知名建筑装饰公司管理标准手册样本.doc

中国某著名建筑装饰企业《管理手册》全集

管理手册

目 录
第一部分 职员手册··································································1
引言····················································································2
总经理致欢迎词························································2
企业介绍····································································3
聘用条件············································································4
职员起源····································································4
试用期········································································4
调职及降职································································4
工资············································································4
职级············································································4
工作时间····································································5
加班············································································5
旷工············································································5
终止合约····································································6
裁员············································································6
职员福利··············································································7
法定假期······································································7
福利假··········································································7
事假··············································································7
病假··············································································7
婚假··············································································8
产假··············································································9
慰问假··········································································9
护理假··········································································9
养老保险······································································9
节日福利······································································9
文体活动····································································10
奖励············································································10
年底奖金····································································10
企业守则············································································11
聘用关系····································································11
职员出勤····································································11
仪容仪表····································································11
各人资料····································································12
申请证实····································································12
工作评定····································································12
吸烟············································································12
私人电话····································································12
离职手续····································································13
职员申述····································································13
亲友事访····································································13
保障企业利益····························································13
预防收受利益····························································14
党、团、工会活动····················································14
过失类别····································································14
处分制度············································································19
目标············································································19
罚款制度····································································19
解聘············································································19
职员上诉····································································19
投诉程序············································································21
政策············································································21
程序············································································21
职员资料············································································22
人事统计····································································22
表现评定····································································22
事业培育····································································22
其它管理要求····································································22
第二部分 财务管理制度························································24
出差制度管理要求····························································25
财务管理要求····································································27
第三部分 办公管理要求························································29
文件打印、复印、发放管理要求····································30
企业图书管理要求····························································31
企业办公室资料管理要求················································32
车辆管理要求····································································34
公车私用管理要求····························································35
现场防火安全制度····························································36
现场作息纪律····································································38
其它要求············································································39
第四部分 工作程序································································44
预决算审批程序································································45
施工协议签署程序····························································46
外委订货协议签署程序····················································47
外委包工协议签署程序····················································48
材料物品申购程序····························································49
比价程序············································································51
发票申领、收款程序························································52
出入库程序········································································53
盖章程序············································································54
开支程序············································································55
借款程序············································································56
报销程序············································································57
废料处理及其交款程序····················································59
办公用具及图书资料申购程序········································60
招聘录用程序····································································61
福利活动申请程序····························································63
打印、传真、复印程序····················································64
图书资料借阅程序····························································65
请假程序············································································66
出差程序············································································67
车辆修理及外借程序························································68
离职程序············································································69
油票申领程序····································································70
奖罚程序············································································71
报废程序············································································72
第五部分 岗位规范································································73
总经理岗位规范································································74
副总经理（财务、行政）岗位规范································77
副总经理（工程）岗位规范············································82
副总经理（经营）岗位规范············································84
总工程师岗位规范····························································80
工程部项目经理岗位规范················································86
财务部长岗位规范····························································89
行政管理部部长岗位规范················································91
设备部部长岗位规范························································93
工程预算员岗位规范························································95
工程技术员岗位规范························································96
物资供给员岗位规范························································97
成本核实员岗位规范························································99
财务会计员岗位规范······················································101
财务出纳员岗位规范······················································102
办公室文员岗位规范······················································104
工程现场员岗位规范······················································106
物资保管员岗位规范······················································108
汽车驾驶员岗位规范······················································110
前台接待员岗位规范······················································ 111
夜间值班员岗位规范······················································112
卫生员岗位规范······························································113

总经理欢迎词
亲爱职员：
欢迎加入xx企业大家庭！在此，热烈祝贺你顺利经过甄选，
成为xx企业一员。
xx企业宗旨是竭诚为各地用户，在工作中奉献尽善尽美服务，实现这一承诺，需要这个大家庭你、我和每一位组员，在各自岗位上，精诚合作，相互激励，尽忠职守，使我们用户满意，努力使我们企业赢得良好声誉。所以，我殷切期望每一位职员以高度责任感和企业同呼吸、共命运，尽力支持企业成功。作为xx企业大家庭组员，同仁之间应默契配合，相互接纳，相互包容，取长补短，这么我们就能够成为牢不可破集体，只有集体力量才能使我们达成目标。这本职员手册将向你们提供部分基础参考资料，这是为你们熟悉xx而编写，同时亦提供部分作为一名职员应知事宜。期望各位以手册为指南，不停进取，共创美好明天。
最终，真挚地祝福大家在xx企业事业成功。
总经理：

