Manual for Property Management Personnel 1 I. Training
1, basic policy
(1) The company actively establishes a learning organization, and carries out multi-level, multi-channel, multi-form, focused and all-round employee training according to the needs of business development, so as to ensure the professional ability of employees to meet the post requirements and continuously enhance the competitive advantage of human resources.
(2) Employees have the right to participate in study and training, and also have the obligation to accept study and training. No one shall give up and refuse to participate in employee training without reason.
(3) Training is a means for the company to encourage and reward employees with potential and outstanding performance.
(4) The training content should be directly related to the overall business development of the company. Employees who get training opportunities should apply what they have learned, constantly improve their work quality and contribute to the development of the company.
(5) The General Management Department is the competent department of the company's training work, and is responsible for the formulation and promotion of training policies.
(6) Each department is the cooperation department of training, which is responsible for providing training needs, promoting training and tracking the training effect.
(7) Training outside work takes up employees' spare time and will not be regarded as overtime. If they need to travel, they should enjoy the travel policy.
(8) In principle, the company encourages employees to pursue further studies, improve their professional quality, and take care of time and education expenses.
(9) The company will gradually establish a complete and systematic training file, including full-time training for employees and important training at work. The training results will serve as an important basis for employees' career development and salary assessment, promotion and use.
(10) The company encourages employees to read professional books in their spare time. If you really need to buy professional books for work, you must obtain the consent of the department manager and report it to the General Management Department for the record.
(12) Training resources of the company, such as books, documents, handouts, videos, etc. , kept by the comprehensive management department, and the training resources are shared by * * *.
2. Training purpose
(1) Improve employees' work skills and professional quality.
(2) Cultivate employees' team consciousness and professionalism.
3. Training methods
(1) Pre-job training: the company organizes unified training for new employees in various departments according to their entry requirements, so that new employees can know the basic situation and rules and regulations of the company as soon as possible, get familiar with the basic etiquette and knowledge of the company, and master the principles, technologies, processes and methods of handling business.
(2) On-the-job training: The company regularly or irregularly conducts job skills training for employees.
① On-the-job training: refers to the training of individual business guidance given to subordinates by employees' immediate superiors in their daily work. Training subordinates is the responsibility of every middle and senior manager. In their daily work, they should constantly give individual business guidance to their subordinates, and their behavior is also an example for employees to learn.
② Off-the-job training: refers to the training outside the post or leaving the work unit. Specifically including:
★ Technical skill training: that is, training to help employees master the indispensable professional knowledge and skills in their work, which will help employees complete their work better;
★ Training to expand knowledge and skills: help employees to expand knowledge, understand the latest development trend of the industry, and understand new materials, new processes, new designs and forward-looking technologies. According to the needs of business development in different periods, the company will take business training, field trips, special lectures and other forms to increase the skills of employees and prepare for more important responsibilities in the future;
★ Professional management skills training: In order to broaden the thinking of the company's middle and senior managers, further improve the management level and strengthen the communication inside and outside the company, the company will send some personnel to relevant professional institutions for short-term training according to business needs.
③ Training applied by employees: employees can apply for personal business-related training according to their own development and actual work needs.
4. Training management
(1) guiding ideology
Staff training should be targeted, the training process should be standardized and scientific, the personnel promotion standards should be clear, the management personnel reserve system should be established, and a staff team with high work skills, good work quality and strong professional quality should be built.
(2) Relevant procedures
(1) according to the training needs, formulate the "annual training plan":
★ According to the training needs provided by each department (or the training needs are discussed between the comprehensive management department and the department manager), the comprehensive management department carefully analyzes and clarifies the requirements according to the opinions of individuals and departments, and formulates the "annual training plan" of the whole company;
★ The General Management Department submits the "Annual Training Plan" to the competent leader and general manager for approval;
★ The General Management Department looks for suitable training resources according to the "annual training plan", assists in formulating training objectives, determines training contents and methods, establishes training effect tracking scheme, and organizes and coordinates the completion of various trainings;
★ The General Management Department evaluates the effect of each training, tests the learning results and measures the work performance, and constantly modifies this "Annual Training Plan" according to the training tracking results and new requirements, but it must be approved by the General Manager.
