KSKL-P-030 教育訓(xùn)練管理辦法（Rev2.0).docx

昆山新萊潔凈應(yīng)用材料股份有限公司Kunshan Kinglai Hygienic Material Co., LTDDocument Title： Document No.KSKL-P-030Training Management Procedure教育訓(xùn)練管理程序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.為提升本公司職工良好的訓(xùn)練與進(jìn)修機(jī)會(huì)，以增進(jìn)其專業(yè)知識(shí)與技能、激發(fā)工作潛力、改善工作績(jī)效，并維持工作能力之進(jìn)步與創(chuàng)新，并使教育訓(xùn)練之實(shí)施作業(yè)有所遵循，特制定此辦法。2.0 SCOPE 范圍2.1 All employees should take internal and external training, and it should follow this procedure.凡本公司全體員工之廠內(nèi)及廠外教育訓(xùn)練，悉依本辦法規(guī)范的體制管理之。3.0 ROLES AND RESPONSIBILITIES 職責(zé)和責(zé)任3.1 HR Section人力資源課3.1.1 In charge of raising the yearly& monthly education training plan.負(fù)責(zé)年度、月度教育訓(xùn)練計(jì)劃之提出及適時(shí)調(diào)整3.1.2 Conduct investigation, do the analysis and make the training effective and do the continuous improvement.實(shí)施課程問(wèn)卷調(diào)查，統(tǒng)計(jì)，分析教育訓(xùn)練執(zhí)行成效并主導(dǎo)持續(xù)改善；3.1.3 External education training should contact with outsourcing training.外部訓(xùn)練資源聯(lián)絡(luò)與委外培訓(xùn)事務(wù)處理；3.1.4 All the departments should establish the relevant education material, and maintain the post.會(huì)同各事業(yè)單位及周邊單位建立并維護(hù)各崗位應(yīng)知應(yīng)會(huì)及相關(guān)教材；3.1.5 Arrange the training and relevant test. Audit the execute status of relevant department.安排實(shí)施教育訓(xùn)練及相關(guān)考核、稽查各事業(yè)單位及周邊單位之訓(xùn)練執(zhí)行狀況；3.1.6 Provide and maintain the resource of education training(training place, projector equipment, etc)教育訓(xùn)練所需資源之（包括培訓(xùn)場(chǎng)地、投影設(shè)備等）提供與維護(hù)管理；3.1.7 Establish and maintain educational record.教育訓(xùn)練記錄之建立與維護(hù)管理。3.2 All BU and other department.各BU及周邊單位：3.2.1 Plan the training and update it.規(guī)劃本部門各項(xiàng)教育訓(xùn)練需求并適時(shí)修正；3.2.2 Establish the knowledge for relevant posts.制定本部門相關(guān)崗位之應(yīng)知應(yīng)會(huì)； 3.2.3 Cooperate with HR section to assess the internal instructor.配合人力資源課進(jìn)行內(nèi)部講師評(píng)定；3.2.4 Arrange, organize the staff to take part in the relevant training on time.安排，組織本部門人員按時(shí)參加相關(guān)教育訓(xùn)練；3.2.5 Coordinate HR section to apply the educated staff to do the assess for participating trainees.配合人力資源課實(shí)施參訓(xùn)人員訓(xùn)練成效調(diào)查或考核。4.0 DEFINES 定義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.崗前培訓(xùn)：系對(duì)機(jī)械操作人員、檢測(cè)人員、儀校人員、特殊崗位人員等之培訓(xùn)，需經(jīng)單位主管評(píng)估，并填寫“崗位技能鑒定表”，送呈部門主管核準(zhǔn)后，提交人力資源部門存檔。