KSKL-P-030 教育训练管理办法（Rev2.0).docx

昆山新莱洁净应用材料股份有限公司Kunshan Kinglai Hygienic Material Co., LTDDocument Title： Document No.KSKL-P-030Training Management Procedure教育训练管理程序Revision2.0Initial Dept.ADMPage 11 / 111.0 PURPOSE 目的1.1 To raise the chance of training and education, and increase their specific knowledge and skills, inspire working potential, improve working performance, and maintain the improvement and innovation of working capacity. This procedure is drawn up for implement education training.为提升本公司职工良好的训练与进修机会，以增进其专业知识与技能、激发工作潜力、改善工作绩效，并维持工作能力之进步与创新，并使教育训练之实施作业有所遵循，特制定此办法。2.0 SCOPE 范围2.1 All employees should take internal and external training, and it should follow this procedure.凡本公司全体员工之厂内及厂外教育训练，悉依本办法规范的体制管理之。3.0 ROLES AND RESPONSIBILITIES 职责和责任3.1 HR Section人力资源课3.1.1 In charge of raising the yearly& monthly education training plan.负责年度、月度教育训练计划之提出及适时调整3.1.2 Conduct investigation, do the analysis and make the training effective and do the continuous improvement.实施课程问卷调查，统计，分析教育训练执行成效并主导持续改善；3.1.3 External education training should contact with outsourcing training.外部训练资源联络与委外培训事务处理；3.1.4 All the departments should establish the relevant education material, and maintain the post.会同各事业单位及周边单位建立并维护各岗位应知应会及相关教材；3.1.5 Arrange the training and relevant test. Audit the execute status of relevant department.安排实施教育训练及相关考核、稽查各事业单位及周边单位之训练执行状况；3.1.6 Provide and maintain the resource of education training(training place, projector equipment, etc)教育训练所需资源之（包括培训场地、投影设备等）提供与维护管理；3.1.7 Establish and maintain educational record.教育训练记录之建立与维护管理。3.2 All BU and other department.各BU及周边单位：3.2.1 Plan the training and update it.规划本部门各项教育训练需求并适时修正；3.2.2 Establish the knowledge for relevant posts.制定本部门相关岗位之应知应会； 3.2.3 Cooperate with HR section to assess the internal instructor.配合人力资源课进行内部讲师评定；3.2.4 Arrange, organize the staff to take part in the relevant training on time.安排，组织本部门人员按时参加相关教育训练；3.2.5 Coordinate HR section to apply the educated staff to do the assess for participating trainees.配合人力资源课实施参训人员训练成效调查或考核。4.0 DEFINES 定义4.1 Professional skill training: the staff of mechanism, inspection, calibration, special post, should be trained. The staff which does not pass the professional training should not operate the mechanism, inspection, calibration, or other special posts which needs high professional skill.岗前培训：系对机械操作人员、检测人员、仪校人员、特殊岗位人员等之培训，需经单位主管评估，并填写“岗位技能鉴定表”，送呈部门主管核准后，提交人力资源部门存档。凡专业技能训练经鉴定不合格者，不得从事机械操作、检测、仪校、特殊岗位等对专业技能要求性较高的工作。4.2 External training: education outside the company.外训：即厂外教育训练4.2.1 The education training in public and private institution.凡员工至厂外各公、民营机构接受各项教育训练。4.2.2 Invite professional instructor outside the company for training.本公司邀请厂外专业讲师至本公司教授各种教育训练课程。5.0 PROCESS 程序5.1 Training SOP(KSKL-P-030-APP-01)教育训练作业流程(KSKL-P-030-APP-01)5.2 Planning for training:教育训练之规划；5.2.1 HR section should cooperate with other department to do the training, and the whole education plan should be made to make sure that all the courses can be implemented effectively.人力资源课主要配合各部门开展各岗位人员之教育训练活动，整体规划公司之教育训练课程安排，并确保其有效实施；5.2.2 HR section should do the training according to company development and education needs. The soft hardware of facility should meet the requirement of the education. When it cannot meet the requirement, HR section should contact with outside training institution to do the education, including send out staff and invite the professional instructor.