② Employee personal training application:
★ Training demanders fill in the "Training Application Form" according to the training needs;
★ Department managers and business vice presidents evaluate and approve their work performance, work attitude, personal development potential, training content and job-related degree;
★ Submit the training application form to the General Manager for approval;
★ The General Management Department coordinates trainers and their departments to make training objectives and training result tracking plans for them, and assists them to complete this training.
(3) Objectives and evaluation:
(1) All off-the-job training must set training objectives, that is, the final results that should be achieved after the training. Training without training objectives is a waste of resources. Whether the goal is achieved, in addition to the test after training, all-round tracking is also an important means to evaluate the goal;
(2) The General Management Department assists the business department to determine the training objectives of the trainees, evaluates the training in various forms, and the business department tracks and evaluates the training effect of the trainees;
③ The company will not consider providing training opportunities for employees who have enjoyed off-the-job training but have failed to meet the training objectives after tracking the training results without reasonable reasons.
Second, the performance appraisal
1. The company conducts performance appraisal on all employees in a planned way according to the principles of objectivity, fairness and practicality. The assessment content includes four aspects: morality, ability, diligence and performance.
2. The result of performance appraisal is the basic basis for comprehensively measuring and reflecting employees' quality and work performance, and it is also an important basis for employees' salary distribution, job level fluctuation, rewards and punishments, etc.
3. Performance appraisal includes: personal work summary, department appraisal, and comprehensive appraisal of comprehensive management department, which is divided into monthly appraisal and year-end appraisal.
4. The performance appraisal results are divided into different grades. According to the assessment results, the comprehensive management department puts forward the personnel transfer plan, and after being audited by the executive general manager, the corresponding employees go through the promotion or demotion procedures.
(1) If the monthly assessment fails, the monthly salary will be deducted 100-500 yuan;
(2) Those who fail the year-end assessment can be given a second assessment opportunity, and those who fail the second assessment will be dismissed immediately without any compensation from the company;
(3) The year-end assessment is the basis for the year-end award evaluation. Those who fail the examination are not included in the length of service of the year.
5. Promotion mechanism
(1) The company encourages employees to make continuous development and progress, and has established a corresponding promotion system. On the premise of job vacancies, employees who work hard, perform well and have outstanding ability will be given priority to get promotion and development opportunities; The company will implement a competitive employment system to a certain extent.
(2) If the following conditions are met, employees will have opportunities for promotion and their salaries will increase accordingly:
(1) have good professional ethics;
(2) remarkable work performance;
③ Personal working ability is remarkable;
(4) The annual assessment results are at the upper-middle level of the department;
⑤ Fully understand the job content and have other comprehensive abilities related to the job requirements;
⑥ Participate in the series of training required for the position to be promoted, and obtain qualified results;
⑦ Meet the requirements of post ability and comprehensive quality.
Property management employee handbook 2 Property management company employee handbook: attendance management system
A, by the company's comprehensive management department unified management of attendance, department manager to carry out attendance work.
Second, the company's management personnel shall implement the day five, and the working hours are 8:30- 12:00 every morning and 13:30- 17:30 in the afternoon. Grass-roots personnel should implement shift system according to the special nature of their own work, and the working time per week should not exceed 48 hours. If the department really needs to extend the working hours due to many work tasks, it should apply to the General Management Department for a "Temporary Overtime Sheet", which will be submitted to the General Management Department for filing after being approved by the Executive General Manager, and the General Management Department will make attendance and overtime statistics at the end of the month (see the Overtime Management Regulations for details).
Third, employees should punch in and out of work on time every day. The General Management Department will check the attendance of employees at 9: 00 and 13: 30 every day. If there is no special explanation and attendance record, it will be regarded as being late or absent from work.
Four, employees go out on business during working hours, must obtain the consent of the department manager, and explain to the comprehensive management department, registered and published by the comprehensive management department. Ordinary employees who can't punch in the company for special reasons should explain in advance, the department manager should sign the attendance card for confirmation, and the department manager should sign it with the general manager, otherwise it will be regarded as being late, leaving early or absent from work.