凡專業(yè)技能訓(xùn)練經(jīng)鑒定不合格者，不得從事機(jī)械操作、檢測(cè)、儀校、特殊崗位等對(duì)專業(yè)技能要求性較高的工作。4.2 External training: education outside the company.外訓(xùn)：即廠外教育訓(xùn)練4.2.1 The education training in public and private institution.凡員工至廠外各公、民營(yíng)機(jī)構(gòu)接受各項(xiàng)教育訓(xùn)練。4.2.2 Invite professional instructor outside the company for training.本公司邀請(qǐng)廠外專業(yè)講師至本公司教授各種教育訓(xùn)練課程。5.0 PROCESS 程序5.1 Training SOP(KSKL-P-030-APP-01)教育訓(xùn)練作業(yè)流程(KSKL-P-030-APP-01)5.2 Planning for training:教育訓(xùn)練之規(guī)劃；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.人力資源課主要配合各部門開展各崗位人員之教育訓(xùn)練活動(dòng)，整體規(guī)劃公司之教育訓(xùn)練課程安排，并確保其有效實(shí)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.人力資源課應(yīng)根據(jù)公司發(fā)展及教育訓(xùn)練課程需求，合理配置、調(diào)配，管理合格講師及教育訓(xùn)練所需相關(guān)軟、硬件設(shè)施/設(shè)備等以確保滿足教育訓(xùn)練要求，當(dāng)廠內(nèi)現(xiàn)有資源無(wú)法滿足訓(xùn)練需求時(shí)，人力資源課應(yīng)聯(lián)系外部相應(yīng)培訓(xùn)機(jī)構(gòu)，以派員或聘請(qǐng)講師至廠內(nèi)授課等方式滿足員工培訓(xùn)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，人力資源課應(yīng)提出”教育訓(xùn)練需求調(diào)查表”(KSKL-P-030-Form-01)，會(huì)辦各部門調(diào)查下年度各類教育訓(xùn)練需求。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.各部門接到調(diào)查表后，應(yīng)依據(jù)本部門人員所在崗位之需求，結(jié)合員工自身能力及工作需求，檢討規(guī)劃本部門各崗位人員之訓(xùn)練需求，填寫于”教育訓(xùn)練需求調(diào)查表” (KSKL-P-030-Form-01)中，呈部門權(quán)責(zé)主管核準(zhǔn)后，交人力資源課匯整。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.人力資源課結(jié)合公司企業(yè)文化及年度發(fā)展需求，匯總各單位提供之”教育訓(xùn)練需求調(diào)查表” (KSKL-P-030-Form-01)，整理提出”教育訓(xùn)練年度計(jì)劃表”，經(jīng)權(quán)責(zé)主管核準(zhǔn)后遵照實(shí)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，各部門應(yīng)按”教育訓(xùn)練年度計(jì)劃表” (KSKL-P-030-Form-02)所排配課程，提交實(shí)施課程之”教育訓(xùn)練簽到表” (KSKL-P-030-Form-04)，經(jīng)權(quán)責(zé)主管核準(zhǔn)后，交人力資源課匯總備案。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.當(dāng)有課程新增/變更時(shí)，需求部門需提出課程新增/變更”內(nèi)部聯(lián)絡(luò)單”(KSKL-P-003-Form-02)，注明欲新增/變更課程及原因，經(jīng)權(quán)責(zé)主管校準(zhǔn)后，交人力資源課執(zhí)行課程新增/變更。人力資源課如對(duì)新增/變更（課程內(nèi)容/時(shí)間等）有疑議時(shí)，應(yīng)及時(shí)與需求部門溝通聯(lián)系，就疑議部分協(xié)調(diào)討論以確保滿足各部門之訓(xùn)練需求。5.3 Implement the training:教育訓(xùn)練之實(shí)施 5.3.1 Orientation training:新進(jìn)人員培訓(xùn)：5.3.1.1 Training due time: within one month when the new employee joining the company.培訓(xùn)期間：新進(jìn)員工進(jìn)廠后的1個(gè)月內(nèi)。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.培訓(xùn)內(nèi)容涵蓋公司概況沿革、公司福利、規(guī)章制度、工作環(huán)境介紹、消防知識(shí)、禮儀規(guī)范及工作紀(jì)律等；接受培訓(xùn)人員須在“教育訓(xùn)練簽到表”（ KSKL-P-030-Form-04）上簽名，由受訓(xùn)人員完成測(cè)試后，以評(píng)估是否適合在本公司試用。