This Management Procedure is hereby developed to strengthen management of recruitment, admission, transfer, and resignation, standardize all aspects of recruitment, admission, transfer, and resignation, clarify the operational procedures and responsibilities of each aspect, and ensure the company’s reasonable talent structure and reserves.
This Procedure is applicable for all employees including the current and former employees of the Company, and shall be implemented accordingly.
3.1Human Resource Department shall be in charge of formulating the Company’s employee recruitment and admission management system;
3.2Human Resource Department shall be in charge of formulating the Company’s employee resignation management system;
3.3Each department proposes personnel needs based on their manpower and business status;
3.4Each department cooperates with the personnel department to handle the resignation and handover procedures of the resigned personnel in the department.
4.1.1 Recruitment channels
(4).Recruitment by Posting Ads at the Company’s Gate
(5).Recruitment by Posting Ads in towns and cities
4.1.2 Recruitment Principles
(1) Recruitment work is based on the principle of transparency, fair and two-way choices with unified announcement, prohibits discrimination in employment on the basis of gender, race, religion, age, sexual orientation, marital status, nationality, political opinions, labor unions joined, social or ethnic backgrounds or any other status protected by state laws against employment discrimination and prefers the more qualified candidates under the same conditions to ensure the quality of the recruited talent.
(1).For recruitment of the Company, it must clearly indicate the types of jobs and the number of people to be recruited in writing and report to the general manager for approval. HR Division will collect, classify, sort and screen the candidates’ information, and conduct qualification examination and verification.
(2).Prior to the interview, HR Division shall explain to the applicants about the company policies related to job responsibilities and benefits.
(3).HR Division shall conduct preliminary interviews with the selected candidates, check the various documents, confirm whether the relevant personal experiences and other contents are complete, and truthfully tell the candidates about the Company’s vacation system and welfare benefits. Review the applicants’ registration information (work experience, education and health information, identification, security background, etc.), and carry out investigations. For key sensitive positions (including warehouses, security guards, drivers, IT personnel, financial personnel, customs, etc.), it is necessary to conduct a survey on the safety background such as whether they have illegal criminal records, etc. and verify such information by the police station if necessary.
(4).Prohibit unreasonable charges, such as registration fees, inspection fees, etc., from the applicants.
(5).After the interview with the head of department in need of employees and the candidate is qualified, HR Division will arrange for a health examination, and the person-in-charge will notify the candidate after the health examination is passed.
(6).For any doubts about the conclusion of the health examination, HR Division of the Company has the right to decide to review, and the reviewing hospital shall be decided by HR Division.
⑴.No admission for person under age of 18 (original identification documents shall be reviewed).
⑵.Person discharged of labor relations by the Company.
⑶.Person unable to provide valid identification documents.
⑷.No admission for home-based workers.
⑸.Person failing in reviews during the training period.
4.2.1 Prior to hiring: HR Division will review and and verify the identity of applicants (via phone) prior to hiring. For any doubts, they will contact the public security department for background investigations.
4.2.2 Registration: after accepting the offer, the applicant will go to the HR Division of the Company to apply for the registration at the designated time (overdue as a waiver), and submit a copy of the ID card (authentic and valid), valid medical report, academic certificate or other relevant materials (general posts does not require a diploma) and the procedure is as follows:
⑴.The person-in-charges of the department shall determine employment of ordinary employees, fill their opinions in the employment information on such employee (in Personal Information Registration Form) and determine the registration time;
⑵.The general manager may determine the admission of supervisors and levels above and the chairman of the board of directors may determine admission of special and key posts;
⑶.Administrative and HR Division shall complete the registration procedures for and verify the required materials of new employees;
⑷.The original and copies of the relevant skills certificates and required skill certificates for special posts;
⑸.Two recent one-inch photos;
⑹.Fill in the employee resume;
⑺.Enter employee information;
⑻.HR Division is responsible for transferring and establishing new employee files;
⑼.HR Division shall enter into labor contracts with new employees in accordance with the Company’s policies.
4.2.3 During the internship and probation period, if an employee’s competency does not meet the requirements of the post, or if the employee has any misbehavior or be absent from work without leave or good reason, such employee may be suspended from internship or probation and dismissed at any time.
