员工手册制订全程指南及风险防范其它上课时间：

对本课程所感兴趣的学员

•概述/Overview
在企业员工关系管理过程中，一部行之有效的的员工手册可以有效扩大企业的用工自主权，构建和谐员工关系，反之一部无效或无用的规章制度常会诱发劳动争议并成为企业败诉的直接原因。
In employee relationship management process, an effective employee handbook can effectively expand the autonomy of enterprises and employment, build a harmonious employee relations; conversely an invalid regulations often induce labor dispute and become the direct cause of losing business.
实践中，很多用人单位依然存在着制度缺失、或繁杂而无用的情形，那么，不合规的员工手册会给企业在日常员工关系管理带来哪些法律风险 企业劳动规章制度具体有何重要作用 规章制度有哪些重要分类 各项规章制度如何设计和撰写 如何合法有效地制定和公示规章制度 如何有效运用企业规章制度对员工加强管理 特别是对问题员工和高层员工、关键岗位员工的管理
In practice, many companys still exist system deficiencies, or it"s not efficient.So, what kinde of legal risk will bring in the daily management of employee relations with non-compliance employee handbook
Why the Labor regulations are so important
What are the key regulatory classification
How to design and write the rules and regulations
How to effectively formulate and legitimate public regulations
How effective use of staff rules and regulations to strengthen the management
Especially on the management of problem employees and senior employees, key personnel
通过本次培训将结合大量实际案例，使HR理解和掌握员工手册及各类规章制度的基本知识及制订方法、原则、技巧和制定、公示要求，避免制定规章制度的误区和劳动用工风险，减轻企业用工成本。从法律角度及人力资源实际操作状况提出切实可行的员工手册体系及相应的应对方案，在法律框架内保障企业利益。
This training will combine a large number of actual cases, it will make HR understand the basic konwlage of employee handbooks and all kinds of rules and regulations which includes develop methods, principles, techniques and develop, publicity requirements.Help company avoid the regulations formulate mistakes and labor and employment risks , reduce the corporate labor costs.From a legal point of view and human Resources actual operating conditions, we will make a practicable employee handbook system and appropriate response plan, and protect companys" benifits within the legal framework.

•活动纲要/Outline
一、员工手册的五大风险：
First, the employee handbook five risk:
1、没有规章制度或规章制度不健全的风险
1, The risk of no regulations
2、规章制度无效或部份无效的风险
2, The risk of regulations invalid or partially invalid
3、执行不当或不执行规章制度的风险
3, The risk of improper execution or non-execution regulations
4、规章制度内容不合理或不切实际的风险
4, The risk of regulatory content unreasonable or impractical
5、规章制度不具有操作性的风险
5, The risk of rules and regulations is unreasonable
二、应对风险六大防范措施：
Second, six kinds of precautions to cope with risks:
1、程序合法化
1, The program legalization
1）注意规章制度制定程序
1) Focus on the development process
●确保民主程序合法性——职代会的建立or全员讨论
● Ensure the legitimacy of the democratic process - build congresses or full discussion
●确保公示程序合法性——书面or网络
● Ensure the legitimacy of public programs - paper or network
●适用于部分员工的规章制度如何进行民主程序
● For some special rules and regulations which applicable to part of employees,how operate the democratic process
2）充分重视和利用工会组织
2) Full attention and use the union organizations
2、内容合法化
2, The contents legalization
●严格依据法律法规，包括：宪法、法律、行政法规、地方法规、民族自治地方依法制定的自治条例和单行条例，以及关于劳动方面的行政规章。
● Strictly in accordance with laws and regulations, including: the Constitution, laws, administrative regulations, local regulations, autonomous regulations and separate ethnic autonomous areas established by law, and administrative regulations on labor.
3、内容的量化、程式化、系统化
3, The quantification, stylized, systematic of content
1）量化具体要求或适用情形
1) Quantification"s specific requirements or exclusions
2）程序化设置
2) Program settings
3）整体表述系统化，前后表述不矛盾
3) The overall presentation systematic, not contradictory statements before and after
4）规章制度与劳动合同">劳动合同的关系
4) The relationship between the rules and regulations and labor contracts
5）文件档案制度的建立
5) Establishing documented file system
●在规章制度制定方面需保留的证据
● Evidence in terms of the need to retain bylaws
●在履行告知程序方面需保留的证据
● Evidence in terms of the need to fulfill this program reserved
●在依据规章制度处理或者解除劳动合同">劳动合同方面需保留的证据
● Evidence in accordance with the rules and regulations on labor contracts or termination of treatment required to keep
6）严格执行
6) Strictly enforce
三、员工手册整体架构以及制订技巧
Third, the employee handbook overall architecture and development skills
员工手册整体架构
Employee Handbook overall architecture
（一）前言
(A) Introduction
1、原则及目的；
1, The principles and objectives;
2、适用范围；
2. Scope;
3、相关属于的解释。
3, Relevant explanations.
（二）主文
(B) The main text
1、权利；
1, Right;
2、义务；
2, Obligations;
3、责任。
3. Responsibility
（三）附则
(C) Supplementary
1、解释、修改；
1, Explain, modify
2、追溯力；
2, Retroactive
3、生效时间。
3, The effective time
4、部门制度与员工手册的关系
4. Relations System and Employee Handbook
5、内容贴合企业/行业特点
5, Paste the contents of business / industry characteristics
四、八个具体制度的制订指南：
Four, eight specific systems to develop guidelines:
一、招聘制度
A, The recruitment system
1、聘用管理
1 Hiring management
1)入职手续
1) Entry formalities
●入职表单、入职材料（学历证书、离职证明）、电脑办公用品发放
● Entry form, entry materials (diploma, leaving certificate), computer office supplies distributed
2)入职培训
2) Induction
●规章制度培训、岗位培训、流程培训
● Regulatory training, job training, process training
3)劳动合同">劳动合同签订
3) Labor contract
4)各项制度签收
4) The sign system
5)个人状况证明与变更
5) Proof and personal situation changes
●教育背景、家庭住址、联系电话、直系亲属的姓名和地址、婚姻状况
● Education, home address, telephone number, name and address of the immediate family, marital status
6)Offer管理
6) Offer Management
2、试用期管理
2, The trial management
1)试用期时间
1) Trial time
2)试用期次数
2) The number of probation
3)试用期长短
3) The length of the trial period
4)试用期工资
4) The trial period wages
3、试用期考核
3, Trial assessment
1)不符合录用条件
1) Does not fit the employment conditions
2)试用期评估
2) Assess the trial period
3)试用期转正
3) Positive the trial staff
4)试用期解除
4) Lift the trial staff
二、考勤制度
B, The performance appraisal system
1、考勤方式
1. Attendance way
●考勤表、打卡
● Time sheets, punch
●迟到、早退、旷工的界定
● Late, we leave early, absenteeism defined
●考勤结果的运用
● Use attendance results
2、工时制度
2 Working hour system
1)标准工时制度
1) Standard working hours system
2)特殊工时制度
2) Special working hours system
●实行