.A（優(yōu)良Good）15%滿意，工作態(tài)度表現(xiàn)好，能力滿足現(xiàn)職要求，責(zé)任目標(biāo)全部達(dá)成，部分工作超額完成任務(wù)。Satisfyingwithquitegoodattitude;meettherequirementsonpresentposition;achievealltasksandpartiallyexceedexpectation.B（合格Qualified）65%稱職，工作態(tài)度表現(xiàn)較好，能力達(dá)到現(xiàn)職要求，責(zé)任目標(biāo)全部達(dá)成。Qualifiedwithgoodattitude;meettherequirementsonpresentposition;achievealltasks.C（基本合格Ok）10%基本稱職、需要注意，工作態(tài)度表現(xiàn)較一般，基本上能完成現(xiàn)職工作任務(wù)。Basicallyqualified;attitudeisOKandachievetasksatpresentpositionbasically.D（后進(jìn)Improvement-needed）5%績(jī)效考核成績(jī)靠后，工作態(tài)度表現(xiàn)較差/在現(xiàn)職所要求的必備能力方面欠缺，能力素質(zhì)不能完全達(dá)到崗位任職要求/不能完成現(xiàn)職部分工作任務(wù)。Gotlowerscoreduetobadperformanceandlessabilityforpresentposition;cannotachievealltasksrequiredbypresentposition.E（不合格Unqualified）不受比例限制Unlimited績(jī)效考核不合格，工作態(tài)度、工作紀(jì)律表現(xiàn)差/能力素質(zhì)達(dá)不到崗位任職要求/不能完成本職工作。Failintheevaluationduetopoorattitude,performanceandlessabilityforpresentposition.5.3考核比例分布EvaluationResultPr175.4考核結(jié)果應(yīng)用

ApplicationofEvaluationResult

項(xiàng)目Item考核結(jié)果表示方法Resultrepresentation考核結(jié)果應(yīng)用Resultapplication業(yè)績(jī)Performance實(shí)際得分Actualscore績(jī)效工資分配Performancesalarydistribution綜合(業(yè)績(jī)+態(tài)度+能力)Comprehensive(performance+attitude+ability)排序強(qiáng)制分布Forciblesortdistribution薪酬分配、職務(wù)職級(jí)管理、員工調(diào)配、培訓(xùn)開發(fā)、人力資源規(guī)劃與體系改善、人事政策調(diào)整的基礎(chǔ)Salarydistribution,position/levelmanagement,manpowerplan,trainingdevelopment,HRplanning&systemimprovement,baseofHRadjustment5.4考核結(jié)果應(yīng)用ApplicationofEvalu186、薪酬福利體系設(shè)計(jì)

Systemofsalary&benefits6.1薪酬管理手冊(cè)ManualofPaySystemManagement6.2工資分配細(xì)則RulesofSalaryDistribution6.3職務(wù)管理手冊(cè)ManualofJobManagement6、薪酬福利體系設(shè)計(jì)Systemofsalary&196.4薪酬構(gòu)成

SalaryStructure

崗位工資Positionsalary績(jī)效工資Performancesalary加班工資OTpay福利Benefits定義Definition崗位工資”是根據(jù)職位評(píng)價(jià)所確定的每個(gè)員工薪級(jí)和薪檔的工資標(biāo)準(zhǔn)Basedonpositionlevel績(jī)效工資”是根據(jù)公司效益和及個(gè)人考核成績(jī)確定的員工浮動(dòng)收入部分。Basedoncompanyeconomicbenefitsandpersonalevaluationresult員工按照公司要求在法定節(jié)日、休息日或延長(zhǎng)工作時(shí)間進(jìn)行工作的，由公司按照《勞動(dòng)法》等有關(guān)規(guī)定支付加班工資。Overtimeduringlegalholiday,restdayorextendingworkingtime根據(jù)國(guó)家及公司相關(guān)規(guī)定提取和使用福利費(fèi)。Basedonlawsandrules分配辦法Distribution崗位工資根據(jù)員工考勤、工作任務(wù)完成情況每月考核發(fā)放。實(shí)發(fā)崗位工資=標(biāo)準(zhǔn)崗位工資－應(yīng)扣、代繳部分Positionsalaryactual=standard–withholding年終效益績(jī)效工資發(fā)放的主要依據(jù)本部門及個(gè)人業(yè)績(jī)考核結(jié)果發(fā)放?？?jī)效工資=本部門基數(shù)×個(gè)人考核得分

