Rules and regulations for employees in small enterprises 1: attendance management system 1. Objective: To strengthen the management of labor discipline in the company and maintain the normal production and work order of the enterprise. 2. Attendance scope: 2. 1 registered employees of the company. 2.2 The absence of employees due to special reasons shall be approved by the general manager. 3. Attendance mode: 3. 1 The company adopts the attendance mode of combining attendance machine swiping and department attendance; 3.2 The office staff is responsible for attendance work, and the doorman cooperates with all departments to supervise and manage the attendance process. At the same time, the doorman should undertake the record and report of employees' entry and exit. 4. Time for punching in attendance: 4. 1: 8: 00 am to afternoon 12: 00 pm 14: 00 to 18: 00 5 pm. Relevant regulations: 5. 1 attendance regulations: 5. 1. Those who fail to punch in once will be fined 10 yuan. 5. 1.2 For employees who can't return or forget to punch in on business, they must fill out a business trip form the next day, explaining the reasons, and submit it to the doorman after being confirmed by the department head. If you don't fill out the exit form the next day, it will be regarded as not punching in. 5. 1.3 employees must consciously abide by labor discipline and never be late or leave early. 5 yuan will be deducted within 10 minute, 1 hour 10 yuan, and so on; Double punishment for being late and leaving early without punching in. Getting off work early in the morning, being late for work in the afternoon, and leaving work halfway are all regarded as being late and leaving early. 5. 1.4 absenteeism for three consecutive days or six days in a month will be dismissed; 5. 1.5 Absence from work for more than half a day will cancel the bonus of the current month; 5. 1.6 standard for deduction of absenteeism days is 0.5 days 1 day 1.5 days, 2.5 days and 3 days, and monthly salary (including piece rate) is deducted10% 25% 40% 60% 80%100%. If it is not replaced in time after being lost, the vacancy attendance record shall be deemed as not punching in; 5. 1.8 The office comprehensively supervises, checks and implements attendance work, coordinates and handles problems in work in time, and handles serious violations of the system in time. 5. 1.9 During working hours, chatting, eating and snacks are not allowed. Smoking is strictly prohibited in other places except the manager's office and the reception room of the business department. Offenders will be fined at one time 10 yuan (smoking is allowed in the canteen during breaks). 5.2 Procedures for Asking for Leave and Going Out 5.2. 1 Employees who go out on business or ask for sick leave or personal leave shall go through written leave formalities with the department (workshop) in advance. Oral leave in special circumstances will be reissued afterwards. 5.2.2 Leave for two days shall be signed by the department manager for approval. Ask for leave for more than two days and report to the deputy general manager for approval. Technicians and middle-level cadres leave for more than 3 days, which must be reviewed by the deputy general manager and approved by the general manager. 5.2.3 Leave the company only after submitting a leave note to the doorman on duty, and deduct one day's salary for one day's leave. Temporary leave (such as half an hour, 1 hour, etc.). ) will be deducted monthly. Those who leave their posts without going through the formalities of asking for leave shall be treated as absenteeism. 5.2.4 During working hours, if employees need to go out to handle affairs, they can only go out with the Out-of-Office Form signed by the department head, and cadres above the middle level need to be approved by the deputy general manager. Those who go out without going through the formalities shall be treated as AWOL. The doorman on duty must truthfully record the employees' entry, exit and various records, and report them to the office for verification. Found to be fraudulent or dereliction of duty, a fine of 50-200 yuan; 5.2.5 Personnel who frequently come and go due to work needs (such as sales field personnel, drivers, purchasing personnel, etc.). ) You can enter and exit with a special exit permit approved by the general manager or deputy general manager, and you don't need to sign an exit form separately. 5.3 Family leave, spring leave, marriage leave, funeral leave, maternity leave, salary, travel expenses and reimbursement system 5.3. 1 Middle-level cadres and professional technicians who have worked continuously in this enterprise for 1 year and their spouses live in other places can enjoy 15 days of family leave (including Sundays) every year, which can be enjoyed twice. The salary for visiting relatives is paid as usual, and the bonus is implemented according to the performance salary management system, which does not affect the benefit salary. 