Enterprise Human Resources Management System

general provisions

Article 1 in order to further strengthen the management of human resources and make human resources management work step by step to be scientific, standardized and institutionalized, and better promote the development of enterprises, the system is formulated in accordance with the relevant provisions of the labor law, the company law, the enterprise law and other laws and regulations.

The second one is to insist on the principle of giving priority to efficiency and giving consideration to fairness. The principle of enterprise development and the wealth of employees in secretarial resources network is to correctly handle the relationship of interests distribution between enterprises and employees and arouse the enthusiasm of all aspects of work.

The third is to establish, improve and maintain a dynamic and vigorous human resource management system that meets the requirements of our mine development.

Fourth, the use of laws and regulations, internal management system and other means to adjust labor relations, protect the legitimate rights and interests of the two sides of the labor body, so that labor relations stable, harmonious and healthy.

The fifth is to improve the level of human resources management and promote the development of our mining industry.

The sixth human resources department supervises, guides and coordinates the main links of human resources management in the grass-roots units.

The second chapter is human resource planning.

Seventh, according to the development strategy of enterprises and production and operation needs and fixed personnel standards, formulate the human resources planning of the unit, including long, medium and short term planning.

Eighth, the method of combining qualitative prediction with quantitative prediction is applied to the deputy head of the mine to propose a plan for manpower resources planning of the mine, medium and short term. After approval, it will be reported to the mine director for final approval.

The third chapter is the recruitment and hiring of employees.

Ninth, according to the number of employees approved by the mine director and the needs of work, within certain limits, according to certain procedures and methods, the managers, technicians and workers are selected to work in new posts.

The tenth is to employ employees, the implementation of full labor contract system, the contract period from one to five years, the first phase of the contract expires, according to certain conditions to renew the second phase contract.

Fourth chapter regulations on cadre management

The eleventh is to strengthen the construction of middle level leading bodies in the mining industry, and establish a new employment mechanism with vitality and vitality to meet the requirements of the market economic system.

According to the standards of youth, knowledge and specialization, we should optimize the structure of our cadre ranks and build a contingent of high-quality cadres.

The twelfth is to fully embody the principles of organization, the principle of open selection and equal competition, and the principles of merit and merit.

In strict accordance with the ability and efficiency, scientific and rational staffing positions.

Thirteenth assessment systems for managers and technicians

(1) management and technical personnel assessment is based on certain standards, in accordance with certain procedures and methods, to evaluate their internal qualities and achievements in their work, and use it as an important basis for using, selecting and Supervising Cadres.

(two) the main contents of management and technical personnel assessment are moral, energy, diligence and performance in four aspects.

It includes ideological awareness, policy level, organizational discipline, moral quality, mass consciousness, dedication, cultural theory knowledge, decision-making ability and organizational ability.

(three) in order to ensure the accuracy of the examination results, the examination should adopt a combination of leadership and the masses, regular assessment and periodic assessment, qualitative assessment and quantitative assessment, and adhere to the principle of strict, comprehensive and open.

The fifth chapter is management and technical personnel.

Title Evaluation and appointment system

The evaluation and appointment of the fourteenth titles must adhere to the policy and principles of professional and technical duties.

The mining units should set up professional and technical posts at all levels according to the requirements for the establishment of Posts and the actual work requirements issued by the higher authorities, gradually improve the system of appointment and appraisal of professional and technical posts, establish an equal and reasonable competition mechanism, do not set up posts for people, make balanced care, and do not break the rules of policies, break through the standards of employment appraisal, set up another set of rules, strictly implement relevant policies and regulations, and mobilize and bring into play the enthusiasm of professionals.

The sixth chapter is the withdrawal system of leading cadres.

When the fifteenth leading cadres perform their duties, they must take the initiative to declare and evade their duties, such as promotion of their own duties, job mobility, rewards and punishments, wage promotion, housing and so on. They must not participate in specific business work, nor should they indicate or hint at any other way the interference or influence of others.

When implementing the duties of the sixteenth leading cadres, when it comes to carrying out official duties, the duties, promotion, employment promotion, rewards and punishments, wage promotion, recruitment, appointment, assignment of graduates, pfer of troops, training, housing, and joining the party shall be proclaimed and avoided by the leaders of the immediate family and close relatives.

The seventh chapter is employee file management system.

The seventeenth employee files should be kept professionally and fully responsible.

The eighteenth files must be consistent with human files, and the data in the volume should be complete and categorization clear.

The custody of the nineteenth files should follow the principles of security and confidentiality, and easy to find and use.

The twentieth files should be registered and compiled, and encoded into the cabinet for search.

The twenty-first is to strictly enforce the system of employee file access and borrowing.

The eighth chapter is the training of employees.

Twenty-second workers' training

(1) employees employed, whether they are general workers or special workers, must be trained in safety knowledge and business skills organized by the Ministry of human resources, the Ministry of production technology and safety, etc.

After the examination is qualified, the relevant departments of the company shall issue the "safety work qualification certificate" and "job training qualification certificate" respectively, with certificates being posted.

(two) according to the medium and long term development plan, on-the-job training, short-term training and amateur training are carried out in a planned, organized and step by step manner to ensure the continuous improvement of staff quality and constantly meet the needs of mine development.

Twenty-fifth training for managers and technicians

(1) focus on the training of qualified cadres.