人力资源课应根据公司发展及教育训练课程需求，合理配置、调配，管理合格讲师及教育训练所需相关软、硬件设施/设备等以确保满足教育训练要求，当厂内现有资源无法满足训练需求时，人力资源课应联系外部相应培训机构，以派员或聘请讲师至厂内授课等方式满足员工培训需求。5.2.3 At the end of a year, HR section should propose the “Training Needs Investigation”(KSKL-P-030-Form-01) , and the training needs of next year should be investigated.每年年底前，人力资源课应提出”教育训练需求调查表”(KSKL-P-030-Form-01)，会办各部门调查下年度各类教育训练需求。5.2.4 After accepting the investigation, the relevant department should let the staff know about the requirement of the courses, and review the training requirement of all posts of staff, fill in the “Training Needs Investigation” (KSKL-P-030-Form-01), after the supervisor approved, HR section should gather the information together.各部门接到调查表后，应依据本部门人员所在岗位之需求，结合员工自身能力及工作需求，检讨规划本部门各岗位人员之训练需求，填写于”教育训练需求调查表” (KSKL-P-030-Form-01)中，呈部门权责主管核准后，交人力资源课汇整。5.2.5 HR section should combine the company culture with annual development requirement to organize the “Training Needs Investigation” (KSKL-P-030-Form-01), and it can be applied after supervisor approving.人力资源课结合公司企业文化及年度发展需求，汇总各单位提供之”教育训练需求调查表” (KSKL-P-030-Form-01)，整理提出”教育训练年度计划表”，经权责主管核准后遵照实施。5.2.6 Before 28th every month, each department should finish the courses on the “Annual Training Plan”(KSKL-P-030-Form-02), hand in the “Training Attendee Signature”(KSKL-P-030-Form-04) to HR section to summarize.每月28日前，各部门应按”教育训练年度计划表” (KSKL-P-030-Form-02)所排配课程，提交实施课程之”教育训练签到表” (KSKL-P-030-Form-04)，经权责主管核准后，交人力资源课汇总备案。5.2.7 When there is a change in courses, the needs department should propose the “Internal notice” (KSKL-P-003-Form-02)of course when there is an add/change. The need department should indicate the reason of increasing and after approved by the supervisor, HR section should implement the add/change. If HR section has any confusion about the add/change( such as content or time), they should contact to the need department, and discuss about the confusion part to make sure that the requirement can be met.当有课程新增/变更时，需求部门需提出课程新增/变更”内部联络单”(KSKL-P-003-Form-02)，注明欲新增/变更课程及原因，经权责主管校准后，交人力资源课执行课程新增/变更。人力资源课如对新增/变更（课程内容/时间等）有疑议时，应及时与需求部门沟通联系，就疑议部分协调讨论以确保满足各部门之训练需求。5.3 Implement the training:教育训练之实施 5.3.1 Orientation training:新进人员培训：5.3.1.1 Training due time: within one month when the new employee joining the company.培训期间：新进员工进厂后的1个月内。5.3.1.2 The training content should cover the company profile, welfare, regulation, working environment, fire control knowledge, etiquette, and working discipline. The trainee should sign on the “Training Attendee Signature” （ KSKL-P-030-Form-04）. After training, it should be estimated whether the trainee can be continued to employ.培训内容涵盖公司概况沿革、公司福利、规章制度、工作环境介绍、消防知识、礼仪规范及工作纪律等；接受培训人员须在“教育训练签到表”（ KSKL-P-030-Form-04）上签名，由受训人员完成测试后，以评估是否适合在本公司试用。5.3.1.3 On-job training: the new direct labor employees should join on-job training in their department, HR monitor the process, after qualification, the employee could work indecently. 在岗培训：直接生产员工被分发至本部门后，由本部门对新进员工施予在岗培训，并由人力资源课负责监督，惟有经岗前培训考核合格者，方可上岗独立作业。5.3.1.4 Training lead time: the department could identify the on-job training lead time according to different working station, but should be less than 2 months, if an employee couldnt pass the evaluation before the end of probationary period probation period, the probation period should be extended or leave.