Performancesalary=departmentbasexpersonalevaluationscore員工加班工資=崗位對(duì)應(yīng)的加班工資基數(shù)×國(guó)家規(guī)定的比例×加班天數(shù)。OT=positionOTbasexlegalratioxOTdays現(xiàn)金部份按月與工資一起發(fā)放Cashispaidwithsalarymonthly發(fā)放時(shí)間Distributiontime按月發(fā)放Monthly每個(gè)榨季分兩次發(fā)放：第一次在開榨一個(gè)月內(nèi)，第二次在春節(jié)前1sttime:withinonemonthsincecrushingopens;2ndtime:beforeSpringFestival當(dāng)月加班費(fèi)在下月工資中一并發(fā)放Payinnextmonth’ssalary按月發(fā)放Monthly6.4薪酬構(gòu)成SalaryStructure崗位工資206.5薪酬調(diào)整SalaryAdjustment

普調(diào)Normaladjustment個(gè)別調(diào)整Specialadjustment調(diào)整原因Reason（1）公司經(jīng)濟(jì)效益和支付能力提升或下滑，需要整體提高或降低全公司員工的收入；Basedoncompanyeconomicbenefitsandpaymentability（2）為了使本公司的薪酬水平與市場(chǎng)水平相適應(yīng)；Tomakecompanysalarysystemmatchmarketlevel（3）根據(jù)發(fā)展戰(zhàn)略調(diào)整，需要改變公司的薪酬策略。Dependentuponcompanydevelopmentstrategy（1）員工崗位調(diào)整；Positionadjustment（2）員工職責(zé)發(fā)生調(diào)整并將長(zhǎng)期不變；Responsibilityadjustmentwithoutchangeinalongperiod（3）根據(jù)績(jī)效考核結(jié)果進(jìn)行調(diào)整；Changeofevaluationresult（4）根據(jù)有關(guān)獎(jiǎng)懲條例進(jìn)行調(diào)整；Basedonrelatedawardingorpunishingrules（5）根據(jù)員工的能力提升進(jìn)行調(diào)整；Dependentontheimprovementofemployee’sability（6）獲得獎(jiǎng)勵(lì)或榮譽(yù)；Beawardedorhonored（7）特殊原因需要調(diào)整崗位工資時(shí)。Inspecialcaseneedtoadjustpositionsalary調(diào)整方法Method（1）按照原崗位工資的一定百分比進(jìn)行調(diào)整；Accordingtoacertainpercentageoforiginalpositionsalary（2）在原崗位工資基礎(chǔ)上上調(diào)或者下調(diào)一定的薪檔；Adjustupwardordownwardonbasisoforiginalpositionsalary（3）崗位調(diào)配后按照薪酬等級(jí)就近原則進(jìn)行調(diào)整。Withpositionadjustment,relatedsalaryshallbeadjustedtotheclosestlevelaccordingly6.5薪酬調(diào)整SalaryAdjustment216.6特殊工資/生活費(fèi)/補(bǔ)貼

