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1、人力資源管理制度Standard Operating ProceduresHuman Resources人力資源部操作程序Policy No. Subject政策編號主題HR-01Manpower Administration人員預(yù)算管理HR-02Classification of Employment職位分類HR-03Recruitment Policy招聘政策HR-04Employment Procedure入職程序HR-05New Employee Orientation入職培訓(xùn)HR-06Confirmation of Probation試用期轉(zhuǎn)正HR-07Promotion & Tra
2、nsfer晉升和調(diào)職HR-08Separation員工離職手續(xù)HR-09Salary Payment工資支付HR-10Employee Attendance & Salary Deduction on Absenteeism員工考勤及工資減扣HR-11Working Hours & Duty Roster工作時間及排班HR-12Salary Administration工資管理HR-13Leave休假HR-14Overtime Compensation加班補(bǔ)休HR-15Medical Benefits & Consultation醫(yī)療福利及就診程序HR-16Duty Meal in Staff
3、 Canteen員工餐廳工作餐HR-17Grievance Procedure員工投訴程序HR-18Disciplinary Procedure紀(jì)律處分程序HR-19Employee Birthday Party員工生日會HR-20Name Tag名牌HR-21Grooming Standard儀容儀表標(biāo)準(zhǔn)HR-22Compensation to Damages破損賠償HR-23Working Injury工傷HR-24Employee Notice員工公告HR-25 Staff Exit員工通道HR-26Guest Room Experience客房體驗(yàn)程序HR-27Hotel Traini
4、ng Club酒店培訓(xùn)俱樂部HR-28Language Test & Allowance語言考試及津貼HR-29Monthly Training Plan月度培訓(xùn)計(jì)劃HR-30Local Staff Benefits Chart本地員工福利表HR-31On the Property Training酒店培訓(xùn)HR-32Internal Cross Training店內(nèi)交叉培訓(xùn)HR-33Hotel Sponsored Training酒店資助的培訓(xùn)HR-34Staff Locker員工更衣柜HR-35Trainees & Casual Labor培訓(xùn)生及臨時工HR-36Performance Re
5、view員工工作評估STANDARD OPERATING PROCEDURESSubject: Manpower Administration Effective Date: Oct. 01, 2003人員預(yù)算管理Policy No : HR-01 Issued by: HR DirectorPage: 1 Approved by: General ManagerDistribution: Senior Executive Committee Department Heads A&B All EmployeesObjective目的The purpose of this policy is t
6、o establish guidelines for determining and controlling annual headcount requirements for the Hotel. 此政策鑒于更好的控制年度人員預(yù)算符合酒店的正常運(yùn)作。Policy Statement政策說明It is the policy of Goodwin Hotel to review and approve headcount budget annually for each department that would represent the maximum staffing establishm
7、ent that may be brought on board each year. Except in extreme cases, requisitions for additional headcount are normally disapproved.嘉盛酒店政策規(guī)定：各部門總監(jiān)或經(jīng)理每年應(yīng)對本部門的人員編制和預(yù)算進(jìn)行復(fù)查，修改并確認(rèn)每年的最高人員預(yù)算。年度預(yù)算被批準(zhǔn)后，除特殊原因，要求增加的人員一般是不予批準(zhǔn)的。Procedures程序1. As part of the annual budget, all Departments Heads shall propose thei
8、r manpower budget for the forthcoming year in September for their Division Heads endorsement with elaborated justification of the manpower changes, if there is any. 作為年度預(yù)算的一部分，所有部門經(jīng)理應(yīng)在每年的九月份準(zhǔn)備來年的人員預(yù)算。如有任何變動，各部門都應(yīng)解釋說明呈報審批。2. The manpower budgets shall then be studied by the Human Resources Director,
9、after which all manpower budgets will be compiled and submitted to the General Manager for approval.各部門的人員預(yù)算由人力資源部審核后報總經(jīng)理審批。3. Final approval will be sought from the General Manager and Owners before budgets becomes effective.所有人員預(yù)算在實(shí)施前必須獲得總經(jīng)理和業(yè)主的批準(zhǔn)。4. Department Heads who wish to increase the depar