According to the plan issued by the Ministry, we should timely do the selection work for ginseng training personnel.

Serving six leading posts, qualification training training system for three months.

(two) in accordance with the requirements of the higher authorities regarding the training of outstanding young and middle-aged cadres, we should do well in the qualification training for outstanding young and middle-aged cadres.

The training system for outstanding young and middle-aged cadres is four and a half months.

(three) the Ministry of human resources should bring the post qualification training of leading cadres into the work plan of the cadres, and organize and implement them according to the management authority of cadres.

Outstanding young and middle-aged cadres can take the lead nomination and organize personnel departments to investigate ways to identify candidates for training.

Accordingly, the annual training plan is formulated.

The training and use should be combined, the assessment of training personnel should be done conscientiously and the training files should be established.

The ninth chapter is the adjustment and flow of staff.

On the basis of fixed posts and package posts, we should deploy personnel in a lean and efficient way to meet production needs.

The twenty-third one is to strictly control the pfer of external personnel. It is required to bring in men under the age of 45 and under 40 years of age.

When the twenty-fourth employees flow inside the mine, the application is first written by myself, and the teams and sub leaders pferred to the two sides will sign the opinions. After the approval of the mining association, the pfer procedures can be processed.

Twenty-fifth, in order to ensure safe production in mines, personnel engaged in excavation, important technical work and lack of posts shall not be pferred in principle.

The tenth chapter is the dismissal and resignation of employees.

Twenty-sixth employees' dismissal.

In accordance with the provisions of the labor law and the regulations on employee rewards and punishments, employees shall be dismissed according to certain procedures in accordance with the provisions of the labor laws and regulations.

Due to poor operating conditions and the need for economic layoffs, they can only be implemented according to the provisions of the labor law, the company law and the trade union law.

The resignation of twenty-seventh employees.

The voluntary resignation of employees is first made by the employees themselves. The leaders of the units agree that after the approval of the company's human resources department, they can handle the resignation procedures and enjoy a certain amount of economic compensation.

Those who have resigned without approval shall not be entitled to economic compensation.

The eleventh chapter is salary management.

The twenty-eighth annual gross salary base is determined by the company's human resources department according to the results of the operation and forecast of wage growth.

The implementation of total control must not be mentioned above.

Twenty-ninth according to the post evaluation, the size of labor and the difference of working environment, the wage allocation is implemented in different forms, such as the cost of coal, the settlement of sales expenses, and the operation contract.

See the distribution of benefits and wages in Tianan mine.

Thirtieth basic wage system for employees

(1) annual salary system for operators

The annual salary system is implemented by the mine director, the deputy mine chief and the three general master.

The annual salary consists of two parts: base salary and risk income.

The base salary standard is determined according to the net asset value of mine, tax and profit level, production and operation scale and the average income level of mine workers. Based on the base salary, the risk income is determined according to the production and operation results, the responsibility size and the risk degree of the mine, which is 1.5 times the base salary.

(two) post skill wage system for general employees

On the basis of post labor evaluation, the general staff should implement post skill wage system based on labor skills, labor intensity, labor responsibilities and labor conditions as the basic labor elements, and make appropriate adjustments according to the annual economic efficiency of enterprises and the index change of the price of local living expenses.

Please refer to the trial implementation measures of Tianan company's post skill wage system.

Thirty-first rules for handling other wage problems

(1) wage processing of new recruits.

According to the relevant employment procedures, the new recruited staff should be determined according to the technical content of each post and the importance of production and operation. The graduates should have a probationary period of one year in principle, and the grading wage standard should be implemented after the expiration of the probation.

After the completion of the proficiency period, the grading wage shall be implemented.

For newly recruited demobilized soldiers, they will no longer perform the skilled wage standard.

According to the length of their military age and their posts, the grading wage standard shall be implemented from the date of recruitment.

The grading procedures for new recruited staff are handled by the company's human resources department.

The wages and salaries of top technical talents or other personnel specially employed in our mines shall be carried out in accordance with relevant documents.

(two) salary processing for staff change

All the units in the mine are changed due to the normal flow of their employees, and their wage standards carry out the new post's wage standard.

The skills wage standard is handled as follows:

(1) the change of staff positions on the upper and lower levels, from the ground to the underground for auxiliary work, the skill salary increased by one level, and the skill wages increased to two levels when the workers were pferred to the underground mine, and the skill wage increased from the underground to the mining posts.

If the underground workers are pferred to the ground without work injury or other reasons, the actual work of the mining workers will be completed for 10 years (the working age department is converted), and the original skill pay will remain unchanged. After 5 years of less than 10 years, the skill salary will be reduced by one level, and the skill salary will be reduced by two if it is less than 5 years.

Ishita Sukesuke worked for 15 years in the underground work. After he pferred to the ground work, his skill pay remained unchanged; the skill salary was lower than the first grade in less than 15 years.

Skilled workers who engage in mining and assist in underground work, and have worked for 5 years in real time, have no change in skill wages, and skill wages lower than 5 years.

Employees engaged in ground work are pferred to underground work, and workers engaged in underground auxiliary work are pferred to the excavation work. Only one high skill salary can be enjoyed.

(2) the skill standards of employees who are engaged in ground work are not changed.

(3) employees' needs for occupational injuries (including occupational diseases)