Specialsalary/livingexpense/allowance

工傷Industrialinjury病假Sickleaves工資/津貼/生活費(fèi)Salary/allowance/livingexpenses工傷津貼按職工本人受傷前12個(gè)月內(nèi)平均工資收入的標(biāo)準(zhǔn)發(fā)放。在市級(jí)勞動(dòng)能力鑒定委員會(huì)未作出確認(rèn)前，從第13個(gè)月開始按原工傷津貼標(biāo)準(zhǔn)75%支付，待市級(jí)勞動(dòng)能力鑒定委員會(huì)確認(rèn)后，若低于標(biāo)準(zhǔn)的，按標(biāo)準(zhǔn)補(bǔ)足；若高于標(biāo)準(zhǔn)的，不再扣回，從確認(rèn)之日起，按《工傷保險(xiǎn)條例》標(biāo)準(zhǔn)執(zhí)行。Accordingtotheaveragesalarywithin12monthsbeforeindustrialinjury,fromthe13thmonthforth,payasper75%oforiginalindustrialinjuryallowanceuntiltheinjurylevelisconfirmedbylaborcapabilityappraisalcommittee,andthencarryoutthe“IndustrialInjuryInsuranceRegulations”.

員工在法定醫(yī)療期內(nèi)病假工資在扣繳國(guó)家規(guī)定的法定社會(huì)保險(xiǎn)費(fèi)用（含住房公積金）后不低于當(dāng)?shù)刈畹凸べY的80%。Thesalaryindurationoflegalsickleavesshouldnotbelowerthan80%oflocalminimumsalaryafterwithholdingregulatedsocialinsuranceexpenses(incl.housingfund).績(jī)效工資Performancesalary醫(yī)療期內(nèi)可以享受績(jī)效工資Performancesalarycanbepaidduringsickleaves.績(jī)效工資按實(shí)際出勤天數(shù)及考核情況計(jì)發(fā)，月病假超過(guò)5天（含5天）不計(jì)發(fā)當(dāng)月榨季年度績(jī)效工資。Performancesalaryshouldbepaidaccordingtoactualwork-attendancedaysandevaluationresult;ifmonthlysickleavesover5days(incl.5days),theperformancesalaryofcurrentmonthwillnotbepaid.6.6特殊工資/生活費(fèi)/補(bǔ)貼

Specialsalary22特殊工資/生活費(fèi)/補(bǔ)貼(續(xù))

Specialsalary/livingexpense/allowance(continuation)待崗Suspended產(chǎn)假/計(jì)生假Birthleaves事假Privateaffairleaves曠工Leavewithoutapplicationorgoodreason員工待崗期間，停發(fā)其全部工資，發(fā)給生活費(fèi)，其標(biāo)準(zhǔn)在扣繳國(guó)家規(guī)定的法定社會(huì)保險(xiǎn)費(fèi)用（含住房公積金）后280元/月。StopgivingsalaryduringthisperiodbutallocatelivingexpenseinaccordancewithRMB280/Mon.afterwithholdinglegalsocialinsurance(incl.housingfund).按《計(jì)劃生育條例》執(zhí)行Carryout“BirthControlRegulations”.員工事假期間不發(fā)工資Donotallocatesalaryduringthisperiod.曠工期間不發(fā)工資Donotallocatesalaryduringthisperiod.待崗期間不享受績(jī)效工資Donotgetperformancesalaryduringthisperiod.不受影響Noeffect年度累計(jì)3天以內(nèi)全發(fā)；3天后，每多一天扣減榨季年度績(jī)效工資總額的10%計(jì)發(fā)，直至績(jī)效工資總額扣完為止。Getallsalaryifthiskindofleavewithin3daysinayear;butover3days,everyonedaymore,theperformancesalarywillbedeductedby10%ofthetotaluntilallisdeducted.累計(jì)1天以內(nèi),績(jī)效工資按50%計(jì)發(fā)；1天以上，不發(fā)績(jī)效工。Ifthiskindofleavewithinonedayinayear,theperformancesalarywillbepaid50%;overoneday,noperformancesalarywillbepaid.特殊工資/生活費(fèi)/補(bǔ)貼(續(xù))