10、tmental authorized headcount requirement during the year shall seek approval from General Manager and Financial Controller via the Human Resources Director. Justification for the additional headcount is required and approved by the Owners如果部門經(jīng)理希望在本年度內(nèi)增加部門的人員編制必須經(jīng)總經(jīng)理，財務(wù)總監(jiān)和人力資源的審批。增加的人員和具體說明應(yīng)獲得業(yè)主的批準(zhǔn)。S
11、TANDARD OPERATING PROCEDURESSubject : Classification of Employment Effective Date: Oct. 01, 2003 職位分類Policy No. : HR-02 Issued by : HR DirectorPage: 5Approved by: General ManagerDistribution: Senior Executive Committee Department Heads A&B All EmployeesObjective目的The purpose of the policy aims to de
12、fine the terms and conditions of work and employment benefits entitlements for the different grades and categories of employees.這項(xiàng)政策的目的在于根據(jù)不同的級別和范疇區(qū)分工作情況和員工福利。Policy Statement政策說明It is the policy of the Goodwin Hotel to define and classify the grades and categories of our employees into Senior Execu
13、tive Committee, Department Heads, Supervisors and General Employees and Expatriate and local employees respectively.嘉盛酒店規(guī)定：限定和區(qū)分員工的級別和種類，分為高級行政委員會，部門經(jīng)理，主管普通員工和本地員工。Procedures程序1. There are 5 grades of Employees:員工級別有5種：1.0. Senior Executive Committee - SE高級行政人員1.1. Department Head A -AA級部門經(jīng)理1.2. Dep
14、artment Head B -BB級部門經(jīng)理1.3. Senior Supervisor & Supervisor- SS高級主管&主管1.4. General Employee Grade 1 and 2 -G1/G2普通員工一級和二級1.5. Trainee & Casual Labor- C培訓(xùn)生&臨時工Please refer to Manning Guide for different grades of Employees.請查閱不同級別員工人員配備指南。2. There are 4 categories of employees:4種類別員工2.1. Overseas Expa
15、triates Overseas Package Employees who are recruited from overseas 外籍員工定居海外 在海外招聘的員工 2.2. Overseas Expatriates Local Package Overseas Employees hired on a local package. 外籍員工當(dāng)?shù)鼐幼?在本地招聘的外籍員工2.3. Local Employee 本地員工Employees who are local people having long stay within the city concerned.此類員工是在相關(guān)城市長期居
16、住的本地人。2.4. Local ExpatriateEmployees who are Chinese nationals hired from outside of city where the Hotel is located. 此類員工是在當(dāng)?shù)鼐频旯ぷ鞯木哂兄袊鴩钠渌鞘械娜恕otel Human Resource Position Policy 人力資源職位政策Level “SE”General Manager, 總經(jīng)理Resident Manager, 駐店經(jīng)理Deputy General Manager, 副總經(jīng)理Asst. to General Manager總經(jīng)理助理F
17、inancial Controller 財務(wù)總監(jiān)Level “A”Director of Rooms (A1), 房務(wù)總監(jiān)（A1）Human Resources Director(A1), 人力資源總監(jiān)（A1）Director of Sales & Marketing(A1), 市場營銷總監(jiān)（A1）Director of F&B(A1), 餐飲總監(jiān)（A1）Director of Engineering(A1), 工程總監(jiān)（A1）Deputy Financial Controller (A2) 財務(wù)副總監(jiān)（A2）Level “B1” Chief Accountant 總會計(jì)師Food & Bev
18、erage Manager, 餐飲部經(jīng)理Executive Chef, 行政總廚EDP Manager, 電腦部經(jīng)理Purchasing Manager, 采購經(jīng)理Human Resources Manager, 人事經(jīng)理Training Manager, 培訓(xùn)經(jīng)理Director Of Sales 銷售總監(jiān)Front Office Manager, 前廳部經(jīng)理Executive Housekeeper, 行政管家Security Manager. 保安部經(jīng)理Level “B2”Executive Assistant, 行政助理Credit Manager, 信貸經(jīng)理Cost Controll