5. If you are on a business trip, you should fill out the Travel Application Form, and the ordinary employees should report it to the department manager for approval. The level of the deputy manager of the department shall be reported to the executive general manager for approval by the superior employees (including the deputy manager of the department), and then to the comprehensive management department for the record. Otherwise, it shall be regarded as absence.
6. Employees should fill in the Vacation Application Form when taking vacations. Ordinary employees leave for 2 days (including 2 days) and report to the department manager and the approval and comprehensive management department for review. Ordinary employees who ask for leave for more than 3 days (including 3 days) and employees above the level of deputy manager of the department shall report to the executive general manager for approval, and submit the Leave Form to the General Management Department for filing. In principle, employees who take sick leave must have a certificate issued by the hospital.
Seven, the company forbids employees to cheat in attendance management, once found, hell to pay. If the circumstances are serious, the company may terminate the contract in informed criticism. For whatever reason, those who ask someone to punch in or punch in on their behalf will be treated as absenteeism for two days, and the company with serious circumstances will be dismissed.
Eight, the definition of being late, leaving early and absenteeism:
1, late: those who go to work within 15 minutes after the start of working hours are regarded as late; More than 15 minutes is regarded as absenteeism;
2. Leave early: those who leave work within ten minutes before the end of working hours leave early;
3. Absenteeism: One of the following acts is absenteeism:
(1) Those who have not taken leave or have taken leave without approval;
(2) Failing to extend overtime leave or extending leave without approval;
(three) without the approval of the leadership;
(4) Those who don't obey the allocation and transfer and don't arrive on time.
Nine, the punishment method
1. 5 yuan will be deducted for being late once.
2, absenteeism for one day, deduct three days' salary, and absenteeism for more than three times without reason. Depending on the seriousness of the case, the company may record a big demerit or even expel it;
3. Being late for the month for a total of three times (including three times), and being absent for one day in the month;
4. Leave early once, and deduct1/2 of the daily salary of those who leave early;
5. Leave early twice (including twice) in the month, which is counted as one day of absenteeism;
6. Those who take sick leave shall be paid according to the basic salary standard during the vacation, and shall not enjoy the salary allowance. The company has the right to stop paying wages or even dismiss those who take personal leave or sick leave for more than one month or indefinitely;
7. Those who take personal leave do not enjoy basic salary and various allowances (see welfare system for details);
8, attendance by the comprehensive management department personnel is responsible for the summary. Before 1 every month, sign and confirm the attendance of last month, and then report it to the manager of comprehensive management department for approval. The finance department pays last month's salary according to attendance.
Property management employee handbook 3 welcomes you to join * *, * * and participate in the company's future development. I wish you a happy job here!
* * Every achievement in the past depends on the efforts of * * employees. * * Every progress tomorrow, starting today, is closely related to your efforts.
Welcome to become a member of Shaoyang * * Property Management Co., Ltd., whose interests are closely related to you. Please be familiar with this manual when you join the company.
A good and orderly working environment is the prerequisite for the survival and development of modern enterprises, and a scientific and perfect management system is the guarantee for the success of enterprises. The purpose of compiling this manual is to clarify the operating mechanism and management system of the company, standardize the work code of conduct of the employees of the company, ensure the normal operation and management of the company, and safeguard individual rights, so as to safeguard the overall interests of the company and help you integrate into the team more quickly and carry out your work happily.
The contents of this manual are applicable to all employees approved by the administrative personnel department of * * Property Management Co., Ltd. The so-called "company" (or "* *") refers to * * Property Management Co., Ltd., including the headquarters and all subordinate project offices. If you have any questions in reading or execution, please contact us or your boss or colleagues in the administration and personnel department. We are all happy to answer your questions and have a frank discussion and exchange with you.
Property management employee handbook 4 The employee handbook aims to provide you with effective guidance during your work in XX Property Management Co., Ltd. and help you understand the property and related policies, including personnel policies, procedures, rules and regulations, as well as the benefits and responsibilities you enjoy during your tenure.