聘用条件
职员起源：
企业所需职员，将面向社会公开招选，包含大学毕业生、职校毕业生及在职技术员等。所录用正式职员，均实施劳动协议制。
试用期：
新职员将接收为期三个月试用期，如需延长试用期则以不超出1 个月为限。在试用期内人事部将对新职员工作进行审查，以确定是否符合工作标准，如不符合工作标准，则给予解聘。
调职及降级：
依据工作需要及职员表现，职员可被调职、晋升或降级至其它职位或部门，薪金及福利亦会对应调整。
工资：
职员工资按劳动协议要求发放于企业要求之日期以现金形式发放。职员之每个月工资包含基础工资、伙食补助。基础工资按薪级而定。其中伙食补助为浮动工资，放假期间取消。
职级：
企业依据职员所在不一样部门、不一样岗位负担不一样责任划分以下等级：
董事长级
总经理级
副总级
部门主管级
通常职员级
工作时间：
职员每七天工作时间四十小时（不包含用膳时间），天天工作时间为8：00——11：30；13：00——17：00，职员午休时间为11：30——13：00，午休时间严禁玩扑克、麻将等赌博性娱乐，企业设有乒乓球、跳棋、军棋、象棋、围棋等供职员午休自由娱乐。各职员必需严格遵守工作时间。