19、er, 成本控制經(jīng)理Asst. Purchasing Manager 采購部副經(jīng)理Asst. Chief Engineer, 行政副廚Sales Manager, 銷售經(jīng)理PR Manager, 公關(guān)經(jīng)理F&B Outlet Manager (Beverage Manager, Caf Manager, Chinese Restaurant, Banquet Manager), 餐飲部營業(yè)部門經(jīng)理（酒吧經(jīng)理，西餐廳經(jīng)理，中餐廳經(jīng)理，宴會經(jīng)理），Catering Manager, 餐飲經(jīng)理Chief Stewarding, 管事部經(jīng)理Outlet Chef (Western Kitchen Ch
20、ef, Sous Chef, Pastry Chef, Chinese Kitchen Chef), 營業(yè)部門廚師（西廚房廚師長，副廚師長，餅房廚師長，中廚房廚師長），Asst. F/O Manager, 前廳部副經(jīng)理Asst. F/O GSM, 賓客服務(wù)經(jīng)理Chief Concierge, 禮賓部經(jīng)理Asst. Executive Housekeeper, 行政管家助理Laundry Manager, 洗衣房經(jīng)理Health Club Manager 康樂部經(jīng)理Asst. Security Manager, 保安部副經(jīng)理Level SSEngineering Duty Manager(SS)
21、, 工程部值班經(jīng)理Sous Chef(SS), 西廚房副廚師長HR Officer, Training Officer(SS),人事官員，培訓(xùn)官員GSM-Service Center(SS), 賓客服務(wù)經(jīng)理服務(wù)中心Asst. Pastry Chef(SS), 餅房副廚師長Security Duty Manager(SS), 保安部值班經(jīng)理Staff Canteen Supervisor(SS), 員工餐廳主管Level S(Accountable for the quality of all work performed within their area of responsibility,
22、 including management Shift Leader,) （責(zé)任所在區(qū)域的所有工作表現(xiàn)及質(zhì)量，包括管理領(lǐng)班）Translator(S), 翻譯Secretary to Executive Committee Member / Level A(S), 行政委員會成員秘書Payroll Master(S), 工資員A/P, A/R Supervisor(S), 應(yīng)付/應(yīng)收主管EDP Assistant(S), 電腦部助理Purchasing Officer(S), 采購官員Income Audit(S), 收益審計(jì)Cashier Supervisor(S), 收銀主管Enginee
23、ring Section Supervisor(S), 工程部區(qū)域主管Doctor(S), 醫(yī)生Staff Canteen Chef(S), 員工餐廳廚師長PR Assistant(S), 公關(guān)部助理Sales Executive(S), 銷售助理Reservation Supervisor(S), 預(yù)訂部主管F&B Secretary(S), 餐飲部秘書F&B Outlet Supervisor(S), 餐飲部各餐廳主管Stewarding Supervisor(S), 管事部主管Chef De Partie(S), 廚房主管Front Desk Supervisor(S), GSO Sup
24、ervisor(S), 前臺主管，賓客服務(wù)主管Club Floor Supervisor(S), 行政樓層主管Bell Section Supervisor(S), 行李房主管Housekeeping Supervisor (Floor Supervisor, PA Supervisor, Laundry Supervisor, U&L Supervisor) (S),客房部主管（樓層主管，公共區(qū)域主管，洗衣房主管，布草制服房主管） Security Supervisor(S), General Cashier(S), 保安部主管，總出納Level G1(Possess specialized
25、 skills and /or trade qualifications) 擁有專業(yè)技能和行業(yè)認(rèn)證Purchasing Assistant采購助理Asst. Income Audit 收益審計(jì)助理Night Audit 夜間審計(jì)Engineering Senior Skilled Worker 工程部高級技工Storekeeper, 庫管員Training Assistant 培訓(xùn)助理Hygiene Officer 衛(wèi)生官員Canteen Senior Cook, 員工餐廳高級廚師Sales Coordinator, 銷售聯(lián)絡(luò)員Artist 美工Reservation Clerk 預(yù)定員 F&
26、B Outlet Captain 餐飲部各營業(yè)部門領(lǐng)班F&B Hostess 餐飲部領(lǐng)位Butcher肉案廚師GSO-Reception 前臺接待PABX Operator 總機(jī)接線員GSO-Lobby, Welcome Officer 大堂門迎Driver 司機(jī)Bell Captain 行李房領(lǐng)班Level G2 (Basic manual duties across all work areas) 所有工作區(qū)域的基本工作職責(zé)Department Clerk, 各部門文員Cashier 收銀員Engineering Basic Skilled Worker 工程部普通技工Staff Cant
