酒店管理公司人力资源管理制度

278/278人力资源治理制度生效日期：2003年10月01日修订日期：2005年02月22日

StandardOperatingProceduresHumanResources人力资源部操作程序PolicyNo. Subject政策编号 主题HR-01 ManpowerAdministration 人员预算治理HR-02 ClassificationofEmployment 职位分类HR-03 RecruitmentPolicy 招聘政策HR-04 EmploymentProcedure 入职程序HR-05 NewEmployeeOrientation 入职培训HR-06 ConfirmationofProbation 试用期转正HR-07 Promotion&Transfer 晋升和调职HR-08 Separation 职员离职手续HR-09 SalaryPayment 工资支付HR-10 EmployeeAttendance&SalaryDeductiononAbsenteeism 职员考勤及工资减扣HR-11 WorkingHours&DutyRoster 工作时刻及排班HR-12 SalaryAdministration 工资治理HR-13 Leave 休假HR-14 OvertimeCompensation 加班补休HR-15 MedicalBenefits&Consultation 医疗福利及就诊程序

HR-16 DutyMealinStaffCanteen 职员餐厅工作餐HR-17 GrievanceProcedure 职员投诉程序HR-18 DisciplinaryProcedure 纪律处分程序HR-19 EmployeeBirthdayParty 职员生日会HR-20 NameTag 名牌HR-21 GroomingStandard 仪容仪表标准HR-22 CompensationtoDamages 破损赔偿HR-23 WorkingInjury 工伤HR-24 EmployeeNotice 职员公告HR-25 StaffExit 职员通道HR-26 GuestRoomExperience 客房体验程序HR-27 HotelTrainingClub 酒店培训俱乐部HR-28 LanguageTest&Allowance 语言考试及津贴HR-29 MonthlyTrainingPlan 月度培训打算HR-30 LocalStaffBenefitsChart 本地职员福利表HR-31 OnthePropertyTraining 酒店培训HR-32 InternalCrossTraining 店内交叉培训HR-33 HotelSponsoredTraining 酒店资助的培训HR-34 StaffLocker 职员更衣柜HR-35 Trainees&CasualLabor 培训生及临时工HR-36 PerformanceReview 职职员作评估

STANDARDOPERATINGPROCEDURESSubject :ManpowerAdministration EffectiveDate:Oct.01,2003人员预算治理PolicyNo:HR-01 Issuedby:HRDirectorPage :1 Approvedby:GeneralManagerDistribution:SeniorExecutiveCommitteeDepartmentHeadsA&B AllEmployeesObjective目的ThepurposeofthispolicyistoestablishguidelinesfordeterminingandcontrollingannualheadcountrequirementsfortheHotel.此政策鉴于更好的操纵年度人员预算符合酒店的正常运作。PolicyStatement政策讲明ItisthepolicyofGoodwinHoteltoreviewandapproveheadcountbudgetannuallyforeachdepartmentthatwouldrepresentthemaximumstaffingestablishmentthatmaybebroughtonboardeachyear.Exceptinextremecases,requisitionsforadditionalheadcountarenormallydisapproved.嘉盛酒店政策规定：各部门总监或经理每年应对本部门的人员编制和预算进行复查，修改并确认每年的最高人员预算。年度预算被批准后，除专门缘故，要求增加的人员一般是不予批准的。Procedures程序Aspartoftheannualbudget,allDepartmentsHeadsshallproposetheirmanpowerbudgetfortheforthcomingyearinSeptemberfortheirDivisionHead’sendorsementwithelaboratedjustificationofthemanpowerchanges,ifthereisany.作为年度预算的一部分，所有部门经理应在每年的九月份预备来年的人员预算。如有任何变动，各部门都应解释讲明呈报审批。ThemanpowerbudgetsshallthenbestudiedbytheHumanResourcesDirector,afterwhichallmanpowerbudgetswillbecompiledandsubmittedtotheGeneralManagerforapproval.各部门的人员预算由人力资源部审核后报总经理审批。