培训周期：根据岗位不同，各部门可自行定义在岗培训时间，最长不得超过二个月试用期满。若新进员工在期间未通过特定课程培训及考核者，试用期需延长，或不予录用。5.3.1.5 Training content: the department should make their own “Training courses list” （KSKL-P-030-Form-08）(this list can be made according to the actual needs) to do the training. The training content should include the operation skills, working requirement, working regulation, safety knowledge and other professional skills. The course should be taken by the supervisor or technician according to the professional teaching material. The operation or written test should also be taken, and the results should be noted in the “Employee Qualification Record” (KSKL-P-030-Form-06). After sending to the department supervisor, it should be handed to the HR section, and it should be used as an evidence of whether the employee is qualified to take the job. 培训内容：责任部门自行排定的各岗位“应知应会表”（KSKL-P-030-Form-08）（该表依各部门需求自订）展开培训，培训内容涵盖部门相关作业手法，工作要求、工作规范及安全知识等专业技能教育，由本部门组课级主管或技工依据专业教材施以培训，并辅以现场操作测试或是书面测试，并将结果填入”员工技能鉴定表”(KSKL-P-030-Form-06)，呈部级主管后，交于人力资源课，用于评定是否可合格上岗的依据。5.3.1.6 Supervisor department: the pre-job training should be done by each department, and HR section should do the supervisor job. The training should be finished before the new employee become a regular work.督导单位：岗前培训由各部门自行展开实施，由人力资源课负责监督，各部门须在新进人员转证前结束培训5.3.2 The training include but not limit to the followings:教育训练实施方式包括但不限于以下几种：5.3.2.1 The classroom teaching: instructor give the lecture or the video tape can do.课堂教学，采用讲师授课，录像方式进行；5.3.2.2 Reading party: internal instructor organize staff to learn.读书会研习，由具内部讲师资质之人担任讲师，组织内部员工学习；5.3.2.3 Outsourcing training: HR section plan the course, all relevant department choose suitable staff to take the course.委外培训, 由人力资源课规划, 各相关部门提报适当人员参加之外部训练课程.5.3.3 Classroom teaching课堂教学5.3.3.1 Training notice训练通知:5.3.3.1.1. HR section should notice the time, place, instructor and relevant information to the needs department according to “Annual Training Planning Table” (KSKL-P-030-Form-02) in advance. All departments should inform the trainee by email or telephone. And after approving by the supervisor, HR section should put on the records. 人力资源课应依月教育训练计划于训练实施前将时间、地点及授课讲师等相关资讯通知各相关需求部门，各部门则就于训练实施前按课程内容将参训学员邮件或电话经本部门权责主管核准后知会人力资源课汇整备案；5.3.3.1.2. HR section should notice instructor and staff to be trained by MAIL or telephone. If the staff to be trained cannot take the course on time, they should ask for a leave and get signed by their supervisor. The HR section should be noticed and put on records. The course should be made up if needs.人力资源课应于训练课程实施前以邮件或电话方式通知讲师及参训单位人员参加训练. 如有参训人员因故无法参训时, 应提出请假单经本单位权责主管签核后, 知会人力资源课记录备案并视需求安排补训事宜。5.3.3.2 Implement training训练执行:5.3.3.2.1. HR section should complete the classroom and teaching tools(video, projector, teaching material, etc.) as well as “Training Attendee Signature” (KSKL-P-030-Form-04).人力资源课应于上课前完成授课教室/教具(如影像光盘、投影机、教材讲义, )、”教育训练签到表” (KSKL-P-030-Form-04)、等之准备；5.3.3.2.2. During course, the staff should be on time and sign in the “Training Attendee Signature” (KSKL-P-030-Form-04). The absence and late for no reason is forbidden. HR section should analysis the rate of attendance as a review evidence for training evaluation.课程期间参训学员均须准时出勤并于”教育训练学员签到表”(KSKL-P-030-Form-04)中签名, 不得无故缺席或迟到,人力资源课应统计学员出勤率, 以作为训练执行成效考核之检讨依据。