27、een Cook 員工餐廳廚師F&B Service Attendant 餐飲部服務(wù)員Butler 貼身管家Bartender 吧員Commis Chef (qualified) 廚師助手（有資格的）Bakers 面點(diǎn)師F&B Kitchen Cook 餐飲部廚師Kitchen Artist 廚房冷盤雕花Bellman 行李生Order Taker 點(diǎn)單員Floor Room Attendant 樓層服務(wù)員Health Club Attendant 康樂部服務(wù)員Guest Laundry Checker 客衣檢查員Tailor 裁縫Security Guard 保安 Gardener 園丁Bo
28、iler Attendant 鍋爐工Poutary Preparation粗加工 F&B Kitchen Help 餐飲部廚房幫工PA Attendant公衛(wèi)服務(wù)員Window Cleaner 門窗清潔員Steward 管事員Timekeeper 打卡員Vegetable Cleaner 蔬菜清洗員Cafeteria Attendant, 員工餐廳服務(wù)員Laundry Attendant (Washer, Presser, etc.) 洗衣房服務(wù)員Linen Room Attendant, 布草房服務(wù)員Pantry Helper 餐具室助手STANDARD OPERATING PROCEDUR
29、ESSubject: Recruitment PolicyEffective Date : Oct. 01, 2003 招聘制度Policy No. : HR-03 Issued by : HR DirectorPage: 7Approved by : General ManagerDistribution: Senior Executive Committee Department Heads A&B All EmployeesObjective 目的To clearly establish the control parameters associated with the effecti
30、ve planning and recruitment of manpower for the best utilization of Hotel.對與人力計(jì)劃及招聘相關(guān)的各項(xiàng)控制細(xì)則作出明確規(guī)定，從而達(dá)到酒店對人力的最佳利用。Policy Statement 政策說明It is the policy of the Goodwin Hotel to clearly outline the procedures pertinent to the recruitment and employment of personnel within the Hotel.嘉盛酒店政策規(guī)定：對與酒店員工招聘及雇
31、傭有關(guān)的所有程序應(yīng)進(jìn)行明確說明。The approved manning guide is to be strictly adhered to. No position can be physically filled without an approved “Personnel Requisition Form”.嚴(yán)格遵守已獲得批準(zhǔn)的人員配備指南。在人員請雇單未獲批準(zhǔn)前，不得對任何職位空缺進(jìn)行補(bǔ)充。Selections should be based on qualifications, experience and skill as specified in the approved pe
32、rsonnel specifications.對人員的選擇應(yīng)基于獲準(zhǔn)的人員請雇單上所列各項(xiàng)資歷、經(jīng)驗(yàn)及技能要求。Promotion should be from within the Hotel whenever possible.升職應(yīng)盡可能首先考慮酒店內(nèi)部員工。Upon approval of the General Manager, the Human Resources Director shall be responsible for the formulation, execution and revision of the Human Resources Standard Ope
33、rating Procedures for the recruitment and employment of all employees.總經(jīng)理批準(zhǔn)后，人力資源總監(jiān)負(fù)責(zé)對與酒店員工招聘及雇傭相關(guān)的人力資源標(biāo)準(zhǔn)運(yùn)行程序進(jìn)行壽命、執(zhí)行和修改。Procedures 程序 1. Replacement of Employees 人員更換As vacancies arise, the Department Head concerned has to complete and submit a Personnel Requisition Form to their respective Division
34、 Head for approval and forward to the Human Resources Director. The Human Resources Director will then validate the request and forward the Personnel Requisition Form to General Manager for approval. Upon receipt of the approved Personnel Requisition Form, the Human Resources Director/ Personnel Man
35、ager will take action to fill in the vacancy and provide feedback to the Department Head concerned by returning a copy of the approved Personnel Requisition Form.出現(xiàn)空缺后，相關(guān)部門經(jīng)理須填寫人員請雇單并由其部門總監(jiān)審批后轉(zhuǎn)給人力資源總監(jiān)。人力資源總監(jiān)審批后將人員請雇單轉(zhuǎn)至總經(jīng)理處。人力資源總監(jiān)/人事經(jīng)理收到由總經(jīng)理批準(zhǔn)的人員請雇單后，進(jìn)行人員招聘補(bǔ)充空缺并將獲準(zhǔn)的人員請雇單的復(fù)印件反饋相關(guān)部門。2. Additional Emplo