Specialsalary236.7加班工資Overtime

級(jí)別Level日加班工資基數(shù)（元/天）OTbase(RMB/Day)備注Remarks經(jīng)理級(jí)Manager37經(jīng)理級(jí)人員日常延時(shí)工作的，不計(jì)加班工資，而雙休日加班，計(jì)算加班工資必須同時(shí)符合以下兩個(gè)條件：（1）榨季值班，或遇突發(fā)事件需要處理，或按上級(jí)領(lǐng)導(dǎo)要求完成臨時(shí)性工作任務(wù)：（2）當(dāng)日加班時(shí)間在4小時(shí)及以上。廠長(zhǎng)級(jí)以上管理人員加班工資已包含在崗位工資中。

Ifthemanagerextendsworkingtimeatworkingdays,he/shewillnotgetovertimepay;andincaseovertimeonSaturday/Sunday,thepaymustbebasedonfollowingconditions:①ondutyincrushingseason,ordealwithemergencyorundertaketemporarily-assignedtasks;②overtimeshalllast4hoursorlongeratthatday.Managerialstaffs’(factorymanagerorabove)overtimepayhasbeenincludedinpositionsalary.六級(jí)以上Level6orabove34五級(jí)Level531四級(jí)Level428三級(jí)Level326二級(jí)Level224一級(jí)Level1226.7加班工資Overtime級(jí)別Level日加班工資24

6.8職務(wù)管理PositionManagement

6.8.1職務(wù)序列Positionorder管理序列Management技術(shù)序列Technical操作（服務(wù)）序列Operation(service)指公司班長(zhǎng)職務(wù)以上有人員管理責(zé)任的崗位；共劃分為總經(jīng)理、副總經(jīng)理/總監(jiān)、總經(jīng)理助理/廠長(zhǎng)、總經(jīng)理助理/資深經(jīng)理、部門經(jīng)理/主任、(車間)主任、科長(zhǎng)/工段長(zhǎng)、班組長(zhǎng)共8個(gè)職級(jí)；除總經(jīng)理外，其余每個(gè)職等再劃分為若干職檔。Refertothepositionswithresponsibilityofpersonnelmanagement(shiftleaderorabove):MD,DMD/ChiefOfficer,AMD/FM,AMD/SeniorManager,Dept.Manager/Chief,(Plant)Chief,SectionHead/UnitLeader,Shift/TeamLeader.ExceptMD,theotherpositionswillbeclassifiedintodifferentlevels.

以專業(yè)技術(shù)、專業(yè)服務(wù)、市場(chǎng)開發(fā)銷售、客戶服務(wù)為主的崗位；專業(yè)技術(shù)劃為工程師（高級(jí)技師）、主管工程師、資深工程師、專家、資深專家，從四級(jí)至十級(jí)，共7個(gè)職級(jí)，每一職級(jí)再劃分為若干職檔；專業(yè)服務(wù)、市場(chǎng)開發(fā)銷售、客戶服務(wù)劃為四至九級(jí)科員，共6個(gè)職級(jí)，每一職級(jí)再劃分為若干職檔。Refertothepositionswithprofessionaltechnology,professionalservice,marketdevelopmentandsales,customerservice.Regardingtechnology,itisclassifiedintoengineer(seniortechnician),chiefengineer,seniorengineer,expert,seniorexpert(totally7levelsfromlevel4to10,everylevelisclassifiedintodifferentranks).Asforotherpositionsmentionedabove,theyareclassifiedfromlevel4to9,andeverylevelisalsoclassifiedintodifferentranks.生產(chǎn)線操作、農(nóng)務(wù)管理的工作員、質(zhì)量控制工作員、行政后勤服務(wù)崗位，共劃為初級(jí)工、中級(jí)工、高級(jí)工、技師，從一至四級(jí)，共4個(gè)職級(jí)，每一職級(jí)再劃分為若干職檔。Productionlineoperators,agriculturalemployees,QCemployeesandadministrativeservicepositionsaredividedintojunior,medium-level,seniorandtechnician(everylevelisclassifiedintodifferentranks).6.8職務(wù)管理Position256.8.2職務(wù)調(diào)整PositionAdjustment