5.3.2 During the Spring Festival, foreign employees can enjoy 65,438+00 days of spring break, and their holiday wages are deducted according to the bonus system. For foreign employees who have been working in this enterprise for half a year (coming to work in the factory before June 30th of that year), the travel expenses for visiting relatives during the Spring Festival can be reimbursed 1. On-the-job, professional and technical, bachelor degree or above can be reported for round-trip business trip. 5.3.3 The travel expenses for visiting relatives shall be reimbursed by legal bills, and the trip will be from Wenzhou to cities and counties. The transportation expenses in counties and cities are self-sufficient. The reimbursement standard is limited to the third class of trains, ordinary buses and ships, excluding local transportation expenses, and the overspending part is paid at its own expense; The vice president and chief engineer can apply for air tickets. 5.3.4 Reimbursement procedure for visiting relatives: the office will review and register and report to the General Manager for approval. 5.4 Marriage leave: employees of legal marriage age (men over 22 years old and women over 20 years old) enjoy marriage leave for 3 days and marriage leave for 6 days later with legal marriage certificate. During the period of marriage leave, the salary will be paid as usual, and the bonus will be implemented according to the performance salary management system, which will not affect the benefit salary. 5.5 Bereavement leave: If the employee's spouse, parents or children die, the employee can apply for three days' bereavement leave. During the period of funeral leave, the salary will be paid as usual, and the bonus will be implemented according to the performance salary management system, which will not affect the benefit salary. 5.6 Maternity leave: Female employees meet the family planning regulations, and the maternity leave is 90 days. Salary, performance salary and benefit salary are deducted by days. 5.7 System of compensatory time off for business trips and holidays of sales site and other personnel. 5.7. 1 Sales field personnel will not take compensatory time off after returning to the factory on holidays during business trip, but they can take compensatory time off after learning driving, getting married and taking sick leave. They must go through the relevant formalities, first make up the compensatory time off sheet, and the cumulative compensatory time off exceeds 12, which will be approved by the department head, who will report it to the general manager of the company for approval; Exceeding the number of days shall be treated as personal leave; 5.7.2 Pay the salary as usual during the compensatory time off, deduct the salary after the time limit, and be absent without authorization as absenteeism. 5.7.3 The specific attendance measures shall be assessed by the department, supervised by the doorman and implemented by the company office. 5.8 Other after-sales service and technical personnel are on business trips, overtime pay is calculated on holidays (except annual salary system), and outsourced training does not meet the above requirements. 5.9 This system was revised on July 27th, 20 10 and implemented on August 20th 1 0/day. Two. Performance appraisal Section 1 Basic analysis of performance appraisal 1. Performance appraisal category Performance appraisal is to evaluate the performance, work ability, work attitude and personal morality of employees in the process of work, and to judge whether employees are commensurate with the requirements of the post. Performance appraisal formula: P=f (s, m, o, e). The meaning of each factor. Classification of performance appraisal: according to the nature of performance appraisal; According to the main body of performance appraisal; Conduct performance appraisal according to the work organization form; According to the length of performance appraisal. Second, the performance appraisal contents of the assessment systems in Britain and the United States are "attendance" (work attitude) and "performance appraisal" (work results); Personal characteristics, work behavior and work achievement are three aspects of foreign enterprise assessment items. The performance appraisal of civil servants in China includes four aspects: morality, ability, diligence and achievement. In the performance appraisal, it is necessary to establish the index system of assessment items, determine the score distribution of each item, and stipulate the scoring standard of each item. Three. Principles of Performance Appraisal (I) Fairness and Justice (II) Objectivity and Accuracy (III) Sensitivity (IV) Consistency (V) Stereo (VI) Feasibility (VII) Openness (VIII) Timely Feedback (IX) Diversification (X) Dynamic (II) Performance Management Process (I) Making Appraisal Plan/KLOC Select the evaluation content and method. 