培训管理程序WORD版

TRAINING AND QUALIFICATION培训和资格1. Purpose 目的This procedure describes the process for training and qualification requirements for personnel activities affecting quality, health and safety and environment.该程序文件规定了对产品质量、职业健康和安全以及环境有关人员的培训过程以及资格要求。2. Responsibilities 职责The Department Manager is responsible for identifying training need with the staff, HR department Is responsible for gather the training requirement to identifying the specific training need with the job description, ensure the qualification of the employee. 部门经理与员工确认培训需求，人力资源部负责识别特定的培训需求并确保员工具有能完成本职工作的资格。The Human Resource Department is responsible for the organizing, planning and realization of training, and evaluating the overall effectiveness of the training program.人力资源部负责培训的组织、计划以及实施，并评估培训的有效性。Training teacher should be arranged by HR Department.培训师由人力资源部选择指派。3. Process reference 过程参考ISO/TS 16949: Section 章节 6.2Quality Manual 质量手册: SP014. Terms and definitions 术语和定义-5. Procedure 程序5.1 Identify training needs识别培训需求A need for training can arise from the balancing of current and future requirements on the one side and worker ability and knowledge on the other. The need for training shall be systematically checked by the department manager when workers take up new positions or are transferred. Training of all employees shall be in tailored to specific customer requirements.培训需求起源于现在和将来的工作需要及员工的能力和知识。当员工从事新岗位或转岗时，培训需求由部门经理结合岗位要求识别。所有员工的培训将倾向于满足顾客特定的要求。HR department extract raining requirement from the employee annual appraisal, and identify the training item and type through the job matrix and JD.另外，人力资源部根据每年年底的员工年度评估报告汇总并结合员工职位描述的培训要求确认当年的培训计划。计划外的培训需求经上报相应管理层获得批准后落实。Unscheduled training needs will be reported by those in charge. 每个员工将依据建立的岗位资格矩阵和职位描述来决定是否需要额外的培训。5.2 Settling-in plan建立培训计划HR department responsible for redact the annual training plan.年度培训计划由人力资源部制定。HR department abstract the training requirement base on the annual training plan, confirm the department training plan with the department manager and define the final annual training plan according to the job matrix and JD .人力资源部根据员工年度评估报告提取员工培训需求，以员工岗位资格矩阵和岗位说明书为基础，与部门经理共同确认各部门人员的培训计划，并最终制定完成工厂的年度培训计划。The superior is to draw up a settling-in plan for all newly-appointed and relocated employees. Job description is the basic which need be obey.部门经理对新进和转岗员工拟定培训计划，建立培训计划的依据是“岗位说明书”。5.3 Training implement 培训实施Training is provided by informative meetings, discussions in which general or specific questions of quality assurance are covered alongside other topics, special or basic courses, and instruction at work.培训可以以信息会议、覆盖其他主题的一般或具体的质量保证问题的讨论、特殊或基础课程以及工作指导方式提供。In order to prevent errors and faults and to pursue corrective action, employees shall also receive unscheduled training on matters arising in response to internal and external complaints.为了防止错误和失败以及实施纠正措施，员工也应接受针对内部或外部的投诉未计划的培训。Training is conducted when:培训实施时机a) Changes are made in the quality assurance system or new regulations are adopted.质量保证体系的改变或者新规定的采用b) Shortcomings indicative of incomplete or incorrect application of the stipulated procedures of the quality control system or other activities are identified.缺点表示质量控制系统或其他活动的规定的程序运用不彻底或错误运用被识别c) New procedures, systems and equipment are introduced.新程序、系统以及设备的引用d) Requested by management.管理的需要。5.3.1 Internal Training 内训5.3.1.1 Annual training plan 年度计划内训The training types, schedule and training teacher need be coordinated by HR department according to the annual training plan.人力资源部根据年度培训计划协调培训的类型、时间和培训师In additional, internal training of the training plan need be arranged by HR department also.根据培训计划，由人力资源部组织并安排计划中的内训。HR department involve in the training process, and provide the written training attendance as the official record.人力资源部跟踪培训过程，并提供书面的培训签到表作为培训记录的保存。Additional, each department can self-organize training for some specific issues such as one point lesson, the results of training keep by themselves.另外各部门可针对一些具体问题自行组织培训，如一点教育，结果由各部门自行保管。