1、公司員工職務(wù)晉升的通道一般按職務(wù)序列表執(zhí)行，技術(shù)類和操作（服務(wù)）類的員工可以晉升到管理序列的崗位。員工職務(wù)提升堅(jiān)持逐級(jí)提拔的原則，特別優(yōu)秀的員工可破格提升，但一般不應(yīng)超過(guò)兩個(gè)級(jí)差；員工不屬犯嚴(yán)重錯(cuò)誤降級(jí)的，降級(jí)一般不應(yīng)超過(guò)兩個(gè)級(jí)差。

Normallyemployees’promotionwillfollowthepositionorder,andtheemployeesbelongingtotechnicalandoperation(service)partscanbepromotedtomanagementpart.Insistuponthepromotionprincipleoflevel-by-level,butthepromotionofparticularlyexcellentemployeecanbreaktheruleandcrossnomorethantwolevels;ifemployeesarenotreducedtolowerranksduetoseriousmistake,thedemotionshouldnotbeovertwolevels.6.8.2職務(wù)調(diào)整PositionAdjustment26職務(wù)調(diào)整(續(xù))PositionAdjustment(continuation)2、員工職務(wù)晉升必須與員工績(jī)效考核相結(jié)合。員工獲得職務(wù)晉升的必要條件是：①在本公司原工作崗位至少工作一年以上②近兩個(gè)(半)年度的考核等級(jí)均在A等以上

Thepromotionhastoberelatedwithperformanceevaluation.Necessaryconditionsforpromotionare:

①Stayattheoriginalpositioninthecompanyforatleastoneyear

②Evaluationofrecent2years(halfayear)arescoredAorabove職務(wù)調(diào)整(續(xù))PositionAdjustment(c276.8.3跨級(jí)調(diào)整Cross-leveladjustment層次Level1-6級(jí)Level1-67-9級(jí)Level7–910級(jí)以上Abovelevel10調(diào)整辦法Adjustingmethod一次到位Inonestep先上調(diào)一級(jí)，經(jīng)過(guò)一年考核合格后才調(diào)整到應(yīng)有薪級(jí)Promotebyonelevelfirstandthenadjustthesalarylevelifqualifiedthroughone-yearevaluation先上調(diào)一級(jí)，經(jīng)過(guò)兩年考核合格后才調(diào)整到應(yīng)有薪級(jí)Promotebyonelevelfirstandthenadjustthesalarylevelifqualifiedthroughtwo-yearevaluation6.8.3跨級(jí)調(diào)整Cross-leveladjustme287、培訓(xùn)體系設(shè)Trainingsystem7.1員工培訓(xùn)管理手冊(cè)

ManualofStaffsTrainingManagement

7.2培訓(xùn)工作表單

TrainingForms

7.3培訓(xùn)師資管理辦法

RegulationofTrainingTeachersManagement7、培訓(xùn)體系設(shè)Trainingsystem7.1員工培298、全面激勵(lì)系統(tǒng)設(shè)計(jì)Motivationsystem

8.1全面激勵(lì)制度ComprehensiveMotivationSystem集團(tuán)Group集體Collective最佳效益獎(jiǎng)Bestbenefit產(chǎn)品質(zhì)量獎(jiǎng)Productquality合理化建議獎(jiǎng)Rationalizationproposal個(gè)人Personal十佳員工Best10employees

工廠Factory集體Collective先進(jìn)部門Advanceddepartment合理化建議獎(jiǎng)Rationalizationproposal個(gè)人Personal優(yōu)秀員工Excellentemployees8、全面激勵(lì)系統(tǒng)設(shè)計(jì)Motivationsystem

