績效管理、員工發(fā)展及培訓(xùn)

3. Performance Management, Staff Development and Training
3.1 績效管理
3.1 Performance Management
·         公司通過績效管理努力實現(xiàn)員工與上級經(jīng)理的有效溝通，并根據(jù)績效管理引導(dǎo)員工與公司共同努力更好的實現(xiàn)既定工作目標(biāo)。公司建立了績效評估體系，以便準(zhǔn)確、客觀衡量公司員工的工作能力，并引導(dǎo)員工不斷提高自身綜合實力。
·         The company makes efforts to realize the effective communication between staffs and senior managers, and guides staffs to work with the company to better achieve the set work target. The company has established a performance appraisal system so as to accurately and objectively measure the working ability of company staff and guide staffs to constantly improve their own comprehensive strength.
·         績效指標(biāo)的確定是由直屬主管與員工根據(jù)相應(yīng)崗位說明書共同制定考核期內(nèi)的績效目標(biāo)，包含但不限于如員工崗位說明書、對外崗位招聘信息、員工考核期內(nèi)工作計劃或工作規(guī)劃、崗位績效指標(biāo)等內(nèi)容，績效目標(biāo)的達(dá)成情況即指績效指標(biāo)的完成情況。
·         The confirmation of performance indicators means that the direct supervisors formulate performance targets of appraisal period jointly with staffs according to relevant position descriptions. The performance targets include but are not limited to employees’ position description, external post recruitment information, work plan or work arrangement during staffs’ appraisal period, position performance indicators, etc. The achievement of performance targets refers to the completion of performance indicators.
·         各部門可根據(jù)業(yè)務(wù)或任務(wù)情況制定相應(yīng)的績效考核方式。考核期內(nèi)，員工績效工資/獎金、年終獎金的發(fā)放情況應(yīng)由其績效目標(biāo)的達(dá)成情況所決定。
·         Each department can formulate corresponding performance appraisal methods according to the situation of business or task. During the appraisal period, the payment of performance-based pay/bonus and year-end bonus shall be determined by the achievement of performance target.
3.2 員工發(fā)展
3.2 Staff Development
公司綜合考慮員工的能力、表現(xiàn)、發(fā)展?jié)摿?、個人發(fā)展意向等，并根據(jù)公司業(yè)務(wù)需要，為員工提供廣闊的發(fā)展空間。員工職位的變動應(yīng)遵守公司規(guī)定的流程，由部門經(jīng)理推薦，人力資源部審核，上一級主管批準(zhǔn)；內(nèi)部調(diào)動須由調(diào)出及調(diào)入雙方經(jīng)理同意，調(diào)出及調(diào)入部門上一級主管審批及人力資源部審批。
The company comprehensively considers staffs’ ability, performance, development potential, personal development ambition, and so on, and provides broad development space for staffs according to the needs of corporate business. The variation of staff position shall follow the procedures regulated by the company. Firstly, it shall be recommended by the department manager, and then approved by the personnel of HR department, and finally ratified by the senior supervisor. The internal deployment shall be agreed by the managers of those two different departments, and approved by the senior supervisor of those two different departments and the personnel of HR department.
3.3 教育及培訓(xùn)
3.3 Education and Training
公司結(jié)合業(yè)務(wù)發(fā)展需要與員工職業(yè)發(fā)展方向，為員工提供有效的教育和培訓(xùn)機(jī)會。系統(tǒng)地為員工提供培訓(xùn)課程。同時，員工也應(yīng)依照勞動合同約定履行相關(guān)的義務(wù)。
He company provides effective education and training opportunities to staffs according to the needs of business development and the career development direction, and systematically provides training courses for staffs. At the same time, the staffs shall also perform relevant obligations according to the appointments in the Labor Contract.
·         入職培訓(xùn): 公司為使新員工在上崗前對公司及行業(yè)有一個全方位的了解，認(rèn)知并認(rèn)同公司的事業(yè)及企業(yè)文化，對新員工進(jìn)行入職培訓(xùn)。內(nèi)容包括：公司介紹、公司產(chǎn)品；公司基本工作制度及員工的行為規(guī)范；
·         Induction training: the company provides induction training to new staffs, in order to make them have a all-around understanding about the company and the industry, and perceive and acknowledge the business and enterprise culture of company before taking office. The training contents include company profile, products, basic working system, and the behavior criterion.
·         崗前培訓(xùn): 公司為使新入職員工能基本達(dá)到崗位工作需求，對其在上崗前進(jìn)行的、必要的工作技能等教育培訓(xùn)。培訓(xùn)內(nèi)容視員工所在部門工作需要而定。
·         Pre-job training: the company provides educational training on necessary work skills, in order to make new staffs basically reach the work requirement. The training contents are determined by the work requirement in the department where the staffs stay.
·         在職培訓(xùn): 公司為業(yè)務(wù)發(fā)展需要，提高員工所任工作的技能，增進(jìn)員工的知識與道德水準(zhǔn)，使其能擔(dān)任較高的職務(wù)，可隨時指派員工接受必要的教育培訓(xùn)。根據(jù)各部門技術(shù)和業(yè)務(wù)的實際需要，組織在職培訓(xùn)。培訓(xùn)類型分為公司內(nèi)部培訓(xùn)和外部培訓(xùn)，員工在工作期間由公司出資培訓(xùn)的，如因員工單方面原因在服務(wù)期間辭職，應(yīng)支付經(jīng)濟(jì)補(bǔ)償。
·         Induction training: the company can designate staffs to receive necessary educational trainings, in order to satisfy the requirement of business development, improve their work skills, increase their knowledge and improve their ethnic standards, and make them able to hold a higher position. The induction training will be organized according to the actual needs of techniques and businesses in each department. The types of training are divided into internal training and external training. If the staff is provided a training opportunity funded by the company during the working period, but he quitted office during the service period due to his own reasons, then he shall pay economic compensations.