4.2.4 Regular background security checks. For those employees who have already been hired that have misbehavior in actual work, as well as those who are “employees in key and sensitive positions” or “employees who are transferred from non-key and sensitive posts to key and sensitive positions” are required to pass the Background Checks of Current Employees in Key and Sensitive Positions every year as a re-investigation of the background of the criminal record.
4.2.5 Files Management
(1).HR Division shall keep files of each employee, including copies of ID card, academic certificates, resumes, labor contracts, and establish a company employee roster.
4.3Training and Safety Protection
1.The factory-level training for new employees includes pre-job training such as factory regulations, labor safety and production hygiene, operating procedures, working hours and remuneration, and informs employees of the benefits and salaries they enjoy in accordance with laws and the potential harm to their body while working at their departments and such training shall be performed by HR Division.
2.New employees should pass the examination during the training period and complete the probation performed by HR Division. They should be handed over to the vice manager of Production and Management Division, the department at which such new employees will work carries out the second- and third-level training and training for post technology, work, and production safety as well as job requirements, work procedures, job responsibilities, and they will start working after 24 hours of training. Such training shall be implemented by each department.
3.New employees will be trained within one month after entering the company. The training content includes: training on the Company’s management system, reward and punishment system, code of conduct, complaints and response, fire safety knowledge, social responsibility policy, environmental knowledge, occupational health, on-site public safety, information security, cargo process, document process, knowledge of laws and regulations on import and export, and knowledge on counter-terrorism threats.
4.(Attachment) Table and Records of New Employee Training Program
1.Each competent department shall regularly train their employees on the basis of their work demands; in the course of work, supervisors at all levels shall constantly guide employees in accordance with their competency, and constantly improve their work skills and comprehensive ability; employees constantly learn skills and conduct in-depth research to improve work efficiency and innovation.
2.Any employees arranged for training by the Company shall comply with the arrangement, participate in the training on time and seriously, and not be absent without reason. If they need to leave for special reasons, it shall be implemented in accordance with the relevant leave system.
3.Each department shall submit the personnel list and contents of each training in writing to the CR department for filing; the employees assigned to participate in the external professional training shall submit the relevant materials acquired and accumulated during the training process to HR Division. No one may copy, circulate or transfer such materials to another company or individual without permission.
4.Annual Plan of In-service Employee Training is conducted once a month. The training includes: company management system – reward and punishment system – code of conduct – complaints and response – 6S – clothing of labor protection equipment – fire safety knowledge – job responsibilities, work process, quality, technical training – social responsibility policy – environmental knowledge – occupational health – on-site public safety – information security – knowledge of laws and regulations on import and export – cargo process – document process and anti-terrorism threat knowledge training.
5、Schedule and Record for Annual Plan of In-service Employee Training of the Company (attached table).
6、Training for the management will be arranged on the basis of the needs of the work.
4.4 Job Shift
1.The company values each employee and provides opportunities for promotion and development for employees who are dedicated, innovative, successful, and capable. In the aspect of job shifts and transfer, we must adhere to the practice of transparency, fairness, and impartiality, and implement the principle of promoting the competent, the ordinary yielding and the mediocre stepping down.
2.For transfer of the general employees in the Company, the supervisors of each department should communicate with each other. With the consent of the vice manager of production department, HR Division will verify the transfer time. The general managers in the Company shall be nominated by the department manager, verified by HR Division, and approved by the general manager.
3.After the employee receives the transfer notice, the transfer procedure shall be completed by managers and personnel above such level within 5 days and completed within 3 days by employees other than the management.
4.The transferred staff will hand over the work to the direct department foreman before the new employee is not in service, and the department foreman will finish temporarily work for him.
5.If the employee proposes the transfer, he/she must submit an application firstly, and the persons-in-charge of the original department and target department for transfer shall sign and agree such transfer, and then submit the approval grade by grade according to the approval authority.
6.For employees who are “employees in key and sensitive positions” or “employees transferred from non-key and sensitive positions to key and sensitive positions” are required to pass the Background Checks of Current Employees in Key and Sensitive Positions every year as a re-investigation of the background of the criminal record.