36、yees 追加員工Under special circumstances, it may be necessary to recruit additional resources not budgeted for. In this instance, the Department Head concerned has to submit the Personnel Requisition Form with written justification to their Division Head for endorsement and forward to the Human Resource
37、s Director. The Human Resources Director will review the request with the Division Head, make appropriate remarks and forward to the Financial Controller and General Manager for approval. Once approval is given, the Human Resources Director will take necessary action to fill the vacancy.特殊情況下，會有必要招聘
38、預(yù)算外的員工。此時，相關(guān)部門經(jīng)理須將人員請雇單連同一份書面說明遞交部門總監(jiān)進(jìn)行批示后轉(zhuǎn)至人力資源總監(jiān)。人力資源總監(jiān)與部門總監(jiān)就其申請進(jìn)行研究后，作出必要說明轉(zhuǎn)交財務(wù)總監(jiān)及總經(jīng)理審批。審批通過后，人力資源總監(jiān)將采取必要行動填補(bǔ)空缺。3. Filling of Vacancies 填補(bǔ)空缺The Human Resources Director should ensure that the following priority will be given in filling vacancies:人力資源總監(jiān)在填補(bǔ)空缺時，應(yīng)首先考慮以下因素：3.1existing employees of the
39、 Hotel 酒店現(xiàn)有員工3.2qualified Employees within the Hotel who apply for transfer 酒店內(nèi)部申請調(diào)職且符合要求的員工3.3qualified applicants who are referred by existing Employees 酒店員工推薦的合格人選3.4 external applicants 店外申請人4. External Recruitment Hiring Procedures 外部招聘雇傭程序4.1 Employment Application Form 求職申請表 External applican
40、ts are required to complete the Employment Application Form detailing their personal data, academic qualifications, employment records and with one recent photograph attached. Issuing and returning of Application Forms are to be centralized and forwarded to the Human Resources Office. Applications r
41、eturned through other Department Heads or Employees shall be sent to Human Resources Office directly in strict confidence without putting any comments that could possibly lead to a biased conclusion on the applicant.店外申請人須在求職申請表上詳細(xì)填寫其個人信息、資歷、工作經(jīng)歷并附一張本人近照。發(fā)放及收轉(zhuǎn)求職申請表應(yīng)由人力資源部負(fù)責(zé)。經(jīng)由其他部門經(jīng)理或員工的申請表須直接轉(zhuǎn)給人力資源部
42、，同時嚴(yán)格保密，不做任何可能導(dǎo)致對求職者判斷偏差的評論。 4.2 Screening of Applications篩選求職申請 Prior to the first interview, the Human Resources Department will screen all the applications. 第一次面試前，人力資源部頒將對所有求職申請進(jìn)行篩選。 The following applicants will not be considered.以下列出的申請人將不予考慮：- Immediate family members of current Employees在職員工
43、的直線親屬- Employees who were dismissed by the property under Goodwin Hotel or other hotels被嘉盛酒店或其他酒店開除的人員- Employees who resigned from the property under Goodwin Hotel within the last 3 months從嘉盛酒店辭職不三個月的人員- Applicant who are physically unfit to work for the job they have applied for身體狀況不適合其所申請之職位的人員-
44、Applicant who were previously convicted of a crime 有犯罪前科的申請人4.3 First Interview 初次面試All applicants have to be initially interviewed by the Human Resources Department. The Human Resources Department shall verify the personal data provided by the applicants and also inquire the applicants salary expec