With the change of work and environment, we are constantly accumulating experience, so it is necessary for property management companies to formulate new policies and rules, update or modify or even cancel some existing regulations, which will be a change under the condition of continuous progress and development.
This Employee Manual is formulated in accordance with the relevant labor and personnel laws, regulations and rules of People's Republic of China (PRC) and in combination with the actual situation of the property management company. The contents not included in this manual will be implemented with reference to relevant national regulations.
The property management company hopes that every employee can know and understand the personnel policies and rules and regulations of the property management company through the Employee Handbook. Through the spirit of mutual understanding and cooperation, * * * has promoted the development of property management companies. If employees want to know more about the contents of the manual, they can consult the General Management Department.
Employees are our precious wealth. We must work together and strive for perfection under the overall spirit, major policies and rules and regulations of the property management company. Our guiding ideology is:
No matter what kind of work employees are engaged in, it is equally important for property management companies.
Every employee's personality is equal and should be treated with equal respect.
The property management company will pay reasonable wages to employees according to the profitability and provide good working conditions.
Property management companies will strive to provide employees with development opportunities, improve their professional knowledge and business skills through training, create conditions for the continuous development of employees, strive to reduce expenses and costs, be strict with themselves in their work, and help the property to continuously improve its public image.
Providing quality service to users is the basic principle of our work, so we must keep in mind that customer satisfaction is our service tenet. We should provide first-class service to users with an honest and trustworthy attitude.
Property management staff handbook
1. In order to attract and retain high-quality employees, the company pays employees according to the skills and responsibilities required for each position and their own working conditions.
2. The salary of employees is determined according to the evaluation of work tasks, including job level, work performance, company operation, labor market, etc. Personal work performance is the basic factor that determines the salary level and salary increase.
3. When employees start to work or adjust their salary, they will be informed of their salary.
Second, the payment of wages
1, the next month 10 pays the salary of last month. Wages of employees hired or resigned in the middle of the month are calculated and paid according to the actual attendance days. The monthly salary is calculated by the number of days in the month. Wages are paid in RMB. The monthly salary was paid last month.
2. When paying wages, employees must check the amount. In case of doubt, you can consult the General Management Department for timely verification and handling.
3. The company implements the system of confidential payment of employees' salaries, and employees are not allowed to spread, inquire about or compare their incomes in any way, and they are not allowed to disclose their wages to the outside world.
Third, the salary structure
The monthly basic salary of employees depends on different jobs, employees' experience, education and the relationship between supply and demand of talents. The company will make a salary adjustment decision on June 5438+ 10 every year according to the annual performance, employees' personal work performance and market conditions.
1, basic salary;
2. Wage allowance;
3. Senior salary: department manager or above: senior salary = 100 yuan x senior; Below the department manager: company age salary =50 yuan X company age (upper limit is six years);
4. Bonus: The amount of irregular bonus is decided by the company according to the company's operating efficiency and personal work performance.
Fourth, salary adjustment.
Under the following circumstances, the employee's salary allowance can be adjusted:
1. Regular adjustment of wages and allowances means that the company can adjust employees' wages and allowances accordingly according to the great changes in operating performance and comprehensive social price level.
2. The company will improve the salary of employees according to their work performance and work ability, targeting at those who have made remarkable achievements in creating profits for the company in business activities; Outstanding achievements in promoting enterprise management and improving economic benefits; Other personnel who should be rewarded by the comprehensive management department of the company.
3. If an employee's post changes, his salary and allowance will be adjusted accordingly, and his salary must be within the salary range of the post level.
4, employees in the year-end assessment, that work performance is lower than the average level of the unit, can deduct wages and allowances.
Verb (abbreviation of verb) overtime pay
If employees need to work overtime because of the company's work, the company will arrange compensatory time off afterwards, and only those who do not arrange compensatory time off can pay overtime (see the Regulations on Overtime Management for details).
Basic welfare of intransitive verbs
1, social insurance
According to the relevant regulations of the state and Changsha, the company pays social insurance such as pension, medical care and unemployment for employees who sign labor contracts to establish labor relations. Social insurance is paid by individuals, withheld and remitted by the company from their wages on a monthly basis, and employees enjoy social insurance benefits according to law.