308.2激勵(lì)辦法MotivationSystem1、發(fā)放獎(jiǎng)金B(yǎng)onusallocation

2、薪級(jí)晉升Salaryincrease

3、培訓(xùn)發(fā)展Training

4、旅游考察Travelforvisit8.2激勵(lì)辦法MotivationSystem1、發(fā)放獎(jiǎng)319、制度整合

Rationalization&formulationofregulations9.1勞動(dòng)人事管理制度

RegulationofLabor&PersonnelManagement

9、制度整合

Rationalization329.2《勞動(dòng)人事制度》主要內(nèi)容

ContentsofLabor&PersonnelManagementRegulations

第1章 總則GeneralPrinciple第2章 公司人力資源政策HRPolicies第3章 崗位管理PositionManagement

第4章 員工聘用LaborEmployment

第5章 員工培訓(xùn)EmployeeTraining

第6章員工績(jī)效管理PerformanceManagement

第7章 員工工資福利Pay&BenefitsSystem

第8章 員工考勤管理WorkAttendanceManagement第9章 工作時(shí)間與休假WorkingHours&Holiday

第10章 員工請(qǐng)假Leaves第11章員工獎(jiǎng)懲Awards&Punishment

第12章勞動(dòng)合同管理LaborContractManagement

第13章員工離職管理LeaveofOfficeManagement

第14章員工退休Retirement9.2《勞動(dòng)人事制度》主要內(nèi)容

ContentsofL339.2.1公司人力資源政策HRPolicies1、全員實(shí)行勞動(dòng)合同制；Laborcontractsystem

2、“以人為本”的用人理念；實(shí)行“人性化管理”；員工是公司最有價(jià)值的資產(chǎn)；Humandignity:employeesarethemostvaluableassetsofthecompany3、在合適的崗位上使用合適的人才。員工勝任力：

Rightpersonforrightposition:

①成功導(dǎo)向Success-guided；②系統(tǒng)性思維Systematicthinking；③全局觀念Overallpointofview；④服務(wù)導(dǎo)向Service-guided；⑤積極主動(dòng)Active；⑥奉獻(xiàn)精神Contribution9.2.1公司人力資源政策HRPolicies1、全員實(shí)349.2.2代刷卡處罰

Punishmentonworkattendancecheckforothers第一次1sttime

第二次2ndtime第三次3rdtime當(dāng)事人雙方書面警告50元/次Paperwarningforbothpartiesconcerned,RMB50/time

記過(guò)處分100元/次年度考核為EGig,RMB100/time;annualevaluationscoredE記大過(guò)處分解除勞動(dòng)合同Laborcontracttermination

9.2.2代刷卡處罰

Punishmentonwor359.2.3工作時(shí)間與休假

Workinghours&holiday

1、工作時(shí)間Workinghours員工平均每周工作40小時(shí)，平均每天工作時(shí)間不超過(guò)8小時(shí)。部分崗位的員工實(shí)行綜合計(jì)時(shí)工作制，有些崗位的員工實(shí)行不定時(shí)工作制Workfor40hoursaveragelyaweekandnotmorethan8hoursaday.Forsomespecialpositions,usecomprehensivecalculationofworkinghours;andforsomeothers,adoptnon-timingsystem.２、年休假Annualholidays

工廠員工年休假由各廠根據(jù)工作安排統(tǒng)一休假；總部員工年休假應(yīng)在本榨季內(nèi)根據(jù)員工申請(qǐng)，部門統(tǒng)籌安排休假；Factorywillarrangeforitsemployeesannualholiday;Headofficeemployeesmayenjoyannualholidaywithapproval.３、取消探親假Homeleave４、其它假期按國(guó)家規(guī)定執(zhí)行Otherkindsofleavesareinaccordancewithstateregulations.