5.3.3.3 Training test:训练考核:5.3.3.3.1. The training instructor should do the test through oral, written, operation test to evaluate the training staff. Combine grade with the attendance to summarize the test result.训练课程讲师应以口试、笔试、实作等方式, 对参训学员进行考核, 并结合考核评分与出勤签到状况, 提出受训学员之考评结果。5.3.4 Reading party读书会:5.3.4.1 All BU and other departments should do the professional and management knowledge training through the reading party. During the training, the staff should attend on time and sign the “Training Attendee Signature” (KSKL-P-030-Form-04). The absence and late is forbidden. The supervisor should analysis the attendance as a audit evidence for the training.各事业部及周边单位可通过读书会方式, 对本部门相关员工进行专业知识或管理知识等方面教育训练, 训练期间参训学员均须准时出勤并于”教育训练签到表” (KSKL-P-030-Form-04)签名, 不得无故缺席或迟到, 单位主管应统计学员出勤率, 以作为训练执行成效考核之依据.5.3.4.2 HR section should make sure that the training plan can be carried out effectively according to the plan.人力资源课应稽核读书会执行状况及执行纪律, 以确保训练依计划有效执行.5.3.4.3 After training, the staff should finish the “Educational Training Experience Report” (KSKL-P-030-Form-05), and the supervisor should audit it. Combine the evaluation and attendance to put forward the result.课程训练完毕后, 参训学员应就所学内容完成”心得报告”(KSKL-P-030-Form-05), 交本单位权责主管考核, 并结合考核评分与出勤签到状况, 提出参训学员之考评结果；5.3.5 Outsourcing training:委外培训:5.3.5.1 When the internal instructor cannot meet the requirement, the relevant external institution(government sector, customer, industry association, authentication institution) can offer the service, HR section can according to the needs and contact with the external institution to plan the outsourcing training.当厂内师资无法满足教育训练需求, 而相关外部机构 (如相关政府部门、客户、产业协会、认证/辅导机构 等) 可提供此服务时, 人力资源课可视情况询求、联系外部机构训练, 规划实施相关人员之委外培训；5.3.5.2 When there is a requirement of outsourcing needs, the needing department should fill in the “External Training Application Form”(KSKL-P-030-Form-03) to apply for the external training.当有委外培训需求时, 各需求单位应填写”教育训练申请表” (KSKL-P-030-Form-03)申请委外培训；5.3.5.3 HR section should in charge of the communication with the external institution to make sure that the external training can be implemented effectively. When there are too many staff need to be trained, HR section should consider to invite the external instructor to the company for the training.人力资源课应负责就训练事宜与外部训练机构间之沟通协调,以确保外训作业顺利执行。当外训需求人员较多时, 人力资源课亦可酌情考虑聘请外部机构派讲师至厂内实施培训；5.4 The investigation and review of training effect: after training, the HR section should investigate as a reference for follow-up improvement by the following methods 训练成效调查与检讨:训练课程完成后,人力资源课应以下列方式进行成效调查,并作为后续教育训练改善之参考:5.4.1 According to the professional knowledge, core technique course, HR section remind relevant department supervisor of asking training staff to apply the new technique and knowledge when course is over. And correct the shortage and mistake, it should be re-trained if necessary.针对各职系之专业知识、核心技术类课程, 人力资源课应于课程训练结束后, 提醒各相关部门主管要求学员在工作中使用所学之新技能和新知识, 并对其执行之正确性进行监督, 纠正其执行不足或错误之处, 必要时应要求其重训；5.5 The monitoring and check of training management教育训练管理之监督与查核:5.5.1 All BU and other department should monitor the training service of HR section, and notice the suggestion to the HR section in written form, such as Email, contact sheet, etc. the “Course Questionnaire” (KSKL-P-030-Form-07) and “Training effect investigation” (KSKL-P-030-Form-08) can also be used to feed back to the HR section. And HR section should do the review to improve the service qualification. 各事业部及周边单位应对人力资源课就教育训练服务质量