FinalapprovalwillbesoughtfromtheGeneralManagerandOwner’sbeforebudgetsbecomeseffective.所有人员预算在实施前必须获得总经理和业主的批准。DepartmentHeadswhowishtoincreasethedepartmentalauthorizedheadcountrequirementduringtheyearshallseekapprovalfromGeneralManagerandFinancialControllerviatheHumanResourcesDirector.JustificationfortheadditionalheadcountisrequiredandapprovedbytheOwner’s假如部门经理希望在本年度内增加部门的人员编制必须经总经理，财务总监和人力资源的审批。增加的人员和具体讲明应获得业主的批准。

STANDARDOPERATINGPROCEDURESSubject:ClassificationofEmploymentEffectiveDate :Oct.01,2003职位分类PolicyNo. :HR-02 Issuedby :HRDirectorPage :5 Approvedby :GeneralManagerDistribution :SeniorExecutiveCommitteeDepartmentHeadsA&B AllEmployeesObjective目的Thepurposeofthepolicyaimstodefinethetermsandconditionsofworkandemploymentbenefitsentitlementsforthedifferentgradesandcategoriesofemployees.这项政策的目的在于依照不同的级不和范畴区分工作情况和职员福利。PolicyStatement政策讲明ItisthepolicyoftheGoodwinHoteltodefineandclassifythegradesandcategoriesofouremployeesintoSeniorExecutiveCommittee,DepartmentHeads,SupervisorsandGeneralEmployeesandExpatriateandlocalemployeesrespectively.嘉盛酒店规定：限定和区分职员的级不和种类，分为高级行政委员会，部门经理，主管一般职员和本地职员。Procedures程序Thereare5gradesofEmployees:职员级不有5种：SeniorExecutiveCommittee -- SE高级行政人员DepartmentHeadA -- AA级部门经理DepartmentHeadB -- BB级部门经理SeniorSupervisor&Supervisor -- SS高级主管&主管GeneralEmployee–Grade1and2 -- G1/G2一般职员－一级和二级Trainee&CasualLabor -- C培训生&临时工PleaserefertoManningGuidefordifferentgradesofEmployees.请查阅不同级不职员人员配备指南。Thereare4categoriesofemployees:4种类不职员2.1.OverseasExpatriates–OverseasPackageEmployeeswhoarerecruitedfromoverseas外籍职员－定居海外在海外招聘的职员2.2.OverseasExpatriates–LocalPackageOverseasEmployeeshiredonalocalpackage.外籍职员－当地居住在本地招聘的外籍职员2.3.LocalEmployee本地职员Employeeswhoarelocalpeoplehavinglongstaywithinthecityconcerned.此类职员是在相关都市长期居住的本地人。2.4.LocalExpatriateEmployeeswhoareChinesenationalshiredfromoutsideofcitywheretheHotelislocated.此类职员是在当地酒店工作的具有中国国籍的其它都市的人。HotelHumanResourcePositionPolicy人力资源职位政策Level“SE” GeneralManager,总经理ResidentManager,驻店经理DeputyGeneralManager,副总经理 Asst.toGeneralManager总经理助理FinancialController财务总监Level“A” DirectorofRooms(A1),房务总监（A1）HumanResourcesDirector(A1),人力资源总监（A1）DirectorofSales&Marketing(A1),市场营销总监（A1）DirectorofF&B(A1),餐饮总监（A1）DirectorofEngineering(A1),工程总监（A1）DeputyFinancialController(A2)财务副总监（A2）Level“B1” ChiefAccountant总会计师Food&BeverageManager,餐饮部经理ExecutiveChef,行政总厨EDPManager,电脑部经理PurchasingManager,采购经理HumanResourcesManager,人事经理TrainingManager,培训经理DirectorOfSales销售总监FrontOfficeManager,前厅部经理ExecutiveHousekeeper,行政总管SecurityManager.