Enterprise human resource management system

Chapter I General Provisions

Article 1 In order to further strengthen human resources management, human resources management work will be gradually scientific, standardized, and institutionalized to better promote enterprise development, in accordance with the Labor Law, the Company Law, the Enterprise Law and other laws and regulations. The relevant regulations, combined with the actual mine, specially formulated this system.
Article 2 Adhere to the principle of “efficiency first, fairness; enterprise development, staff of the secret resource network”, correctly handle the distribution of interests between enterprises and employees, and mobilize the enthusiasm of all aspects of work.
Article 3 Establish, improve and maintain a human resource management system full of vigor and vitality that meets the development requirements of mines.
Article 4 The use of laws and regulations, internal management systems and other means to adjust labor relations, protect the legitimate rights and interests of both parties, and make labor relations stable, harmonious and healthy.
Article 5 Promote the development of mines by continuously improving the level of human resources management.
Article 6 The Ministry of Human Resources shall supervise, guide and coordinate the main links of human resources management of all grassroots units.

Chapter II Human Resources Planning Article 7 According to the enterprise development strategy, production and operation needs and staffing standards, the human resources planning of the unit shall be formulated, including long-term, medium- and short-term planning.
Article 8 The method of combining qualitative prediction with quantitative prediction shall be proposed to the competent deputy mine manager for the full-min, medium and short-term human resource planning plan. After approval, the report will be finalized.

Chapter III Recruitment and Employment of Employees Article 9 According to the number of employees and work needs approved by the mine manager, within a certain scope, according to certain procedures and methods, select and select managers, technicians and workers to work in new positions. .
Article 10 For the employed employees, the full-employment labor contract system shall be implemented. The contract period shall be from one year to five years. When the first period contract expires, the second period contract shall be renewed according to certain conditions.

Chapter IV Regulations for the Administration of Cadres Article 11 Strengthen the construction of the leadership team at the middle of the mine and establish a new employment mechanism that is viable and vital to meet the requirements of the market economic system. In accordance with the standards of "rejuvenation, knowledge, and specialization", we will optimize the structure of our mine cadres and build a high-quality cadre team.
Article 12 Fully embody the principles of organization; open selection and the principle of equal competition; pay attention to the principle of performance and merit. Strictly and efficiently, the number of cadres is scientifically and reasonably equipped.
Article 13 The appraisal system of management personnel and technical personnel The assessment of management personnel and technical personnel shall be based on certain criteria and evaluate the intrinsic quality and achievements made in the work according to certain procedures and methods. And use it as an important basis for the use, selection and supervision of cadres.
The main contents of the assessment of managers and technicians are the four aspects of morality, energy, diligence and performance. Including ideological consciousness, policy level, organizational discipline, moral quality, people's concept, career, cultural theory knowledge, decision-making ability, organizational ability, etc.
In order to ensure the accuracy of the assessment results, the assessment should adopt the combination of leadership and the public, the combination of regular assessment and irregular assessment, qualitative assessment and quantitative assessment, and adhere to the principle of strict, comprehensive and open.

Chapter V Evaluation and Employment System for the Titles of Managers and Technicians Article 14 The evaluation of professional titles must adhere to the policy and principle of professional and technical work. All units of the mines shall, according to the establishment and actual work needs of the higher level, reasonably set professional and technical positions at all levels, gradually improve the professional and technical job evaluation system, establish an equal and reasonable competition mechanism, and shall not set up posts for people to take balanced care. It is not necessary to open up the policy policy and break through the criteria for evaluation and recruitment. It is necessary to strictly implement relevant policies and regulations, and mobilize and give full play to the enthusiasm of professional and technical personnel.

Chapter VI Avoidance System for Leading Cadres Article 15 When conducting official duties, leading cadres must proactively affirm and implement avoidance when it comes to issues such as promotion of their duties, work mobilization, rewards and punishments, salary promotion, housing, etc. Work, nor any form of instruction, suggesting intervention or influence.
Article 16 When performing official duties, leading cadres shall be involved in the promotion of their relatives and close relatives, work transfer, job title evaluation, reward and punishment, salary promotion, recruitment, employment, graduate distribution, military transfer, training. In the case of housing, joining the party, etc., it is necessary to voluntarily declare and implement evasion, not to participate in specific business work, nor to instruct or imply any kind of intervention or influence.