2, labor insurance supplies
3. Health check-up
The company arranges health checkups for employees every year, and may conduct unscheduled health checkups for all or part of employees as needed, and employees shall not refuse for any reason.
4. Lunch
Employees can enjoy the standard lunch provided by the company at the designated place on normal working days. Security personnel provide two standard meals (lunch and dinner).
5. Entertainment activities
According to the actual situation, the company will organize one or three group activities every year, such as going out for an outing or gathering. The specific time and place shall be determined by the comprehensive management department and reported to the company leaders for approval, and the company employees shall be informed one week in advance to make preparations.
6. Wedding gifts
(1) When the regular employees get married, the company gives 200 yuan cash;
(2) When regular employees enjoy the wedding gift, they must show relevant certificates to the General Management Department.
7. Funeral gifts
(1) If a regular employee dies during the contract period, the company will pay a certain amount of pension;
(2) If the immediate family members (parents, spouses and children) of regular employees die, the company will pay a certain amount of funeral expenses according to the specific circumstances;
(3) When receiving the funeral gift money, regular employees should show the death certificate and funeral certificate to the General Management Department.
8. Birthday gifts for employees
(1) If regular employees celebrate their birthdays during work, the company will send them birthday gifts or cash gifts in the current month;
(2) The employee's birthday shall be based on the date of his ID card, and the employee's birthday gift shall be paid before 10 of this month.
Seven, leave management
(1) Statutory holidays:
The following dates are company holidays (if there are any changes, they will be announced in advance). The specific holiday date will be arranged by the company in accordance with national regulations, but overtime is needed for business needs.
(1) New Year's Day;
(2) The Spring Festival lasts for three days;
(3) Women's Day (only for women) is one day;
(4) Three days of Labor Day;
(5) Three days of National Day;
2. Public holidays such as Saturday and Sunday;
3. Other holidays decided by the company;
4. If the routine holiday falls on Saturday or Sunday, it will not be compensated every other day.
(2) Annual leave
1. Employees who are formally employed and have worked in our company for 1 year can enjoy paid annual leave of 7 working days this year; Those who have worked for 2 years or more can enjoy paid annual leave of 15 working days this year, and the maximum paid annual leave cannot exceed 60 days;
2. Annual leave is limited to one year and may not be extended to the following year; Annual leave should take at least days;
3. The company has the right to arrange employees' annual leave at least one week in advance according to the needs of production and work and with the consent of relevant competent leaders;
4. Under any of the following circumstances, you will no longer enjoy the annual leave of the year;
(1) The accumulated sick leave in that year exceeded 20 days (inclusive);
(2) Taking maternity leave in that year;
(3) Being dismissed for some reason;
5. Annual leave can replace sick leave and personal leave, but it must be approved by the department manager in advance and reported to the General Management Department for the record.
(3) Marriage leave
1. Full-time employees who have reached the legal marriageable age are entitled to 3 days' marriage leave. Meet the age of late marriage (the woman is 23 years old; Full-time employees who get married for the first time can enjoy 10 days of marriage leave. Marriage leave includes public holidays, excluding legal holidays;
2. The marriage leave is valid within one year from the date of receiving the marriage certificate, and employees should show their marriage certificates when enjoying the marriage leave;
3. Under normal circumstances, the company will pay 100% of the employee's monthly take-home salary during his/her legal marriage leave.
(4) Maternity leave and paternity leave
1. Maternity leave for female employees who meet the national family planning regulations is 90 days, including 30 days of prenatal leave. In case of dystocia, maternity leave shall be increased 15 days; For multiple births, each additional baby will be increased by 15 days;
2. For couples (24 years old) who meet the age of late marriage and late childbearing, the maternity leave of female employees will be increased by 15 days, which will be used after childbirth;
3. Paternity leave is given to the spouse for 7 days when giving birth;
4. If the pregnancy is less than 3 months, induced abortion 15 days will be given, and if the pregnancy is more than 3 months, 42 days will be given.
5. The salary of female employees during maternity leave is 100% of the take-home salary, and the salary for prenatal leave and lactation is 80% of the take-home salary.