保安部经理Level“B2” ExecutiveAssistant,行政助理CreditManager,信贷经理CostController,成本操纵经理Asst.PurchasingManager采购部副经理Asst.ChiefEngineer,行政副厨SalesManager,销售经理PRManager,公关经理F&BOutletManager(BeverageManager,CaféManager,ChineseRestaurant,BanquetManager),餐饮部营业部门经理（酒吧经理，西餐厅经理，中餐厅经理，宴会经理），CateringManager,餐饮经理ChiefStewarding,管事部经理OutletChef(WesternKitchenChef,SousChef,PastryChef,ChineseKitchenChef),营业部门厨师（西厨房厨师长，副厨师长，饼房厨师长，中厨房厨师长），Asst.F/OManager,前厅部副经理Asst.F/OGSM,来宾服务经理ChiefConcierge,礼宾部经理Asst.ExecutiveHousekeeper,行政总管助理LaundryManager,洗衣房经理HealthClubManager康乐部经理Asst.SecurityManager,保安部副经理LevelSS EngineeringDutyManager(SS),工程部值班经理SousChef(SS),西厨房副厨师长HROfficer,TrainingOfficer(SS),人事官员，培训官员GSM-ServiceCenter(SS),来宾服务经理－服务中心Asst.PastryChef(SS),饼房副厨师长SecurityDutyManager(SS),保安部值班经理StaffCanteenSupervisor(SS),职员餐厅主管LevelS (Accountableforthequalityofallworkperformedwithintheirareaofresponsibility,includingmanagementShiftLeader,)（责任所在区域的所有工作表现及质量，包括治理领班）Translator(S),翻译SecretarytoExecutiveCommitteeMember/LevelA(S),行政委员会成员秘书PayrollMaster(S),工资员A/P,A/RSupervisor(S),应付/应收主管EDPAssistant(S),电脑部助理PurchasingOfficer(S),采购官员IncomeAudit(S),收益审计CashierSupervisor(S),收银主管EngineeringSectionSupervisor(S),工程部区域主管Doctor(S),大夫StaffCanteenChef(S),职员餐厅厨师长PRAssistant(S),公关部助理SalesExecutive(S),销售助理ReservationSupervisor(S),预订部主管F&BSecretary(S),餐饮部秘书F&BOutletSupervisor(S),餐饮部各餐厅主管StewardingSupervisor(S),管事部主管ChefDePartie(S),厨房主管FrontDeskSupervisor(S),GSOSupervisor(S),前台主管，来宾服务主管ClubFloorSupervisor(S),行政楼层主管BellSectionSupervisor(S),行李房主管HousekeepingSupervisor(FloorSupervisor,PASupervisor,LaundrySupervisor,U&LSupervisor)(S),客房部主管（楼层主管，公共区域主管，洗衣房主管，布草制服房主管）SecuritySupervisor(S),GeneralCashier(S),保安部主管，总出纳LevelG1 (Possessspecializedskillsand/ortradequalifications)拥有专业技能和行业认证 PurchasingAssistant采购助理 Asst.IncomeAudit收益审计助理 NightAudit夜间审计 EngineeringSeniorSkilledWorker工程部高级技工 Storekeeper,库管员 TrainingAssistant培训助理HygieneOfficer卫生官员 CanteenSeniorCook,职员餐厅高级厨师 SalesCoordinator,销售联络员 Artist美工 ReservationClerk预定员F&BOutletCaptain餐饮部各营业部门领班 F&BHostess餐饮部领位 Butcher 肉案厨师 GSO-Reception前台接待PABXOperator总机接线员 GSO-Lobby,WelcomeOfficer大堂门迎 Driver司机 BellCaptain行李房领班LevelG2 (Basicmanualdutiesacrossallworkareas) 所有工作区域的差不多工作职责DepartmentClerk,各部门文员 Cashier收银员 EngineeringBasicSkilledWorker工程部一般技工 StaffCanteenCook职员餐厅厨师 F&BServiceAttendant餐饮部服务员 Butler贴身总管 Bartender吧员 CommisChef(qualified)厨师助手（有资格的） Bakers面点师 F&BKitchenCook餐饮部厨师 KitchenArtist厨房冷盘雕花 Bellman行李生 OrderTaker点单员 FloorRoomAttendant楼层服务员 HealthClubAttendant康乐部服务员GuestLaundryChecker客衣检查员 Tailor裁缝 SecurityGuard保安 Gardener园丁 BoilerAttendant锅炉工 PoutaryPreparation粗加工 F&BKitchenHelp餐饮部厨房帮工PAAttendant公卫服务员 WindowCleaner门窗清洁员 Steward管事员Timekeeper打卡员VegetableCleaner蔬菜清洗员 CafeteriaAttendant,职员餐厅服务员 LaundryAttendant(Washer,Presser,etc.)