45、tation with the form of Interview Evaluation. 所有申請人須首先經(jīng)過人力資源部面試。人力資源部將使用面試評估表核實(shí)申請人的個人信息詢問其工資要求。If found suitable, the Human Resources Department shall arrange the applicant for a second interview by the Department Head concerned with the completed Interview Evaluation form, resume, references and ot
46、her relevant documents.如認(rèn)為適合，人力資源部將安排申請人與相關(guān)部門經(jīng)理進(jìn)行復(fù)試，同時附上已填寫的面試評估表、簡歷、相關(guān)證明及其他文件。If the applicant is found unsuitable or immediate feedback is not possible, the Human Resources Department shall keep the applicant informed of the status in a sincere, direct and timely manner.如認(rèn)為申請人不合適或不能及時反饋意見，人力資源部須真誠
47、、直接并及時向申請人說明情況。4.4 Second Interview第二次面試The Department Head concerned shall be responsible for examining the suitability of the applicant referred from the Human Resources Department on basis of personal characteristics, technical competence and job skill requirements.相關(guān)部門經(jīng)理應(yīng)負(fù)責(zé)對人力資源部推薦的申請人就其個性、專業(yè)水平及
48、工作技能方面進(jìn)行考察，確定是否符合要求。The rating and comments of applicant shall be clearly stated on the appropriate column of the Application Form along with the signature of the interviewer.面試者應(yīng)在求職評估表的相應(yīng)欄目內(nèi)清楚填寫對申請人的評分及評語，并簽字。If the applicant is found suitable for employment, the responsible Department Heads shall
49、consult with the Human Resources Director to determine the starting salary in accordance with the following guidelines:如認(rèn)為申請人可勝任，相關(guān)部門經(jīng)理須與人力資源總監(jiān)根據(jù)以下方針商定其起始工資：- The salary scale applicable to the position 此職位所對應(yīng)的工資級別- Internal relativity i.e. salaries of other Employees holding same/similar position 內(nèi)
50、部對比目前任相同或相似職位員工的工資- Qualification, experience , present salary and salary expectation of the applicant.申請人的資歷、經(jīng)驗(yàn)、目前工資及工資要求The responsible Department Head shall inform the successful candidate the following during the interview.相關(guān)部門經(jīng)理應(yīng)在面試時，向面試成功的申請人告知以下事項(xiàng)：- The position(s) offered所提供職位- An oral indic
51、ation of the proposed starting salary without commitment對起始工資的口頭提議而非承諾 - The applicants proposed commencement date對申請人到職日期的提議Employees selected for Department Head level positions shall be introduced to the General Manager before final confirmation of employment:為部門經(jīng)理級別挑選的申請人須在最終確認(rèn)雇傭前，介紹給總經(jīng)理：The fol
52、lowing hiring positions have to be interviewed by our General Manager finally以下職位的人員雇傭必須最終由總經(jīng)理面試決定:Chief Accountant總會計(jì)師Credit Manager信貸經(jīng)理Purchasing Manager采購經(jīng)理Assistant Director of Engineering助理總工程師Personnel Manager人事經(jīng)理Training Manager培訓(xùn)經(jīng)理Assistant Director of Sales & Marketing營銷副總監(jiān)Sales Manager銷售經(jīng)理