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. 在崗培訓(xùn)：直接生產(chǎn)員工被分發(fā)至本部門后，由本部門對(duì)新進(jìn)員工施予在崗培訓(xùn)，并由人力資源課負(fù)責(zé)監(jiān)督，惟有經(jīng)崗前培訓(xùn)考核合格者，方可上崗獨(dú)立作業(yè)。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.培訓(xùn)周期：根據(jù)崗位不同，各部門可自行定義在崗培訓(xùn)時(shí)間，最長(zhǎng)不得超過(guò)二個(gè)月試用期滿。若新進(jìn)員工在期間未通過(guò)特定課程培訓(xùn)及考核者，試用期需延長(zhǎng)，或不予錄用。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. 培訓(xùn)內(nèi)容：責(zé)任部門自行排定的各崗位“應(yīng)知應(yīng)會(huì)表”（KSKL-P-030-Form-08）（該表依各部門需求自訂）展開培訓(xùn)，培訓(xùn)內(nèi)容涵蓋部門相關(guān)作業(yè)手法，工作要求、工作規(guī)范及安全知識(shí)等專業(yè)技能教育，由本部門組課級(jí)主管或技工依據(jù)專業(yè)教材施以培訓(xùn)，并輔以現(xiàn)場(chǎng)操作測(cè)試或是書面測(cè)試，并將結(jié)果填入”員工技能鑒定表”(KSKL-P-030-Form-06)，呈部級(jí)主管后，交于人力資源課，用于評(píng)定是否可合格上崗的依據(jù)。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.督導(dǎo)單位：崗前培訓(xùn)由各部門自行展開實(shí)施，由人力資源課負(fù)責(zé)監(jiān)督，各部門須在新進(jìn)人員轉(zhuǎn)證前結(jié)束培訓(xùn)5.3.2 The training include but not limit to the followings:教育訓(xùn)練實(shí)施方式包括但不限于以下幾種：5.3.2.1 The classroom teaching: instructor give the lecture or the video tape can do.課堂教學(xué)，采用講師授課，錄像方式進(jìn)行；5.3.2.2 Reading party: internal instructor organize staff to learn.讀書會(huì)研習(xí)，由具內(nèi)部講師資質(zhì)之人擔(dān)任講師，組織內(nèi)部員工學(xué)習(xí)；5.3.2.3 Outsourcing training: HR section plan the course, all relevant department choose suitable staff to take the course.委外培訓(xùn), 由人力資源課規(guī)劃, 各相關(guān)部門提報(bào)適當(dāng)人員參加之外部訓(xùn)練課程.5.3.3 Classroom teaching課堂教學(xué)5.3.3.1 Training notice訓(xùn)練通知: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. 人力資源課應(yīng)依月教育訓(xùn)練計(jì)劃于訓(xùn)練實(shí)施前將時(shí)間、地點(diǎn)及授課講師等相關(guān)資訊通知各相關(guān)需求部門，各部門則就于訓(xùn)練實(shí)施前按課程內(nèi)容將參訓(xùn)學(xué)員郵件或電話經(jīng)本部門權(quán)責(zé)主管核準(zhǔn)后知會(huì)人力資源課匯整備案；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.人力資源課應(yīng)于訓(xùn)練課程實(shí)施前以郵件或電話方式通知講師及參訓(xùn)單位人員參加訓(xùn)練. 如有參訓(xùn)人員因故無(wú)法參訓(xùn)時(shí), 應(yīng)提出請(qǐng)假單經(jīng)本單位權(quán)責(zé)主管簽核后, 知會(huì)人力資源課記錄備案并視需求安排補(bǔ)訓(xùn)事宜。5.3.3.2 Implement training訓(xùn)練執(zhí)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).人力資源課應(yīng)于上課前完成授課教室/教具(如影像光盤、投影機(jī)、教材講義, )、”教育訓(xùn)練簽到表” (KSKL-P-030-Form-04)、等之準(zhǔn)備；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.