(5) Sick leave
1. Employees can go to the hospital for medical treatment with the approval of the department manager during working hours;
2. Employees who are sick and can't go to work must call the department head within 30 minutes after the start of working hours that day to explain their work or other matters that need urgent treatment;
3. Those who are treated or recuperated due to illness shall be certified by the medical unit at or above the county level, and shall be regarded as sick leave after examination and approval by the competent leader, otherwise they shall be treated as absenteeism;
Sick leave should be completed on the day of illness or the next day. Special circumstances can be reissued after asking for leave, and those who have not gone through the formalities for asking for leave will be treated as absenteeism;
5. If the sick leave time is less than 30 days, pay the basic salary, that is, basic salary /30 days x vacation days; If the sick leave time is less than 90 days, the living expenses shall be paid (500 yuan/month); If the sick leave time exceeds 90 days, the basic living allowance shall be paid as appropriate.
(6) bereavement leave
1. Death of employees' immediate family members (parents, in-laws, spouses, children). With the approval of the company, 1-3 days of funeral leave may be granted as appropriate, including public holidays, excluding legal holidays;
2. During the period when employees enjoy funeral leave according to law, the company normally pays100% of their monthly take-home salary;
3. When employees ask for funeral leave, they should show the death certificate or funeral certificate of their immediate family members to the General Management Department.
(7) Family leave
1. Married employees who live in two places and cannot be reunited on public holidays can enjoy visiting their spouses once a year, with a holiday of 15 days;
2. Unmarried employees separated from their parents can enjoy home leave every year, with a holiday of 10 days. If you can't arrange it in the current year due to work needs, you can take a vacation every two years, with a holiday of 20 days;
3. Married employees ask for leave to visit their parents once every two years, with a holiday of 10 days;
4. If employees have biological parents or adoptive parents, they can only visit one party (mainly the dependents);
5. If the employee's spouse has divorced or died and has not remarried, it shall be treated as an unmarried employee;
6. Employees whose spouses and parents have died, have not remarried, and have no children around them. If there are underage children under the age of 16, they will be treated as unmarried employees visiting relatives;
7. Employees' home leave does not include travel leave, but includes public holidays and legal holidays, and travel leave is granted according to actual needs;
8. If an employee falls ill during family leave, his sick leave days are still counted as family leave, and the original leave days cannot be extended; Employees who cannot return on schedule due to acute illness, serious illness or holiday expiration may be treated as sick leave according to the certificate of medical units at or above the county level;
9. Employees who have been reunited with their spouses for more than three months for various reasons in that year will no longer enjoy the annual home leave;
10. Graduates assigned by colleges and universities and newly recruited contract workers can't enjoy home leave during internship and probation, and they can only enjoy home leave after one year;
1 1. Family leave cannot be used by stages in principle. If it is really necessary to use it by stages due to production and work, it must be approved by the comprehensive management department.
(8) industrial injury leave
If an employee of the company suffers from work-related injuries on business trip, he shall immediately notify the company, and the company shall report it to all departments. After it is identified as a work-related injury, it shall be implemented in accordance with relevant state regulations.
Eight, leave management
(1) All departments of the company should make employee leave plans according to their work characteristics and report them to the General Management Department for overall arrangement.
(2) Department heads should arrange employees' vacations reasonably, and should not concentrate on vacations at the same time for a period of time, so as not to affect normal work.
(3) Employees take annual leave, family leave and marriage leave. I should submit a written application according to the needs of work, and then sign an opinion in the department in 2000, and report it to the general manager for approval after being audited by the comprehensive management department, before I can ask for leave.
(4) If the employees of individual companies have used up all the accumulated annual leave and need to ask for leave again due to special circumstances, they can apply to the company for unpaid personal leave, which is limited to 7 days per year, and the company will decide whether to approve it according to the work situation.
(5) Except for special reasons, the personal leave shall go through the examination and approval formalities three working days in advance, and it shall take effect only after it is approved by the department manager and reported to the comprehensive management department and the competent leader for approval, otherwise it shall be treated as absenteeism.
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