Company Employee Training Plan: Comprehensive Guide to Onboarding, Development, and Qualification

二 培训计划\n\n1. Annual Training Plan: The Administration Department, based on the company's production and overall development needs and the training requirements proposed by each department, as well as the training effectiveness of the previous year, will formulate the overall "Annual Employee Training Plan" for the company. The annual training plan should ensure that employees are aware of the relevance and importance of their activities, as well as how to contribute to achieving quality objectives and the potential impact of not meeting job requirements on products or customers.\n\n2. Temporary Special Training Plan:\n(1) Temporary Internal Training: If there are temporary training needs from departments due to production or business requirements that cannot be met by the annual training plan, the Administration Department will communicate with the relevant departments and organize the planning of a special training plan called "Year Department (Workshop) Special Training Plan". This plan will be implemented after approval from the General Manager. The implementation of the plan will be tracked by the training-demanding department, and the Administration Department will coordinate as necessary according to the needs of each department.\n(2) Temporary External Training: If there are temporary training needs from departments that cannot be met by the annual training plan, an "External Training Application Form" should be filled out to specify the training objectives, target participants and number of people, training time and location, training institution, training content, and budget. This form should be submitted to the Administration Department for review and approval by the manager before attending the training. It will be included in the special training plan.\n(3) For personnel in positions that require corresponding qualifications (including but not limited to: a. internal auditors, second-party auditors; b. laboratory personnel; c. inspection personnel; d. design and development personnel; e. personnel responsible for operating special process operations; f. personnel responsible for operating special characteristic operations; g. personnel responsible for operating key equipment; h. inspection and testing personnel; i. other employees who affect quality), the Administration Department, in addition to the annual survey and statistics, should periodically organize relevant department personnel to check and verify the validity of their qualifications. This is to ensure that internal training is organized or external institutions with corresponding qualifications are contacted for qualification certification or assessment before the qualifications expire. This should be included in the special training plan.\n\n3. The training plan should clearly specify the training participants, training objectives, training content, training hours, responsible units, responsible persons, training time, training methods, and assisting units.\n\n三 审批\n\nThe General Manager approves the annual employee training plan and temporary special training plan.\n\n四 计划启动\n\nThe Administration Department will issue and implement the company's employee training plan. The implementation of the temporary special training plan will be tracked by the training-demanding units, and the Administration Department will coordinate as necessary according to the needs of each department.\n\n五 入厂培训 内容及要求\n\n1. Induction Training for New Employees (Contract Workers or Laborers): New employees who join the company must be informed of the relevance and importance of their activities, as well as how to contribute to achieving quality objectives and the impact of not meeting quality requirements on customers. For personnel in positions that require specific qualifications (including but not limited to: a. internal auditors, second-party auditors; b. laboratory personnel; c. inspection personnel; d. design and development personnel; e. personnel responsible for operating special process operations; f. personnel responsible for operating special characteristic operations; g. personnel responsible for operating key equipment; h. inspection and testing personnel; i. other employees who affect quality), it is necessary to ensure that they meet the specific requirements of their positions. For new employees who do not possess the necessary qualities and abilities, they must undergo specialized training and be evaluated by the employing unit. Only those who meet the qualification requirements specified in the job description can be assigned to the position. The evaluation results should be recorded in the "Job Qualification Training and Assessment Form". The training and assessment should be completed within two workweeks. Those who do not meet the job requirements will be transferred or dismissed (transfers or dismissals will follow the company's "Human Resources Management Procedures"). Before new employees start their positions, they must undergo safety education at the company, workshop (department), and workgroup levels, and complete the filing of the "Three-Level Safety Education Card". They should also receive training on Yucai's corporate culture. For technical personnel entering the company, identification and training of product design skills should also be conducted.\n\n2. Safety Education for External Personnel Visiting the Production Workshop: Before external personnel visit the production workshop for learning purposes, they must receive safety education.\n\n六 转岗培训\n\n1. Training for Employees Transferring to New Positions (Contract Workers or Laborers):\nFor personnel transferring to new positions and who do not possess the corresponding qualifications, the Administration Department is responsible for organizing relevant personnel from the appropriate units to provide professional knowledge and skills training before they start their new positions. They must be informed of the relevance and importance of their activities, as well as how to contribute to achieving quality objectives and the impact of not meeting quality requirements on customers. After evaluation and assessment by the employing unit, those who meet the requirements of the job in terms of competence and awareness can be assigned to the position. The evaluation results should be recorded in the "Job Qualification Training and Assessment Form". Those who do not meet the job requirements will be transferred or dismissed (transfers or dismissals will follow the company's "Human Resources Management Procedures").\n2. Three-Level Safety Education Training for Employees Transferring to New Positions (Contract Workers or Laborers):\nFor personnel transferring to new positions, they must receive three-level safety education training organized by the Production Department and pass the assessment before starting their new positions.\n\n七 在职培训\n\n1. Training for Technical Personnel in Product Design Skills: In response to the demand for technological development and employees who are assigned to product design responsibilities without possessing the corresponding product design skills and/or being proficient in relevant tool techniques, the relevant units are responsible for organizing personnel from appropriate units to provide corresponding design skills and/or tool technique training. After evaluation and assessment, those who meet the requirements of the job in terms of qualification can engage in product design work. The evaluation results should be recorded in the "Job Qualification Training and Assessment Form". Those who do not meet the job requirements will be internally transferred or dismissed (internal transfers or dismissals will follow the company's "Human Resources Management Procedures").\n2. Training for Special Customer Requirements: For all employees (contract workers or laborers) who have an impact on product quality, when customers have special skill requirements that they do not possess, relevant units must organize specialized training to inform them of the relevance and importance of their activities, as well as how to contribute to achieving quality objectives and the impact of not meeting quality requirements on customers. After assessment and evaluation by the employing unit, those who meet the customer requirements can be assigned to the position. The evaluation results should be recorded in the "Job Qualification Training and Assessment Form". Those who do not meet the job requirements will be transferred or dismissed (transfers or dismissals will follow the company's "Human Resources Management Procedures").\n3. For employees (contract workers or laborers) whose qualifications and abilities no longer meet the requirements of their positions due to changes in production operations, customer requirements, or their own qualities and abilities, the Administration Department provides on-the-job training. They must be informed of the relevance and importance of their activities, as well as how to contribute to achieving quality objectives and the impact of not meeting quality requirements on customers. After evaluation and assessment, those who meet the requirements of the job in terms of competence and awareness can be assigned to the position. The evaluation results should be recorded