5.3.1.2 Orientations 新员工培训HR department distribute the training file and common training plan on the first day when the employee on board.人力资源部于新员工入职当天发放培训资料和培训计划表The training effect need be evaluated after the orientations; HR department will organize the exam to evaluate the new staff through the common test.新员工入职后，人力资源部组织员工参加公共基础培训，并进行考核评估。新员工入职后，人力资源部组织员工先做厂规厂纪及安全事项的培训，在岗位实践二周后进行2IP、过程、工艺等培训。The specific skill requirement of on- job -training need be organized by relevant department who in charge, All the record need be taken by HR.具有特定岗位技能要求的各部门员工，在通过公共基础培训后，由各部门组织上岗培训和相关的考试，考核后，岗位培训计划和试卷交由人力资源部保存。5.3.2 External training 外训In the light of annual training plan, HR department execute the external training and select the external training institution according to the training content人力资源部按照年度培训计划执行外训，并根据培训的内容选定外部培训机构进行培训External institutions provide the training qualification file or certificate.外部培训，由培训机构提供证明成功完成培训的文件或证书。5.4 Training evaluation培训评估5.4.1 Internal training 内训After the internal training, the employee should fill the training implement evaluation form to evaluate the training result and quality which over 2 hour. 年度培训计划的内训结束后，员工对培训活动（2小时）的质量和效果进行评估。该记录将转交人力资源部进行管理。5.4.2 Orientation新员工入职培训Common training test score 60 qualified , the employee can take the post only after pass the exam.公共培训测试得分 60意味着考试通过,考试合格后才能上岗。人力资源部组织对新员工的考核，考核不通过则不录取。对通过考核的员工进行岗位培训，培训后进行独立操作的资格认证。具备的技能由生产、技术、质量、维修组成的多功能小组的相关人员进行签字确认。一般关键岗位2个月后进行独立操作资格认证。非关键岗位1个月后进行独立操作资格认证。Each department manager arranges the position skill evaluation based on the importance of jobs and the need of position, the assessment divided to theory and practice. Multi-disciplinary team (including colleagues from Quality Dept. Production Dept. and Technical Dept.) assess the corresponding content. The score should be more than 80.各部门经理根据岗位的重要性及需要安排岗位技能考核,评定分理论与实践两部分。由质量、技术、生产等组成的多功能小组考核相应的内容，考核结果80分为合格。5.4.3 External training外训The trainee need fill the training implement evaluation after the training, and the superior need evaluate the training effectiveness after three months, all the record should be archived at HR department. 培训结束后，学员需填写培训培训实施评估表（学员填写） ；培训结束后满3个月，由部门经理填写培训效果评估表（经理填写） ，所有的培训评估资料均由人力资源部统一保管。5.5 Qualification资格Requirements for qualification of the personnel are given at all levels through a “Description of tasks & duties”.“岗位说明书中”规定了人员的所有资格水平要求。Internal qualification measures shall be recorded in HR Department (Qualifications matrix). The HR Department is responsible for the co-ordination and evaluation of internal &external training 员工内部资格的评估结果（资格矩阵）应记录在人力资源部。人力资源部负责内外部培训的协调及评估。The effectiveness of the orientation performed is examined by the superior and confirmed by the employee. After completing the orientation, the superior and the employee confirm the success of the orientation in writing. 入职培训执行的有效性的考核由培训师完成并得到员工的证实。完成入职培训后，培训负责人和员工一起以书面的形式确认入职培训的完成。Manufacturing employees working in production can only be given a corresponding entry in the matrix ofqualification for their department once they successfully pass internal examination (including internal transfer).、无论是多技能培训还是内部转岗，成功的通过考试的生产员工，才能被放入他们部门的资格矩阵。The implementation of qualification measures required by law (especial equipment, work safety, first-aid courses, etc.) is to be documented in attendance lists. 法规规定的资格的评估（工作安全、急救课程等）应记录在案。研讨会形式的培训不需要登记和评估。Employees who were not able to achieve this qualification successfully must accordingly be given supplementary follow-up training to qualify them, or be deployed in a post that is appropriate for them. WithNewly-appointed employees, the employment relationship is to be terminated in the event that they do not successfully complete the induction.不能成功获得资格的员工应安排辅助的培训以进一步对他们进行资格认证，或转到与其具备技能相适应的岗位。转岗后的员工如还不能成功具备新岗位所要求的资格的话，公司将会与其终结雇佣关系。Job matrix definition: Pass the common training exam.During the position skill training, basic skill (operate under the guidance)Qualification (independent operation / training assistant )Experienced (can be training operator