3. Determine the assessment time 2. It is a highly technical job to evaluate the performance of technical preparation. Its technical preparation mainly includes determining evaluation standards, selecting or designing evaluation methods and training evaluation personnel. Iii. Selection of appraisers When selecting appraisers, two factors should be considered. Through training, examiners can master the principles, standards and methods of evaluation and overcome common deviations. When selecting candidates, we usually consider various assessment candidates according to the requirements of the above two factors. Fourth, collecting data and information Collecting data and information, it is necessary to establish a system related to the assessment index system and adopt various effective methods to achieve it. Methods of collecting information in production enterprises. V. Conduct analysis and evaluation (1) to determine the grade and score of individual events (2) Synthesize the results of various assessment sources of the same project (3) Synthesize the assessment results of different projects (6) Feedback of assessment results (1) Significance of feedback of assessment results (2) Feedback interview of assessment results 1. Several aspects of establishing a harmonious interview relationship (2) the skills of providing and receiving information and giving feedback, and 7. Evaluation results. Section 3 Common evaluation methods 1. Simple sorting method (1) The meaning of simple sorting method is also called sequential method or sequential evaluation method, that is, the order of "1234 ..." discharges a group of evaluation objects according to certain standards. Advantages and disadvantages of this method. (2) The operation of the simple sorting method first draws up the assessment items. The second step is to evaluate the candidates in each project and arrange the order. The third step is to add up the ordinal numbers of each person's respective assessment items to get their respective ranking scores and rankings. Ii. compulsory distribution method (I) the meaning of compulsory distribution method compulsory distribution method is a method of assigning the assessed to various performance categories according to a predetermined proportion. This method is based on the principle of statistical normal distribution, and its characteristic is that there are few people with the highest and lowest scores on both sides, and most of them are in the middle. (2) Applicability of the compulsory distribution method. Factor evaluation method (I) The meaning of factor evaluation method Factor evaluation method, also known as functional evaluation method or evaluation scale method, is a method combining qualitative assessment with quantitative assessment. Advantages and disadvantages of this method. (2) The factor evaluation method (1) is used to determine the assessment items. (2) Indicators are graded according to their advantages and disadvantages. (3) training examiners. (4) Assess and score. (5) Analyze, adjust and summarize the obtained data. Four, the work record method is generally used to assess the operation of production workers. Advantages and disadvantages of this method. V. Management by objectives (1) Understanding of management by objectives 1. The meaning of management by objectives Management by objectives is a comprehensive performance management method. Management by objectives was put forward by peter drucker, a famous American management master. Management by objectives is a process of two-way interaction between leaders and subordinates. 2. Advantages of target management The method of target management has many advantages and some limitations. (B) the quantitative standard of management by objectives should conform to the "SMART" principle and its specific meaning. (III) Implementation steps of target management 1. Determine the scope of job responsibilities. Determine specific target values. Review and determine objective 4. Achieve Goal 5. Summary 6. Evaluation and follow-up measures. 360-degree assessment method (I) The meaning of 360-degree assessment method 360-degree assessment method is a relatively comprehensive performance assessment method from many angles, also known as comprehensive assessment method or comprehensive evaluation method. (II) Implementation method of 360-degree assessment method First, listen to opinions and fill in the questionnaire. Then, evaluate all aspects of the assessed. On the basis of analyzing and discussing the evaluation results, the two sides discuss and set performance targets for the next year. (III) Advantages and disadvantages of the 360-degree assessment method Section 4 Performance management operations I. Controlling assessment errors Performance assessment errors can be divided into two categories: one is related to assessment standards and the other is related to examiners. (1) Assessment criteria. Including: the assessment standard is not rigorous and the assessment content is incomplete. (2) the examiner's question. Including: halo effect, temper justice with mercy tendency, average tendency, recency effect, primary effect, personal likes and dislikes, prejudice effect. Second, the handling of assessment complaints (1) The reasons for assessment complaints (2) The main points of handling assessment complaints include: respecting employee complaints; Treat the evaluation of complaints as an interactive process; Focus on processing results. Three. Measures to improve performance appraisal (1) adopt objective appraisal standards (2) reasonably select appraisal methods (3) conduct appraisal by people who know the situation (4) train appraisers (5) disclose the appraisal process and results according to factual materials (6) conduct appraisal interviews (8) establish appraisal appeal procedures.