4.5.1.Application for Resignation
(1).The employee should submit a written Handover Form for Resignation to the department foreman before leaving from the Company. Employees in the probation period should submit the application for resignation to the department foreman three days in advance. The employed staff should submit the application for resignation to his department foreman 30 days in advance.
4.5.2Interviews for Resignation
(1).After receiving the Handover Form for Resignation from such employee, the person-in-charge of department shall communicate the general employees to resign and understand the reasons for resignation. General managers shall interview with managers and personnel above such level to resign.
4.5.3Approval for Resignation and Handover Work
(1).After the foreman of the department agrees the resignation of the employee, signs the employee’s Handover Form for Resignation and submit it to the person-in-charge of department for signing and approval, it shall forward the application to the Administrative and HR Division. After HR Division receives the Handover Form for Resignation, the employee shall complete the handover work and procedures in accordance with the Company’s resignation requirements. Employees who leave the company shall not leave their jobs until the their work has been fully transferred. The Handover Form for Resignation shall be kept by HR Division.
4.5.4Countersign Procedures for Resignation
⑴.The employee himself/herself verifies the situations with Handover Form for Resignation to the warehouse, General Affairs Division, Financial Division for approval, and checks whether there are borrowed or unreturned items and financial loans, etc. It shall be signed by the person-in-charge of each department without any remaining issues .
⑵.Employees shall hand over their work to the designated personnel of the department, including written and electronic documents of all materials; office equipment (supplies); all work-related materials and articles such as keys to rooms, tables, cabinet, etc. The particulars of the handover shall recorded on the back of the Form. If there are too much information to be filled, the details of the handover can be attached to the Form. After the handover is completed, the department foreman (supervisor), the receiver, and the resignation applicant will sign the Form and then submit the signature to the person-in-charge of department.
⑶.If the specialists or employees above such level, the general manager and the chairman of the board of directors shall sign and provide their opinion.
⑷.The deadline for resigned employees’ salaries is the actual date of resignation. The salaries of resigned employees are paid in cash or by transfer on the Company’s regular pay date. (The company’s pay date for salary of the previous month is on the 10th of each month.) A legal document signed by the principal shall e provided in case that the resigned employee is unable to receive the salary in person. Such document must be fill out and apply for a salary order for receiving salary in the Financial Division.
⑸.If the employee leaves the Company without approval, the Company will not handle any formalities; if such resignation without approval causes losses to the Company, it shall be liable for compensation. For any significant effects arising from such resignation, such person will be held accountable.
⑹.If the above contents are unclear, resulting in loss of the Company, the relevant personnel shall be held accountable.
⑺.If the resigned employee leaves the Company without completing the handover procedures, the Company may investigate its legal responsibility through legal means.
⑻.If the resigned employee leaves the Company without completing the handover procedures, the Company may investigate its legal responsibility through legal means.
(9).After leaving the factory, the resigned personnel are forbidden to enter the Company again, failing which seriously, they shall be handed over to the police station in the jurisdiction.
4.5.5 Voluntary Resignation
Resignation: it means that the employee leaves the Company without reasons or approval from the Company and such resignation shall be deemed as termination of labor contract by the employee unilaterally.
Procedures for Resignation：
(1).The Company will deliver the Termination Notice of Labor Contract to the employee terminated the contract, and will notify such employee by registered mail or other means in case that such notice is rejected by such employee or that such employee is unable to contact. For any losses caused to the Company under such cases, the Company will hold such employees accountable.
(2).The department where such employee works shall provide the written report about the basis for procedures and opinion
Dismissal: it means that the Company’s termination of the labor relations with its employees for their incompetency for their job, violation of the Company’s regulations and rules, in accordance with the Article 39 in the Law of Labor Contract and applicable laws, regulations and systems. Such dismissal shall be handled pursuant to the provisions of terminating labor contracts in the Work Rules of the Company.