9.2.3工作時(shí)間與休假Workinghours&h369.2.4病假管理SickLeaveManagement醫(yī)院證明Hospitalproof1天1day2天—10天2–10days11天—15天11–15days16天以上Over16days住院Beinhospital不用醫(yī)院證明Norequest鄉(xiāng)鎮(zhèn)級(jí)醫(yī)院Village/town-levelhospital縣級(jí)醫(yī)院County-levelhospital市及以上級(jí)醫(yī)院City/above-levelhospital不受此限制Nolimit批準(zhǔn)權(quán)限Approvalauthority

2天以下Lessthan2days3天以下lessthan3days5天以下Lessthan5days7天以上Morethan7days15天以上Morethan15days經(jīng)理及以上管理人員Managerorabove

直接領(lǐng)導(dǎo)Directleader更上級(jí)領(lǐng)導(dǎo)Seniorleader總經(jīng)理MD

經(jīng)理級(jí)以下員工Belowmanager工段長(zhǎng)/科長(zhǎng)Unitleader/Sectionhead主任Chief經(jīng)理Manager主管/廠長(zhǎng)Director/FM主管副總經(jīng)理DMD銷假Leavecancel憑醫(yī)院相關(guān)費(fèi)用發(fā)票銷假，一個(gè)月以上長(zhǎng)病假還需醫(yī)院痊愈證明。Canceltheleavebyshowingrelatedinvoiceofhospital;asforthelongleaveoveronemonth,needrecoveryproofissuedbythehospital.9.2.4病假管理SickLeaveManagemen379.2.5其他假管理OtherLeavesManagement事假批準(zhǔn)權(quán)限Approvalauthority

2天以下Lessthan2days3天以下Lessthan3days5天以下Lessthan5days7天以上Morethan7days10天以上Morethan10days經(jīng)理及以上管理人員Managerorabove直接領(lǐng)導(dǎo)Directleader更上級(jí)領(lǐng)導(dǎo)Seniorleader總經(jīng)理MD總經(jīng)理MD經(jīng)理級(jí)以下員工Belowmanager主任Chief經(jīng)理Manager主管/廠長(zhǎng)Director/FM主管副總經(jīng)理DMD總經(jīng)理MD其它假Otherleaves員工請(qǐng)婚假、產(chǎn)假、喪假、公休假等國(guó)家規(guī)定的休假，由部門經(jīng)理批準(zhǔn)Employees’applicationformarriageleaves,birthleaves,funeralleavesandannualholidayshallbeapprovedbydepartmentmanager.9.2.5其他假管理OtherLeavesManag38

9.2.6員工獎(jiǎng)懲Award&Punishment

口頭表?yè)P(yáng)Oralcommendation通報(bào)表?yè)P(yáng)Circulationofcommendation記功Meritrecord記大功Recordofgreatmerit由經(jīng)理會(huì)議討論決定Resolutionmadebymanagermeeting由廠長(zhǎng)辦公會(huì)討論決定ResolutionmadebyFMOfficialMeeting員工的記功決定，報(bào)生產(chǎn)副總經(jīng)理核準(zhǔn)簽發(fā)；部門經(jīng)理及以上管理人員的記功決定，總經(jīng)理簽發(fā)。Forordinaryemployees,DMD-productioncanapprove;formanagerorabove,MDwillapprove.總經(jīng)理辦公會(huì)討論決定，總經(jīng)理簽發(fā)。ResolutionmadebyMDOfficialMeeting,andsignedbyMD月度考核時(shí)加1—5分Add1–5pointsinmonthlyevaluation月度考核加5-10分Add5–10pointsinmonthlyevaluation由公司一次性給予獎(jiǎng)勵(lì)現(xiàn)金200—500元；年度考核加1-5分；AwardRMB200–300incash;add1–5pointsinannualevaluation由公司一次性給予獎(jiǎng)勵(lì)現(xiàn)金500—1000元；符合職務(wù)晉升條件的，公司將優(yōu)先給予職務(wù)晉升機(jī)會(huì)，或晉升一級(jí)工資；年度考核加5-10分；AwardRMB500–1,000incash;giveprioritytopromoteincasemeetrelatedrequirements;add5–10pointsinannualevaluation榨季內(nèi)三次口頭表?yè)P(yáng)相當(dāng)于一次通報(bào)表?yè)P(yáng)；三次通報(bào)表?yè)P(yáng)相當(dāng)于一次記功，三次記功相當(dāng)于一次記大功3timesoralcommendationin-seasonequalto1timecirculationofcommendation;3timescirculationofcommendationequalto1timemeritrecord;and3timesmeritrecordequalto1timerecordofgreatmerit.9.2.6員工獎(jiǎng)懲Award&Punishm399.2.7員工處罰Punishment