53、Public Relations Manager公關(guān)經(jīng)理Food & Beverage Manager餐飲經(jīng)理Food & Beverage Outlet Managers餐飲營業(yè)部門經(jīng)理Assistant Food & Beverage Outlet Managers 餐飲營業(yè)部門副經(jīng)理Catering Manager宴會經(jīng)理Executive Chef行政總廚Chinese Executive Chef中廚廚師長Assistant Front Office Manager 前廳副經(jīng)理Front Office Supervisor前廳主管Assistant Managers大堂經(jīng)理Guest
54、 Service Managers客戶服務(wù)經(jīng)理Club Floor Manager 行政樓層經(jīng)理Reservations Manager預(yù)定經(jīng)理PABX Supervisor總機(jī)主管Chief Concierge禮賓部經(jīng)理Executive Housekeeper行政管家Assistant Executive Housekeeper行政副管家Security Manager 保安部經(jīng)理Completed Employment Application Forms with the Interview Evaluation form must be returned to Human Resour
55、ces along with other documents in a sealed confidential envelop for necessary follow up action. In case the applicant is interviewed and accepted by a representative of the requesting Department Head, the candidates application should route through the responsible Department Head/ Division Head for
56、endorsement.完整的求職申請表及面試評估表連同其他材料須放入信封內(nèi)密封后送返人力資源部進(jìn)行必要后續(xù)程序。如申請人是由相關(guān)部門經(jīng)理所派代表面試且認(rèn)可的，則其申請須再轉(zhuǎn)交相關(guān)部門經(jīng)理/總監(jiān)最終審批。If the applicant has failed the second interview, the requesting Department Head shall if possible, inform the applicants orally. The Department Head shall put down “regret orally” or “please regret
57、” on the form to indicate whether a “l(fā)etter of regret” is required.如申請人未通過第二次面試，相關(guān)部門經(jīng)理應(yīng)盡量口頭告知。部門經(jīng)理應(yīng)在求職評估表上注明“已告知結(jié)果”或“請告知結(jié)果”說明是否需要書面通知申請人。All documents should be returned to the Human Resources Office for follow up action. The letter of regret is to be issued at all times by the Human Resources Direc
58、tor. 所有文件均須送返人力資源部進(jìn)行后續(xù)工作。書面通知書必須由人力資源總監(jiān)簽發(fā)。In the event that requesting Department Head cannot decide on the spot that an offer is to be made, he/she can put down “pending” or “hold” on the form and return it to the Human Resources Office. 如部門經(jīng)理無法在面試當(dāng)時作出決定，可在評估表上注明“待定”或“保留”并送交人力資源部。5. Tentative Offer
59、 and Employment Contract5.1 Upon receipt of the selected applicants file, the Human Resources Director will sign on the Interview Evaluation Form confirming that all data has been obtained and they are in compliance with the Hotel policy and appropriate Labor Laws.收到選定申請人的資料，人力資源總監(jiān)將在求知評估表上簽字，確認(rèn)獲取所有信
60、息且與酒店政策及相關(guān)勞動法規(guī)保持一致。5.2 Human Resources Department shall arrange to notify the applicant orally the position offered, the starting salary and commencement date and the Employment Notification will be issued to the confirmed applicants later. 人力資源部將口頭通知申請人所提供職位、起始工資、到職日期，隨后向已確認(rèn)雇傭的申請人發(fā)出雇傭通知書。5.3 Where a pre-employment reference check is required for whatever reason, the Human Resources Department will conduct such check orally or in writing with the agreement of the prospective candidate.無論任何原因需要做背景調(diào)查，人力資源部將在得到候選人同意后口頭或書面進(jìn)行調(diào)查。5.4. The candidate shall be required to attend
嘉盛酒店管理公司SOP體系人力資源管理制度和程序(DOC 121頁)