Chapter VII Employee File Management System
Article 17 Employee files shall be professionally kept and responsible.
Article 18 The archives must be "consistent with the people's files", the materials in the volume are complete and the classification is clear.
Article 19 The custody of archives shall follow the principle of security and confidentiality and easy to find and use.
Article 20 The archives shall be registered and engraved into the cabinet for easy reference.
Article 21 Strictly implement the system of employee file access and borrowing.

Chapter VIII Training of Employees Article 22 Workers' Training The employed employees, whether they are general or special types of work, must undergo safety knowledge and business skills operation training organized by the Human Resources Department, the Production Technology and Safety Department, etc. before they are employed. . After passing the examination, the relevant departments of the company will issue the "Safety Work Qualification Certificate" and the "Position Training Qualification Certificate" respectively, and hold the certificate.
According to the medium and long-term development plan of the work, there are planned, organized and step-by-step on-the-job training and short-term training and amateur training for the in-service employees to ensure the continuous improvement of the quality of the staff and constantly adapt to the needs of the development of our mine.
Article 25 The training of management personnel and technical personnel shall focus on the qualification training of current leading cadres. In accordance with the plan issued by the Ministry, the selection and delivery of personnel participating in the training will be done in a timely manner. The incumbent six leadership positions are qualified for three months of training.
In accordance with the requirements of the higher authorities on the training of outstanding young and middle-aged cadres, we will do a good job in training qualified young and middle-aged cadres. Excellent young and middle-aged cadres have four and a half months of qualification training.
The Ministry of Human Resources shall incorporate the qualification training for leading cadres into the cadre work plan, and organize and implement the relevant departments according to the cadre management authority. Excellent young and middle-aged cadres may take the leadership nomination, organize the personnel department to investigate and determine the candidates for training. Based on this, an annual training plan will be developed. Training and use should be combined, the assessment of trainers should be done well, and training files should be established.

The ninth chapter of the staff's adjustment and flow is based on fixed posts and over-the-jobs. The staff is deployed in a lean and efficient manner to meet production needs.
Article 23 Strictly control the transfer of external personnel, and require the transfer of personnel to be under 45 years old, female under 40 years old, secondary school education or above, and pay the resettlement fund.
Article 24 When an employee moves inside the mine, he or she first writes an application, and transfers the opinions of the team and the branch leaders transferred to both parties, and the transfer formalities can be processed after the research and approval of the mining council.
Article 25: In order to ensure the safe production of mines, the work of mining, important technical work, lack of

In principle, the personnel of the post are not allowed to move.

Chapter X Dismissal and Resignation of Employees Article 26 Dismissal of Employees. In case of employee default or violation of discipline, in accordance with the Labor Law, the Staff Reward and Punishment Regulations and other labor regulations, those who meet the dismissal conditions shall be dismissed according to a certain procedure. When economic layoffs are required due to poor business conditions, they may only be implemented after approval by the company in accordance with the provisions of the Labor Law, the Company Law and the Trade Union Law.
Article 27 The resignation of an employee. When an employee voluntarily resigns, the employee first submits an application, and the leader of the unit agrees. With the approval of the human resources department of the company, he can apply for resignation and enjoy a certain amount of economic compensation. Those who resign without their own approval shall not be entitled to economic compensation.

