Company Human Resources Management Process & Procedures

Notification of Personnel Allocation and Transfer\n\nUpon receiving the employee resignation report, the Administration Department should notify and organize the relevant department heads to have a face-to-face meeting with the employee to sincerely persuade them to stay.\n\nIf the employee insists on resigning, the Administration Department should report to the General Manager for approval.\n\nUpon termination or termination of labor contracts with employees, as instructed by the leadership, the Administration Department should issue a notice of termination or termination of labor contract to the relevant departments, and complete the employee departure procedures. If the vacancy resulting from the employee's resignation affects product quality and needs to be filled, the Administration Department should solve it through internal allocation. If internal allocation cannot solve the issue, it should be resolved through recruitment within the annual manpower plan indicators. The recruitment process should follow the procedures outlined in blocks 10 to 16 to ensure that the recruited personnel meet the job qualifications. For urgent manpower needs outside the annual manpower plan indicators, special approval for recruitment should be obtained.\n\nPerformance Evaluation\n\nThe company should implement a performance evaluation management system, which includes assessing the capabilities and performance of various positions.\n\nTransfer, Training, and Assessment\n\n1. Each department should submit personnel transfer applications to the Administration Department based on production needs. The Administration Department will organize relevant departments to negotiate personnel transfers. After the transfer training is completed and the employees meet the job qualifications, the Administration Department will issue personnel transfer notices to the relevant departments for execution.\n\n2. For employees who do not meet the job qualifications after entry, transfer, and on-the-job training assessment, the Administration Department will negotiate with the relevant departments to transfer them to other positions. After the transfer training is completed and the employees meet the job qualifications, the Administration Department will issue personnel transfer notices to the relevant departments for execution.\n\n3. For employees whose qualifications and abilities no longer meet the job requirements due to production adjustments, customer demands, or personal reasons confirmed through work evaluations, the Administration Department will handle transfers.\n\nTermination\n\n1. Employees who do not meet the job qualifications after entry training assessments and transfer training, and who still do not meet the qualifications for the intended transfer position, will be considered incompetent. The Administration Department will terminate the labor contract directly during the probation period. For employees who have completed the probation period, the labor contract will be terminated through mutual agreement or directly. The Administration Department will issue notices of termination or termination of labor contracts to the relevant units and complete the employee departure procedures.\n\n2. For employees whose qualifications and abilities no longer meet the job requirements due to production adjustments, customer demands, or personal reasons, and who still do not meet the qualifications for the intended transfer position after on-the-job training and transfer training, the Administration Department will terminate the labor contract through mutual agreement. Notices of termination or termination of labor contracts will be issued to the relevant departments, and employee departure procedures will be completed.\n\n3. If the vacancy resulting from the termination of an employee affects product quality and needs to be filled, the Administration Department should solve it through internal allocation. If internal allocation cannot solve the issue, it should be resolved through recruitment within the annual manpower plan indicators. The recruitment process should follow the procedures outlined in blocks 10 to 16 to ensure that the recruited personnel meet the job qualifications. For urgent manpower needs outside the annual manpower plan indicators, special approval for recruitment should be obtained.\n\nEmployee Incentives\n\nThe company should implement relevant regulations, such as the "Rationalization Proposal Management System," for employee incentives.\n\nAnnual Work Summary and Evaluation\n\nAt the end of the year, the Administration Department should calculate the completion rate of the annual manpower plan by using the number of recruited personnel as the numerator and the number of personnel planned in the annual manpower plan as the denominator. The department should prepare the annual human resources work summary report, analyzing the strengths and weaknesses of human resources management, identifying problems, and proposing improvement directions for the next year.\n\nRecord Archiving\n\nThe Administration Department should archive and preserve relevant records and documents related to human resources management.\n\nProcess Block Work Process Standard\n\n1. Training Needs Survey and Proposal\n\nAt the beginning of each year, the Administration Department issues a training needs survey notice. Each department should fill out the "Department (Workshop) Training Needs Form" and submit it to the Administration Department. In particular, departments should verify whether employees holding the required qualifications for the positions specified in the job descriptions have valid certificates. If the certificates have expired, they should be reported for re-assessment or training. Training needs for specific positions should be included in the company's annual training plan.\n\n2. Temporary Internal and External Training Needs\n\nDepartments may submit temporary internal and external training needs to the Administration Department based on production or business needs. For temporary external training needs, the "Outbound Training Application Form" should be filled out to specify the training purpose, participants, training time and location, training institution, training content, and budget.\n\n3. For employees in positions that require specific qualifications specified in the job descriptions (including but not limited to internal auditors, second-party auditors, laboratory personnel, calibration personnel, design and development personnel, personnel operating special processes, personnel operating processes with special characteristics, personnel operating critical equipment, inspection and testing personnel, and other employees who affect quality), the Administration Department, in addition to the annual survey, should periodically organize relevant department personnel to check the validity of the qualifications and identify the need for re-assessment or training.