Job Responsibilities and Employee Rules, Principles for Job Responsibilities Formulation?

As the basic rules that restrict the behavior of employees within the enterprise, the employee code should follow certain principles before it is formulated.

Clause.

1. Legitimacy.

The effectiveness of the internal rules and regulations of an enterprise is premised on legality. Any violation of internal rules and regulations shall be null and void. Therefore, when formulating employee rules, we must first understand and study the relevant national labor laws and regulations and personnel regulations, and do not compile invalid employee codes that violate national laws and regulations.

Clause.

Second, suitability.

It is necessary to widely solicit the opinions and suggestions of the employees of the enterprise, because the employee code is the basic criterion for the internal employees of the enterprise to regulate their words and deeds, and the rules compiled by the internal employees of the enterprise are more operational, so it is necessary to mobilize the participation of all employees and formulate them through democratic procedures.

Clause.

3. Reasonableness.

In the absence of provisions in the Labor Law or its departmental laws, the employer shall adhere to the principles of fairness, reasonableness and science when formulating its internal rules and regulations, and consider the interests of both employees and the employer; It is necessary to consider not only the norms and constraints on the labor behavior of employees, but also the incentive of employees' labor enthusiasm.

1 Code of Ethics for Employees. For example, maintaining the company's reputation, strict ethics, caring for public property, and not divulging company secrets and other code of conduct.

2 Attendance system for employees. Among them, there is a working hour system, rules for commuting to and from work, rules for clocking in and out, and so on.

3. Employees are on duty overtime. Under what circumstances overtime, overtime remuneration regulations, duty arrangements, etc.

4. Leave system. Including ordinary and statutory leave, annual leave, marriage leave, maternity leave and menstrual leave, sick leave, bereavement leave, work-related injury leave, private leave, etc.

Job responsibilities can maximize the scientific allocation of labor and employment; Effectively prevent procrastination due to overlapping duties; Improve the vitality of internal competition, better discover and use talents; the basis for organizing the assessment; ImproveProductivityand quality of work; standardize operational behavior; Reduce the occurrence of violations and accidents.

The position is established by the organization to complete a certain task, and it is accompanied by the type of work.

Duties, titles, ranks, and other properties must be attributed to a person.

Job responsibilities refer to the work content that needs to be completed in a position and the scope of responsibility that should be assumed, whether it is concurrent or concurrent, it refers to different positions, job responsibilities are a concrete job description, which can be classified into different job types. Responsibilities are the unity of duties and responsibilities, and are composed of two parts: the scope of authorization and the corresponding responsibilities.

The principle of formulating job responsibilities: first of all, let the employees themselves truly understand the nature of the position. Secondly, when formulating job responsibilities, enterprises should consider that one position contains as many tasks as possible, so as to give full play to the other talents of employees in the position who have been buried due to long-term engagement in a single type of work.

With the permission of the company's human resources, some job responsibilities can be set for the right to transfer to other positions after completing the set tasks well within a fixed period of time.