Chapter XI Salary Management Article 28 The annual total amount of wages shall be determined by the Human Resources Department of the company according to the operating results of the mines in the current year and the expected increase in wages. The implementation of total control is never exceeded.
Article 29 According to the job evaluation, the size of labor results, and the difference in working environment, wages are distributed in different forms such as wages per ton of coal, settlement of sales expenses, and business contracting. For details, please refer to the “Measures for the Distribution of Benefits in Tian'an First Mine”.
Article 30 The basic salary system of the employee The annual salary system of the operator, the mine manager, the deputy mine manager, and the three chief divisions shall implement the annual salary system. The annual salary consists of two parts: the base salary and the risk income. The base salary standard is determined according to the net asset value of mine, the tax profit level, the scale of production and operation, and the average income level of mine employees. The risk income is based on the base salary and is determined according to factors such as the production and operation results of mines, the size of responsibility, and the degree of risk. It is 1.5 times the base salary.
On the basis of job evaluation, the general employee's job skill salary system applies the job skill salary system with labor skills, labor intensity, labor responsibility and labor conditions as the basic labor factors to the general employees, and according to the annual economic benefits and local life of the enterprise. The index change in the price increase is adjusted appropriately. For details, please refer to the “Trial Measures for the Job Skills Salary System of Tian’an Company”.
Article 31 The handling of other wage problems shall be subject to the employment of new employees. The relevant employment procedures shall be determined for the newly hired employees according to the technical content of each position and the importance of production and operation: for large and medium-sized enterprises In principle, graduates should have a one-year probationary period, and the grading salary standard should be implemented after the probationary period; for the general or technical school graduates, the proficiency period of not less than half a year should be implemented in principle. After the proficiency expires, the graded salary is executed.
For newly recruited demobilized soldiers, the proficiency period salary standard is no longer enforced. According to the length and duration of their military age, the grading wage standard will be implemented from the date of employment.
The grading procedures for newly hired employees are handled by the company's Human Resources Department.
The salary and treatment of the top-notch talents or other personnel specially hired by our mine shall be implemented in accordance with the relevant files.
The wages of employees' job changes are subject to changes in the positions of the mines due to the normal flow of employees, and their wage standards are used to implement the salary standards for new positions. The treatment of its skill salary standard is:
The job changes of the upper and lower employees are transferred from the ground to the underground for auxiliary work. The skill salary is increased by one level, and transferred to the underground for mining work. The skill salary is increased by two levels; from the underground assisted to the mining position, the skill salary is increased by one level.
The underground employees are not transferred to the ground due to work-related injuries or other reasons. The actual work of the mining employees is XX years old and the original skill wages are kept unchanged. If the employees are less than XX years after 5 years, the skill salary is reduced by one level. If the skills are less than 5 years, the skills and wages are reduced. Two levels. After the underground auxiliary workers have actually worked in the underground for 15 years, after the transfer to the ground, the skill wages will remain unchanged; if they are less than 15 years, the skill salary will be reduced by one level.
If the employees engaged in mining are transferred to the underground, and the actual working years of mining work are 5 years, the skill wages will remain unchanged; if they are less than 5 years, the skill salary will be reduced by one level.
The employees engaged in ground work are transferred to the underground work, and the employees engaged in the underground auxiliary work are transferred to the excavation work, and only one high-skilled salary can be enjoyed.
If the employees engaged in ground work change positions, their skill standards will not change.
If an employee needs a job change due to a work-related injury, it shall be handled in accordance with the regulations of the Ministry of Labor [1996] No. 266.
For all employees who change positions, they will be given a certain period of proficiency in learning. After the expiration of the proficiency period, they can be employed. Otherwise, it will be arranged to retrain and study in the employee re-employment center or labor market, and its wages and salaries will be implemented according to the corresponding regulations.
Article 32 The management allowance for the allowance shall still be implemented in accordance with the standards stipulated by the current Pingtianan people's relevant files.
Article 33: Regarding holidays and overtime paying wages, employees pay wages during the annual vacation, family leave, marriage leave, and bereavement leave. The daily wages are based on the post salary plus skill salary; the employees are arranged according to actual needs. The wage payment standards for work outside the statutory standard working hours shall be implemented in accordance with the relevant provisions of the Labor Law and the Interim Provisions on Wages Payment and the Ministry of Labor of the People's Republic of China on Certain Provisions.
Article 34: The wage growth mechanism of employees shall be to safeguard the long-term interests of employees, give full play to the economic leverage of wages to promote production and improve efficiency, and mobilize the enthusiasm of employees. Our mines will be based on economic benefits and the company's unified arrangements. Appropriate adjustment of skill wages in employee files within a certain period of time.

Chapter XII Social Security for Employees Article 35 Strictly implement various social security policies promulgated by the state, and conscientiously implement laws and regulations on workers' work injury insurance, medical insurance, unemployment insurance, and endowment insurance.
Article 36 All units and employees of the mines shall pay social insurance premiums such as pension insurance, medical insurance, and unemployment insurance premiums in full and on time.
Article 37 The personnel who meet the conditions for retiring shall be submitted to the relevant departments of the group company for examination and approval after being examined and approved by the human resources department of the company. Those who have been confirmed by the Henan Provincial Department of Labor and Social Security to be eligible for retirement shall withdraw from the production position and enjoy retirement benefits from the following month after confirmation.

Chapter XIII Supplementary Provisions Article 38 If there are any unfinished matters, the Measures shall be implemented in accordance with laws and regulations and the relevant files of the company.
Article 39 The Ministry of Human Resources is responsible for the interpretation of these Measures.
Article 40 These Measures shall be implemented as of the date of promulgation.