課程期間參訓(xùn)學(xué)員均須準(zhǔn)時(shí)出勤并于”教育訓(xùn)練學(xué)員簽到表”(KSKL-P-030-Form-04)中簽名, 不得無(wú)故缺席或遲到,人力資源課應(yīng)統(tǒng)計(jì)學(xué)員出勤率, 以作為訓(xùn)練執(zhí)行成效考核之檢討依據(jù)。5.3.3.3 Training test:訓(xùn)練考核: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.訓(xùn)練課程講師應(yīng)以口試、筆試、實(shí)作等方式, 對(duì)參訓(xùn)學(xué)員進(jìn)行考核, 并結(jié)合考核評(píng)分與出勤簽到狀況, 提出受訓(xùn)學(xué)員之考評(píng)結(jié)果。5.3.4 Reading party讀書會(huì):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.各事業(yè)部及周邊單位可通過(guò)讀書會(huì)方式, 對(duì)本部門相關(guān)員工進(jìn)行專業(yè)知識(shí)或管理知識(shí)等方面教育訓(xùn)練, 訓(xùn)練期間參訓(xùn)學(xué)員均須準(zhǔn)時(shí)出勤并于”教育訓(xùn)練簽到表” (KSKL-P-030-Form-04)簽名, 不得無(wú)故缺席或遲到, 單位主管應(yīng)統(tǒng)計(jì)學(xué)員出勤率, 以作為訓(xùn)練執(zhí)行成效考核之依據(jù).5.3.4.2 HR section should make sure that the training plan can be carried out effectively according to the plan.人力資源課應(yīng)稽核讀書會(huì)執(zhí)行狀況及執(zhí)行紀(jì)律, 以確保訓(xùn)練依計(jì)劃有效執(zhí)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.課程訓(xùn)練完畢后, 參訓(xùn)學(xué)員應(yīng)就所學(xué)內(nèi)容完成”心得報(bào)告”(KSKL-P-030-Form-05), 交本單位權(quán)責(zé)主管考核, 并結(jié)合考核評(píng)分與出勤簽到狀況, 提出參訓(xùn)學(xué)員之考評(píng)結(jié)果；5.3.5 Outsourcing training:委外培訓(xùn):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.當(dāng)廠內(nèi)師資無(wú)法滿足教育訓(xùn)練需求, 而相關(guān)外部機(jī)構(gòu) (如相關(guān)政府部門、客戶、產(chǎn)業(yè)協(xié)會(huì)、認(rèn)證/輔導(dǎo)機(jī)構(gòu) 等) 可提供此服務(wù)時(shí), 人力資源課可視情況詢求、聯(lián)系外部機(jī)構(gòu)訓(xùn)練, 規(guī)劃實(shí)施相關(guān)人員之委外培訓(xùn)；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.當(dāng)有委外培訓(xùn)需求時(shí), 各需求單位應(yīng)填寫”教育訓(xùn)練申請(qǐng)表” (KSKL-P-030-Form-03)申請(qǐng)委外培訓(xùn)；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.人力資源課應(yīng)負(fù)責(zé)就訓(xùn)練事宜與外部訓(xùn)練機(jī)構(gòu)間之溝通協(xié)調(diào),以確保外訓(xùn)作業(yè)順利執(zhí)行。當(dāng)外訓(xùn)需求人員較多時(shí), 人力資源課亦可酌情考慮聘請(qǐng)外部機(jī)構(gòu)派講師至廠內(nèi)實(shí)施培訓(xùn)；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 訓(xùn)練成效調(diào)查與檢討:訓(xùn)練課程完成后,人力資源課應(yīng)以下列方式進(jìn)行成效調(diào)查,并作為后續(xù)教育訓(xùn)練改善之參考: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.針對(duì)各職系之專業(yè)知識(shí)、核心技術(shù)類課程, 人力資源課應(yīng)于課程訓(xùn)練結(jié)束后, 提醒各相關(guān)部門主管要求學(xué)員在工作中使用所學(xué)之新技能和新知識(shí), 并對(duì)其執(zhí)行之正確性進(jìn)行監(jiān)督, 糾正其執(zhí)行不足或錯(cuò)誤之處, 必要時(shí)應(yīng)要求其重訓(xùn)；5.5 The monitoring and check of training management教育訓(xùn)練管理之監(jiān)督與查核: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. 各事業(yè)部及周邊單位應(yīng)對(duì)人力資源課就教育訓(xùn)練服務(wù)質(zhì)量