酒店人力资源部门英文介绍

1、Human resources department资料查找：龙清琳资料查找：龙清琳PPTPPT制作：沈桂珍制作：沈桂珍PPTPPT讲解：肖彩云讲解：肖彩云问题解答：白雪问题解答：白雪contents人力资源部人力资源部职能职能招聘招聘程序程序The responsibilities ofthe human resources department1、employment and recruiting2、training and development3、compensation4、benefits5、employee services6、employee and community rela

2、tions7、personnel records8、health and safety9、strategic planning Employment and recruitingInterviewing, recruiting, testing, temporary labor coordination1 1Training and developmentOrientation, performance management skills training, productivity enhancement2 2Compensation(报酬报酬)Wage and salary adminis

3、tration,Job descriptionsExecutive compensation,Incentive pay,Job evaluation3 3benefitsInsurance,Vacation leave administrative,Retirement plans,Profit sharing,Stock plans4 4Employee services(职工服务职工服务)Employee assistance programs,Relocation services(安置安置),Outplacement services（再就业）（再就业）5 5Employee and

4、 community relations（职工和社区关系）（职工和社区关系）Attitude surveys，Labor relations,Publications,Labor law compliance,discipline6 6Personnel records(人事记录人事记录)Information systems,records7 7Health and safetySafety inspection,Drug testing,Health,wellness8 8Strategic planningInternational human resources,Forecasting

5、,Planning,Mergers and acquisitions(兼并和收兼并和收购购)9 91) At all times the HR department and relevant hiring department shall work work in close collaboration(in close collaboration(合作合作) ) on all recruitment matters.The hiring processThe following steps should be strictly followed by HR and other departm

6、ents.Step2 Application Form Application Form 求职申请表求职申请表Issuing（发放） and returning of Application Forms are to be centralized and channeled to the Human Resource Department.External applicants are required to complete the “Employment Employment Application FormApplication Form” detailing their p e r s

7、 o n a l d a t ap e r s o n a l d a t a , a c a d e m i c a c a d e m i c qualificationsqualifications, and employment employment recordsrecords and attach with 1 inch 1 inch recent color photo.recent color photo.15Step3 Step3 First Interview First Interview 第一轮面试第一轮面试 The Human Resource Department

8、shall initially interview all applicants.人力资源部负责面试所有应聘人员的首轮面试。The Human Resource Department shall verify the personal data, academic qualifications, employment records, personal references, other relevant documents and also require the applicants salary expectation.人力资源部负责应聘人员所有个人信息，学历，工作经历，背景的核查，其它

9、相关资料，并且确认其薪资期望。If found suitable, the Human Resource Department shall arrange the applicant for second interview by the requisitioning department heads.如果发现合适人员，人力资源部将会安排第二轮部门面试。If the candidate is found not suitable or immediate feedback is not possible, the Human Resource Department shall keep the

10、 applicant informed of his status directly and promptly.如果发现候选人不适合此工作，或者无法给予其第一时间的反馈，人力资源部应直接并及时通知面试者其现状。16Step 4 Second Interview 第二轮面试The requisitioning Department Head shall be responsible for examining the suitability of the applicant referred from the Human Resource Department on basis of techn

11、ical competence and job skill requirements. 用人部门需负责对人力资源部推荐的候选人，在专业技能以及所需工作要求方面的适合度进行检验。 The rating and comments of applicant shall be clearly stated on the appropriate column of the application form with the signature of the interviewer. 对于候选人的评分和评语需填写在求职申请表上之合适位置，并需有面试者签名。 Department heads are to

12、have final decision on suitability applicants. 部门经理将最终确认候选人是否合适。17Step 4 Second Interview 第二轮面试If the applicant is found suitable for employment, the requisitioning Department Heads shall, in consultation with the Director of Human Resource, decide on the position, grade, expected commencement date,

13、 and starting salary of each applicant in accordance with the following guidelines: 如果认为候选人适合本岗位，用人部门需征询人力资源总监意见，根据以下因素决定各人员岗位、级别、起始工作日、以及薪资： The salary scales applicable to the position; 岗位工资架构 Internal relativity i.e. salaries of other employees holding same/ similar position; 内部平衡，比如在相似/同岗位其他员工的薪

14、资 Qualifications, experience, present salary and salary expectation of the applicant. 应聘者的资历，经验，现有薪资以及薪资期望 18Step 4 Second Interview 第二轮面试Department Heads should then write the decisions mentioned above on the back of the Application Form and return to Human Resource Department immediately. For the

15、case that the requisitioning Department Head cannot decide on the spot that an offer is to be made, he shall inform the applicant and the Human Resource Department accordingly so that Human Resource Department can inform the process to the applicant. The Department Head can retain the Application Fo

16、rm for not more than one week so as to make comparison with the forthcoming applicants. After that, he/she shall make remarks on the Application Form and return to the Human Resource Department for further action. 部门经理在经过以上因素的考虑之后，需将最终决定书于求职申请表的背面并马上归还人力资源部。如果部门经理无法在第一时间无法作出决定，他需要通知应聘人员并且告知人力资源部，以便人

17、力资源部通知应聘者。部门经理可以保留求职申请表，但是不可超过一周，以便与后来之应聘者进行比较。之后，部门经理需在求职申请表上做出决定并交还人力资源部进行跟进。 Step5 Final Interview by General ManagerIf the candidates of Level 6 and above are passed the 2nd interview, he should be attending the interview conducted by General Manager. 对于6级以及以上的应聘者通过第二轮面试之后，他需参加由总经理进行的终审面试。 After

18、 that, General Manager shall make remarks on the Application Form and return to the Human Resource Department for further action. 之后，总经理需在求职申请表上做出决定并交还人力资源部进行跟进。 Step7 offer and informThe Department Head shall not make any commitment of employment with the applicant. All offers of employment will be

19、 handled by the Human Resources Department. The successful applicant will be informed by the Human Resources Department for employment after all hiring procedures has been completed and approved by the Deputy Resident Manager and General Manager. 部门经理不得给予应聘者任何聘任承诺。所有的聘任决定都由人力资源部处理。人力资 源部在完成所有招聘手续并经副

20、驻店经理和总经理批准后，会通知合格的应聘者。 21Step 8 Reference Check背景调查Whereby pre-employment reference check is desirable in order to validate the employment records or present salary of the selected applicant, the Human Resource Department will conduct such check orally or in writing on the attitude, performance, salary, and disciplinary or award record upon the agreement of the candidate prior to the pre-employment medical examination. 在雇用之前进行的背景调查，有助于验明候选人的工作经历或者目前薪资情况，为此人力资源部在正式发出聘用通知书之前，须进行口头或书面的征询，以获取候选人在态度，表现，薪水以及所获奖励/纪律处分的纪录。 Upon receipt of the satisfactory medical result, the Human Resou