洗衣房服务员LinenRoomAttendant,布草房服务员 PantryHelper 餐具室助手

STANDARDOPERATINGPROCEDURESSubject :RecruitmentPolicy EffectiveDate:Oct.01,2003招聘制度PolicyNo. :HR-03 Issuedby:HRDirectorPage :7 Approvedby:GeneralManagerDistribution :SeniorExecutiveCommitteeDepartmentHeadsA&B AllEmployeesObjective目的ToclearlyestablishthecontrolparametersassociatedwiththeeffectiveplanningandrecruitmentofmanpowerforthebestutilizationofHotel.对与人力打算及招聘相关的各项操纵细则作出明确规定，从而达到酒店对人力的最佳利用。PolicyStatement政策讲明ItisthepolicyoftheGoodwinHoteltoclearlyoutlinetheprocedurespertinenttotherecruitmentandemploymentofpersonnelwithintheHotel.嘉盛酒店政策规定：对与酒店职员招聘及雇佣有关的所有程序应进行明确讲明。Theapprovedmanningguideistobestrictlyadheredto.Nopositioncanbephysicallyfilledwithoutanapproved“PersonnelRequisitionForm”.严格遵守已获得批准的人员配备指南。在人员请雇单未获批准前，不得对任何职位空缺进行补充。Selectionsshouldbebasedonqualifications,experienceandskillasspecifiedintheapprovedpersonnelspecifications.对人员的选择应基于获准的人员请雇单上所列各项资历、经验及技能要求。PromotionshouldbefromwithintheHotelwheneverpossible.升职应尽可能首先考虑酒店内部职员。UponapprovaloftheGeneralManager,theHumanResourcesDirectorshallberesponsiblefortheformulation,executionandrevisionoftheHumanResourcesStandardOperatingProceduresfortherecruitmentandemploymentofallemployees.总经理批准后，人力资源总监负责对与酒店职员招聘及雇佣相关的人力资源标准运行程序进行寿命、执行和修改。

Procedures程序1.ReplacementofEmployees人员更换Asvacanciesarise,theDepartmentHeadconcernedhastocompleteandsubmitaPersonnelRequisitionFormtotheirrespectiveDivisionHeadforapprovalandforwardtotheHumanResourcesDirector.TheHumanResourcesDirectorwillthenvalidatetherequestandforwardthePersonnelRequisitionFormtoGeneralManagerforapproval.UponreceiptoftheapprovedPersonnelRequisitionForm,theHumanResourcesDirector/PersonnelManagerwilltakeactiontofillinthevacancyandprovidefeedbacktotheDepartmentHeadconcernedbyreturningacopyoftheapprovedPersonnelRequisitionForm.出现空缺后，相关部门经理须填写人员请雇单并由其部门总监审批后转给人力资源总监。人力资源总监审批后将人员请雇单转至总经理处。人力资源总监/人事经理收到由总经理批准的人员请雇单后，进行人员招聘补充空缺并将获准的人员请雇单的复印件反馈相关部门。