加班：
如职员在要求时间以外加班，职员应依据工作需要服从企业安排。企业以年底奖金方法给赔偿。
旷工：
凡事先未办请假手续而无故缺勤或请假未准即私自休假者为旷工。旷工除被违纪处罚及扣除当日工资外。另按企业罚款处理，旷工三天或以上者，按除名处理。
终止合约：
试用期内，任何一方全部可提出终止合约，第30天内，双方均可随时提出终止合约；第二个月内，双方均可提前4 天终止合约，如未提前7 天通知对方
终止合约，则以7 天工资代赔偿。试用期满后，、任何一方需终止合约必需提前30天以书面通知另一方。双方亦有权以现金赔偿通知。在特殊情况下，比如：
职员犯有严重过失，企业可立即解除合约，而无需事先通知。亦不需作出赔偿。
裁员：
因经营政策、技术、经济、政治或其它不可抗逆条件影响下，企业有权淘汰职员，相关淘汰数量及裁员赔偿，企业将依据国家政策实施。
职员福利
法定假期：
全部职员可享受国家要求以下法定假日，如因业务需要，在法定假日不能休假，将由企业安排以年底奖金形式赔偿，
1 、元旦
2、劳动节
3、国庆节
4 、春节
福利假：
年前因无工程需要，可放带薪假，年满工作5 年以上者，每十二个月可休假二天，
休假需一次性提取，不能累积，逾期视为自动放弃。
事假：
如无充足理由，职员不得请事假。凡有特殊原所以请事假者，应提前报批
请假申请表，经部门经理和行政副总、总经理同意后，方可休假，不然按旷工论，事假扣除当日工资。
病假：
1、职员患病申请病假，必需附有诊疗病历，经部门主管、行政副总、总经理同意方为有效，急诊病例，不能赶来企业，应于企业上班时间前通知部门主管，逐层通知，并在第二天回企业补办休假手续，病假期间在考勤时连续计算，包含公休日和法定假日，病假按日工资50%扣除。
2、企业职员可享用带薪病假一天，超出部分按无薪假处理，此假期仅限于有病时享用，不可预提，过月自动作废。
3、职员确实因为患慢性病或尤其疾病不能上班，需要住院或长久病休，经企业管理当局同意，可按在本企业工作年限给3—6 个月医疗期，医疗期前三个月享受一定百分比工资，后三个月做无薪处理。
工作年限待遇 享受工资待遇
1—5 年（含5 年） 月工资55%
5—10 年（含10 年） 月工资65%
10—15 年（含15 年） 月工资80%
15 年以上 月工资100%
医疗期满后仍不能上班工作职员，企业可和其解除协议。
婚假：
凡在企业工作满十二个月以上职员可持结婚证书申请有薪婚假三天，若符合晚婚年纪，男25 岁，女23 岁，享受按国家要求婚假（包含法定假和公休日）婚假须在结婚证填发三个月内使用，逾期无效。婚假需提前30 天申请，并向行政主管出示结婚证实副本。
产假：
工作满十二个月半女正式职员可申请产假，产假期限为30天，延期可按事论。产假需三十天前申请。
慰问假：
职员直系亲属（包含父母、配偶、儿女）逝世，企业将给三天慰问假，雇员之祖父母或弟兄姐妹逝世可享用一天慰问假，职员需填写假期申请表，并附上相关证实。
护理假：
男职员在妻子分娩后十日内享受三天有薪护理假日。申请该假期应附上有出生证实。
养老保险：
企业正式职员，试用期三个月后，企业为其购置社会养老保险。职员退休后，可按国家要求享受相关要求享受相关退休福利。
节日福利：
企业每十二个月在端午节、中秋节、春节向职员发放节日福利品。
文体活动：
企业将为职员组织多种文体活动，以促进职员身体健康和活跃文化生活，增强企业凝聚力。
奖励：
凡表现优异对企业作出贡献职员，企业将会视其具体情况给物质或精神方面奖励。
年底奖金：
依据企业目前经营和盈利情况，管理层将会考虑为职员发放年底奖金，职员工作表现和出勤情况将作为奖金计算参考，职员于奖金发放日，仍受聘于本企业，方能获发奖金。
企业守则
聘用关系：
上下级之间，职员之间应以礼相待，相互合作，职员应切实实施直属上级指派任务，遇疑难和不满，应从速向上级请示，以示妥善处理。
职员出勤：
1、职员应必需按时上班，在工作时间内未经部门经理同意，不得无故早退或擅离职守。
2、职员在休假期间不能随意返回企业。
仪表仪容：
男士：
1、头发：确保整齐、洁净。染发只能黑色。
2、胡子：不可留胡子，保持面部洁净。
3、指甲：立即清洁和修剪指甲，不可带有污垢，不能留长指甲。
女士：
1、头发：保持头发整齐、清洁，不可染发（黑色除外）
2、化妆：自然简单不可浓妆艳抹，过分鲜艳。
3、指甲：立即清洁和修剪指甲，不可带有污垢，不能留长指甲。
个人资料：
1、职员应如实将个人资料填写入职位申请表内，如住址迁移，婚姻情况，家庭组员等资料有变，应立即通知行政部给予更正。如因资料不详，有可能引至以后应有之权利损失，责任由职员个人自负。
2、职员个人资料属于机密，除行政部专职人员外，其它人员不得随意查阅或问讯。
申请证实：
凡需企业出具人事证实，职员必需作出书面申请，经部门主管同意后，送交行政部。
工作评定：
工作评定用于考评职员表现，作为培训、晋升、薪金调整和选拔培养依据，每十二个月举行一次，均由主管级以上人员采取判定或面谈方法进行。
吸烟：
除指定区域和经同意办公室外，任何人均不得随地吸烟。
私人电话：
工作时间内除紧急事外，职员不得打或接听私人电话，不然会影响职员
个人表现，严重者要受到纪律处分。
离职手续：
1、凡离职职员必需在当日内到行政部办理离职手续，未能上交所欠物品者，企业有权拒绝发薪及转出人事档案。
2 、职员离职七日内，仍不来办理离职手续者，则视为自动领取工资论，对该职员所占有工作设施等，企业将作出处理，其造成一切后果及个人一切财产损失企业概不负责。
职员申诉：
职员对工作不满之处，应直接向直属上司提出，如对回复不满意，可亲自或以书面形式向行政主管提出，倘以书面形式职员须注明姓名及部门，不然不予处理。申诉须在事件发生二日内提出，申诉职员要求保密者，则给予保密处理。
亲友事访：
出于安全及影响本人及她人工作，工作时间不能会见亲友，如尤其需要时，事先须经行政主管同意，以免尴尬或不愉快发生。
保障企业利益：
1、职员在受聘期间，严禁私自摄取企业之任何财务自用或图利。
2、职员在受聘期间，不可对外泄露企业内部政策、行政架构、工程资料或其它相关事务上之商业秘密。
3、职员应避免参与任何和企业利益有冲突事务，投资或活动，如职员或直系亲属在和本企业有业务往来或意向任何行业或机构，拥有直接或间接金钱利益或股权，职员也必需向行政部申报。
4、任何职员若有意或因疏忽而造成企业有所损失，企业可依据实际情况追讨相关损失。
预防收受利益：
任何职员如未经企业许可，不得利用职权向用户、供给商、同事或其它和业务相关人士索取或收受任何私人利益。利益乃指礼品、借贷、费用、酬劳、回佣、职位、契约、职位等，如收受利益会影响职员客观处事或引致企业利益受损，职员应拒绝接收。
党、团、工会活动：
党、团、工会组织是公开正当组织，其活动以不影响本企业正常业务为标准，党、团、工会会员如需在工作时间参与会议时，应事先通知行政主管，同意后可进行。
过失类别：
过失将以其严重性分为三类，详列以下：
轻微过失：
1、仪态举止未能达成企业要求。
2、上班时衣冠不整。
3、在办公场地大声喧哗。
4、下班后无故在企业范围内逗留。
5、未能保持工作台或工作场所整齐。
6、工作时嚼口香糖或吃零食。
7、使用内部电话办理私人事务。
8、工作时，收听收音机、录音机或看和工作无关书刊。
9、随地吐痰，乱扔垃圾或乱写乱画，破坏卫生整齐。
10、不礼貌地高声和客人、上司、同事对话。
11、当月无故迟到三次。
12、工作或工作效率欠佳，工作粗心大意。
13、违反部门常规。
14、不熟悉相关工作程序。
重大过失：
1、私自私调工作台或在柜内存放任何企业物品（发放除外）。
2、对同事违纪行为隐瞒不报。
3、对主管、同事、客人不礼貌。
4、私自携友或其它人士到企业内。
5、喧华粗言秽语或扰乱企业安宁。
6、私自使用车辆而未登记，办理手续。
7、违反吸烟条例，在禁烟区吸烟。
8、损耗损坏企业设施。
9、挑拨打架事件。
10、在企业内售卖或兜售私人物品。
11、不服从上级工作安排，有意消极怠工。
12、发表虚假或诽谤言论，影响其它职员声誉。
13、在上班时间，私自离开工作岗位或到其它部门闲荡。
14、提供虚假资料或不实汇报。
15、伪造病假证实。
16、违反安全管理条例。
17、懈怠疏忽而造成工作损失。
18、外因工作而私自在企业范围内会友。

