z作为一名优秀的翻译请使用正确且正式的英语表达翻译以下公司文件内容并按照原文格式排版。劳动合同协议表 员工离职手续 《合理化建议管理制度》 人力资源工作报告 以上相关记录资料 培训管理流程 责任单位 相关记录文件 培训需求调查和提出 培训计划 计划启动 员工入厂 入厂培训 员工工作 在职培训 员工转岗 转岗培训 执行追踪与协调 培训总结与效果评价 培训记录归档 __部门车间培训需求表 员工外出培训

Labor Contract Agreement Form Employee Departure Procedures "Rationalization Proposal Management System" Human Resources Work Report Above-mentioned relevant record documents Training Management Process Responsibility Unit Related record files Training Needs Investigation and Proposal Training Plan Plan Initiation Employee Entry On-site Training Employee Job Training Employee Job Transfer Transfer Training Execution Tracking and Coordination Training Summary and Effectiveness Evaluation Training Record Filing Department (Workshop) Training Needs Form Employee Outbound Training Application Form Annual Company Employee Training Plan __Year Department (Workshop) __Special Training Plan Training Class Attendance Records for Various Departments Training Class Teaching Plan Training Score Registration Form Training Class Attendance Records Level 3 Safety Education Card, Training Score Registration Form Training Plan Completion Check Form Training Effectiveness Evaluation Report Training Related Records 5.2 Human Resources Management Workflow Standard Number Workflow Block Workflow Standard Position Determination Annual Administrative Department determines positions and staff numbers based on the company's production and operation plan, as well as organizational changes, personnel movements, business adjustments, etc., and organizes the planning of the company's annual position and staff number plan for submission to the general manager for approval. Approval The general manager approves the company's position and staff number plan. Post Determination 1. The administrative department organizes each department to determine the qualifications for positions based on the annual position and staff number plan and the different impacts on product quality, clarifies the tools and techniques applicable to the corresponding positions for design and development, and requires personnel responsible for specific positions (including but not limited to: a. internal auditors, second-party auditors; b. laboratory personnel; c. verification personnel; d. design and development personnel; e. personnel responsible for operating special process steps; f. personnel responsible for operating special characteristic process steps; g. personnel responsible for operating critical equipment; h. inspection and testing personnel; i. other employees who affect quality.) to hold appropriate qualifications or possess corresponding abilities, and clarifies responsibilities, authorities, and special requirements of customers, and formulates "Responsibilities and Authorities for Each Position" or "Position Description" and requires all position description books to be bound and indexed uniformly with a unified cover and index format. 2. The administrative department re-determines the qualifications for positions at the beginning of each year and at any time for newly-established, merged, or divided positions, clarifies responsibilities and authorities, and revises the position description books. For positions that are directly abolished without being newly established, merged, or divided, their work is correspondingly canceled and the corresponding position description books are invalidated. Approval The position description books are approved by the administrative heads of various departments and submitted to the administrative department for filing. Annual Manpower Requirements The administrative department issues a manpower requirement survey notice at the end of the year, and each department submits a manpower requirement application "Human Resources Requirement Application Form" based on the company's position and staff number plan and the production and business needs of the department. Emergency Manpower Requirements Each department submits emergency manpower requirements to the administrative department on a temporary basis for urgent work needs. These requirements are considered as needs outside the annual manpower resource plan and must be submitted for special approval in the "Special Recruitment Report". Approval The special recruitment report is reviewed and approved by the general manager. Annual Manpower Resource Plan The administrative department compiles the company's annual manpower resource plan "Annual Manpower Resource Plan" based on the annual manpower requirements proposed by each department and the company's position and staff number plan. Approval The general manager reviews and approves the company's annual manpower resource plan and submits it to the board of directors for discussion and approval at the beginning of the year. Recruitment The administrative department organizes relevant personnel to recruit through various channels based on the company's annual manpower resource plan. Application Assessment 1. Recruitment personnel ask applicants to fill in the "Recruitment Registration Form" to understand their basic information. 2. The administrative department organizes relevant department personnel to assess the qualifications and abilities of the applicants through appropriate testing methods, such as interviews, verification of qualifications, written tests on required knowledge, on-site practical skills assessments, physical examinations, etc., to determine whether the applicants' qualifications and abilities meet the requirements of the positions, or whether they can meet the requirements of the positions through additional training as specified in the "Training Management Procedure", and record the assessment results in the "Qualification and Ability Assessment Form". Personnel Determination After the recruitment assessment, the administrative department selects the most suitable candidates from the applicants who meet the requirements for the positions. Approval The administrative department prepares the "Recruitment Approval Form" and submits it to the general manager for review and approval. Hiring and Reporting 1. The administrative department issues "Employment Notice" based on the approved list of candidates. 2. After receiving the employment notice, the candidates report to the company according to the requirements. 3. The reception desk verifies the proof of no labor contract relationship with other units for new employees and signs a labor contract with them according to the labor law, with an appropriate probation period as required