口頭警告Oralwarning書面警告Paperwarning記過(guò)Demeritrecord記大過(guò)Recordofseriousdemerit由經(jīng)理會(huì)議或同級(jí)別工作檢查小組討論決定Resolutionmadebymanagermeetingormeetingatthesamelevel一般員工由部門經(jīng)理或同級(jí)別工作檢查小組討論決定；部門經(jīng)理以下的管理人員由廠長(zhǎng)簽發(fā)；部門經(jīng)理及以上管理人員由總經(jīng)理簽發(fā)。Forordinaryemployee,departmentmanagerorworkteamatthesamelevelcandecide;formanagerialstaffbelowmanagerlevel,factorymanagercansign;andformanagerlevelorabove,MDwillissuerelateddocument.一般員工由廠長(zhǎng)核發(fā)；部門經(jīng)理以下的管理人員由生產(chǎn)副總經(jīng)理核準(zhǔn)發(fā)；部門經(jīng)理及以上管理人員由總經(jīng)理簽發(fā)。Forordinaryemployee,factorymanagerwillsign;formanagerialstaffbelowmanagerlevel,DMD-productioncansign;andformanagerlevelorabove,MDwillsign.記大功決定由總經(jīng)理簽發(fā)。ResolutionsignedbyMD每次扣減月考核成績(jī)5—25分，經(jīng)濟(jì)處罰20元—100元，造成損失的，應(yīng)賠償損失；Deduct5–25pointsinmonthlyevaluation;fineRMB20-100;ifcausingloss,itshouldbecompensated.每次扣減月考核成績(jī)25—50分，經(jīng)濟(jì)處罰50元—200元；造成損失的，應(yīng)賠償損失；Deduct25–50pointsinmonthlyevaluation;fineRMB50-200;ifcausingloss,itshouldbecompensated.給予員工待崗、降級(jí)處理、并且年度考核成績(jī)?yōu)镋。造成經(jīng)濟(jì)損失的，需賠償公司的損失，并按損失的20—100%處罰。Tobesuspendedordemoted,andscoredEinannualevaluation.Foranyeconomicloss,itshouldbecompensated;andfinedby20–100%oftheloss.公司將依據(jù)《勞動(dòng)法》解除勞動(dòng)合同Laborcontracttermination榨季內(nèi)三次口頭警告相當(dāng)于一次書面警告；二次書面警告相當(dāng)于一次記過(guò)，二次記過(guò)相當(dāng)于一次記大過(guò)；Inseason3timesoralwarningequalto1timepaperwarning;2timespaperwarningequalto1timedemeritrecord;2timesdemeritrecordequalto1timerecordofseriousdemerit9.2.7員工處罰Punishment口頭警告Ora409.2.8勞動(dòng)合同管理LaborContractManagement

勞動(dòng)合同期限一般為三年，崗位聘任協(xié)議一年一簽。高級(jí)人才引進(jìn)可根據(jù)工作需要確定勞動(dòng)合同的期限；

Normallythetimeframeforlaborcontractis3years,andthepositionemploymentagreementshallbesignedonceayear.Asfortheintroductionofseniortalents,timelimitforthelaborcontractcanbeconfirmedaccordingtothejobrequirements.9.2.8勞動(dòng)合同管理LaborContractMan419.3行政管理制度RegulationofAdministrativeManagement9.3行政管理制度429.3.1住宿費(fèi)AccommodationExpense項(xiàng)目Item住宿報(bào)銷Reimbursement直轄市、省會(huì)城市、計(jì)劃單列市、沿海開放城市MunicipalitydirectlyundertheCentralGovernment,capitalcity,coastalopencity其它城市Othercities縣、鄉(xiāng)鎮(zhèn)、工廠