5.1Labor Law of the People’s Republic of China
5.2Labor Contract Law of the People’s Republic of China
5.3Local Labor Rules and Regulations
6.1Application Form for New and Supplementary Personnel
6.2Registration Form for Recruitment Application
6.3Interview Evaluation Form
6.4Notice of Admission
6.5Registration Form for Work
6.6Background Checks of Employees for AEO Sensitive Position
6.7Application Form for Resignation
6.8Application Form for Dismissal
6.9Interview Form for Resignation
6.10Handover Form for Resignation
6.11Agreement for Termination of the Labor Contract/Termination Notice for the Labor Contract
6.12Credential for Termination of Labor Contract with the Employee
Beihai Tong Hong Tannery Co., Ltd.
March 18, 2013
I.Purposes for In-service Employee Training
- Help new employees gain a comprehensive understanding of the Company before working at the Company, recognize the Company’s business and corporate culture, strengthen their confidence in choices for career, understand and accept the Company’s common language and behavioral norms;
- Make new employees understand their job responsibilities, work tasks and work goals, master work methods, work procedures and work methods, and start their work as soon as possible.
- Help new employees adapt to work groups and norms; encourage new employees to form a positive work attitude.
II.Target Group of Training：
All Employees, especially new employees
III.During the Training：
The induction training period for new employee is 3 days, and HR Division will determine the training date according to the specific situation.
- Off-the-job training: HR Division shall develop, organize and implement the training schedule and plan in the form of centralized lectures.
On-the-job training: The person-in-charge of department where the new employee will work shall evaluate the skills required by for the job and the skills mastered by the new employee, find the gap, determine the training direction for the employee, and assign a person to implement the training guidance. The administrative department is responsible for tracking and monitoring.
Employee Rules and Training Materials, etc
VI.On-the-job Training Content:
1.Company profile (company history, background, business philosophy, vision, mission, and values)
3.Overview of the industry where the organization is located
4.Overview of welfare portfolio (such as insurance, vacation, sick leave, retirement, etc.)
6.Salary system: payday and payment method
7.Labor contracts, benefits and social insurance, etc.
8.Position or job description and specific work specifications
9.Medical checkup schedule and medical examination project for employees
10.Career development planning (such as potential promotion opportunities, career channels, and how to obtain occupational resource information)
11.Staff regulations, policies, procedures
12.Service regulations for the Company’s access control card and work permit, keys, access to e-mail accounts, computer password, telephone, parking space, and office supplies, etc.
13.Familiarity of internal personnel (supervisors, subordinates, and colleagues of the department; heads of other departments, and cooperating colleagues)
14.Dress code requirements
15.Official etiquette, code of conduct, trade secrets, and professional conduct
16.Activities other than work (such as sports teams and special projects, etc.).
17.Employee’s complaint and response
18.Knowledge of fire safety, environmental sanitation and occupational protection
19.Public place safety and information security training
20.Knowledge of laws and regulations on import and export
21.Knowledge of cargo and document processes
22.Security knowledge of counter-terrorism threats
23.Operating procedures and job skills
25.Job requirements and working procedures
The assessment of the training period is the application assessment, and the on-the-job training is based on the application assessment. The application assessment examines the application of the training knowledge or skills and the improvement of the performance behavior of the trainees in the actual work by the means of observation and testing, and is led by the leadership and colleagues of their departments and HR Division jointly.
VIII. Effect Evaluation：
HR Division and the department where new employee will work communicate directly with the trainees and training leaders at the department, and develop a series of written questionnaires to track and understand the situation of the employee after training, gradually reduce the training direction and content deviation, and improve the training methods to make the training more effective and achieve the desired goals.
- HR Division will coordinate the entry indicators and entry time according to the manpower demand plan of each department, determine the training time according to the size of the newly recruited employees and formulate specific training plans; and fill out the Training Plan for New Employees to report to the administrative manager and competent departments.
- HR Division is responsible for coordinating with relevant departments, and is responsible for the organization and management of the whole process of training, including personnel coordination organization, venue arrangement, course adjustment and progress promotion, quality monitoring and evaluation, and examination of training effects.
- HR Division will submit a summary analysis report of the training and report it to the administrative manager for review in the week after the end of the new employee training.
- After the training for new employees is completed, they will be assigned to relevant department posts to receive induction training (on-the-job training). The persons-in-charge of each department will implement the training and fill out the Record for Employee Training to report HR Division at the end of the training.
- During the training for new employees to receive induction, HR Division should assign personnel to follow-up guidance from time to time.