2.AdditionalEmployees追加职员Underspecialcircumstances,itmaybenecessarytorecruitadditionalresourcesnotbudgetedfor.Inthisinstance,theDepartmentHeadconcernedhastosubmitthePersonnelRequisitionFormwithwrittenjustificationtotheirDivisionHeadforendorsementandforwardtotheHumanResourcesDirector.TheHumanResourcesDirectorwillreviewtherequestwiththeDivisionHead,makeappropriateremarksandforwardtotheFinancialControllerandGeneralManagerforapproval.Onceapprovalisgiven,theHumanResourcesDirectorwilltakenecessaryactiontofillthevacancy.专门情况下，会有必要招聘预算外的职员。现在，相关部门经理须将人员请雇单连同一份书面讲明递交部门总监进行批示后转至人力资源总监。人力资源总监与部门总监就其申请进行研究后，作出必要讲明转交财务总监及总经理审批。审批通过后，人力资源总监将采取必要行动填补空缺。3.FillingofVacancies填补空缺TheHumanResourcesDirectorshouldensurethatthefollowingprioritywillbegiveninfillingvacancies:人力资源总监在填补空缺时，应首先考虑以下因素：3.1 existingemployeesoftheHotel酒店现有职员3.2 qualifiedEmployeeswithintheHotelwhoapplyfortransfer酒店内部申请调职且符合要求的职员3.3 qualifiedapplicantswhoarereferredbyexistingEmployees酒店职员推举的合格人选3.4externalapplicants店外申请人ExternalRecruitmentHiringProcedures外部招聘雇佣程序 4.1EmploymentApplicationForm求职申请表ExternalapplicantsarerequiredtocompletetheEmploymentApplicationFormdetailingtheirpersonaldata,academicqualifications,employmentrecordsandwithonerecentphotographattached.IssuingandreturningofApplicationFormsaretobecentralizedandforwardedtotheHumanResourcesOffice.ApplicationsreturnedthroughotherDepartmentHeadsorEmployeesshallbesenttoHumanResourcesOfficedirectlyinstrictconfidencewithoutputtinganycommentsthatcouldpossiblyleadtoabiasedconclusionontheapplicant.店外申请人须在求职申请表上详细填写其个人信息、资历、工作经历并附一张本人近照。发放及收转求职申请表应由人力资源部负责。经由其他部门经理或职员的申请表须直接转给人力资源部，同时严格保密，不做任何可能导致对求职者推断偏差的评论。4.2ScreeningofApplications筛选求职申请Priortothefirstinterview,theHumanResourcesDepartmentwillscreenalltheapplications. 第一次面试前，人力资源部颁将对所有求职申请进行筛选。Thefollowingapplicantswillnotbeconsidered.以下列出的申请人将不予考虑：ImmediatefamilymembersofcurrentEmployees在职职员的直线亲属EmployeeswhoweredismissedbythepropertyunderGoodwinHotelorotherhotels被嘉盛酒店或其他酒店开除的人员EmployeeswhoresignedfromthepropertyunderGoodwinHotelwithinthelast3months从嘉盛酒店辞职不三个月的人员Applicantwhoarephysicallyunfittoworkforthejobtheyhaveappliedfor躯体状况不适合其所申请之职位的人员Applicantwhowerepreviouslyconvictedofacrime有犯罪前科的申请人4.3FirstInterview初次面试AllapplicantshavetobeinitiallyinterviewedbytheHumanResourcesDepartment.TheHumanResourcesDepartmentshallverifythepersonaldataprovidedbytheapplicantsandalsoinquiretheapplicant’ssalaryexpectationwiththeformofInterviewEvaluation.所有申请人须首先通过人力资源部面试。人力资源部将使用面试评估表核实申请人的个人信息询问其工资要求。Iffoundsuitable,theHumanResourcesDepartmentshallarrangetheapplicantforasecondinterviewbytheDepartmentHeadconcernedwiththecompletedInterviewEvaluationform,resume,referencesandotherrelevantdocuments.