严重过失：
1、利用病事假期间在外从事兼职员作。
2、危害企业内任何人士。
3、未经行政主管同意私自配钥匙。
4、殴打她人或相互打斗。
5、向客人或同事索取金钱或其它酬劳。
6、携带或收藏一切禁品，如枪械、毒品、黄色书刊等。
7、泄露企业机密情报，伪造文件意图行骗。
8、调戏或欺侮她人。
9、偷窃企业或同事钱财。
10、偷窃企业物品。
11、接收任何形式贿赂。
12、赌博或围观赌博。
13、蓄意破坏企业设施。
14、利用职权收取回扣，损害企业利益。
15、触犯国家任何刑事法律。
16、利用职权提供方便于亲友，损害企业利益。
17、当班聚众闹事，煽动或参与怠工或罢工。
18、连续旷工三日以上。
19、遗失企业珍贵物品造成经济损失。
20、值班时睡觉。
21、外泄企业之内部政策，行政架构、工程资料或其它相关业务商业秘密。对以上未列出之犯规行为，企业管理层有权视情节而定其轻重及处理措施。
处分制度
目标：
为确保企业各部门高效率工作和提供优良环境，提升职员自我约束能力，
企业特制订了行为标准及纪律处分要求，期望全体职员认真遵从推行。
罚款制度：
职员触犯轻微过失，每次罚款10 元，触犯重大过失，每次罚款50--100 元。用于职员触犯严重过失阻碍企业工作发展，由行政部门主管依据上报统计表，
填报犯规通知书，并详述停职理由，管理当局同意后方可实施。职员停职通常不超出十四天。
解聘：
职员触犯严重过失或严重违纪或触犯政府法规受到判刑处分者，企业可立即给解聘，对工作造成严重损失企业有权视其具体情况、情节追究责任并赔偿经济损失。
职员上诉：
职员不服所受处分，可口头或书面在处理决定发出二日内，向行政主管申诉。行政主管将视情况而定召开相关人员会议研究。轻微过失、重大过失由行政主管及相关部门而定，严重过失由总经理、副总级及相关主管人员共同约定处理结果。

投诉程序
政策：
企业期望全部职员投诉全部能立即反应即时处理。
投诉程序是一个渠道，可比价格使职员对相关工作时间、工资制度、工作环境及个人问题得到聆听及更正，从而立即处理问题，避免问题扩大化。
程序：
在所属部门逐层反应，如仍未处理，可向行政副总直至总经理反应，从而得四处理。
职员资料
人事统计：
职员本人资料，如家庭住址或联络电话等若有变更，应立即通知行政部，以免在紧急情况下造成不便。
表现评定：
为了了解并改善职员在工作方面表现，每十二个月进行一次考评。填写工作表现判定，作为关键人事统计。
事业培育：
如有升职机会，管理当局将优先考虑企业在职职员，职员如对企业某部 门或空缺有爱好，应先向所属主管部门提出，上报行政副总，不许可直接向其它部门主管谈及工作调动安排。
职员手册所订企业管理当局引依据政府相关政策要求，、本企业业务情况及实际环境需要，对本手册作出合适修改和补充。
本手册条款和以往企业条款相抵触时，以本手册为准，本手册最终解释权为行政管理部。企业职员实施《企业手册》同时，相并实施《岗位规范》、《工作程序》、《办公管理要求》、《财务要求》。
财务管理制度
出差制度管理要求
第一条：为配合本企业业务需要，以达成企业经营目标，企业需派遣
职员出差。
第二条：职员出差前应填具“出差申请单”。出差期限由派遣主管视
情况需要，事先给予核定，并依核决权限呈核。
第三条：出差核决权限以下：
1、中国出差：一日以内由主管经理核准，一日以上由总经理核准，
经理以上人员一律由总经理核准