如认为适合，人力资源部将安排申请人与相关部门经理进行复试，同时附上已填写的面试评估表、简历、相关证明及其他文件。Iftheapplicantisfoundunsuitableorimmediatefeedbackisnotpossible,theHumanResourcesDepartmentshallkeeptheapplicantinformedofthestatusinasincere,directandtimelymanner. 如认为申请人不合适或不能及时反馈意见，人力资源部须真诚、直接并及时向申请人讲明情况。SecondInterview第二次面试TheDepartmentHeadconcernedshallberesponsibleforexaminingthesuitabilityoftheapplicantreferredfromtheHumanResourcesDepartmentonbasisofpersonalcharacteristics,technicalcompetenceandjobskillrequirements.相关部门经理应负责对人力资源部推举的申请人就其个性、专业水平及工作技能方面进行考察，确定是否符合要求。TheratingandcommentsofapplicantshallbeclearlystatedontheappropriatecolumnoftheApplicationFormalongwiththesignatureoftheinterviewer.面试者应在求职评估表的相应栏目内清晰填写对申请人的评分及评语，并签字。Iftheapplicantisfoundsuitableforemployment,theresponsibleDepartmentHeadsshallconsultwiththeHumanResourcesDirectortodeterminethestartingsalaryinaccordancewiththefollowingguidelines:如认为申请人可胜任，相关部门经理须与人力资源总监依照以下方针商定其起始工资：Thesalaryscaleapplicabletotheposition此职位所对应的工资级不Internalrelativityi.e.salariesofotherEmployeesholdingsame/similarposition内部对比—目前任相同或相似职位职员的工资Qualification,experience,presentsalaryandsalaryexpectationoftheapplicant. 申请人的资历、经验、目前工资及工资要求TheresponsibleDepartmentHeadshallinformthesuccessfulcandidatethefollowingduringtheinterview.相关部门经理应在面试时，向面试成功的申请人告知以下事项：-Theposition(s)offered所提供职位-Anoralindicationoftheproposedstartingsalarywithoutcommitment对起始工资的口头提议而非承诺-Theapplicant’sproposedcommencementdate对申请人到职日期的提议EmployeesselectedforDepartmentHeadlevelpositionsshallbeintroducedtotheGeneralManagerbeforefinalconfirmationofemployment:为部门经理级不选择的申请人须在最终确认雇佣前，介绍给总经理：ThefollowinghiringpositionshavetobeinterviewedbyourGeneralManagerfinally以下职位的人员雇佣必须最终由总经理面试决定:ChiefAccountant 总会计师 CreditManager 信贷经理 PurchasingManager 采购经理 AssistantDirectorofEngineering 助理总工程师 PersonnelManager 人事经理 TrainingManager 培训经理 AssistantDirectorofSales&Marketing 营销副总监 SalesManager 销售经理 PublicRelationsManager 公关经理 Food&BeverageManager 餐饮经理 Food&BeverageOutletManagers 餐饮营业部门经理 AssistantFood&BeverageOutletManagers 餐饮营业部门副经理 CateringManager 宴会经理ExecutiveChef 行政总厨ChineseExecutiveChef 中厨厨师长AssistantFrontOfficeManager 前厅副经理FrontOfficeSupervisor 前厅主管AssistantManagers 大堂经理GuestServiceManagers 客户服务经理ClubFloorManager 行政楼层经理ReservationsManager 预定经理PABXSupervisor 总机主管ChiefConcierge 礼宾部经理ExecutiveHousekeeper 行政总管AssistantExecutiveHousekeeper 行政副总管SecurityManager 保安部经理 CompletedEmploymentApplicationFormswiththeInterviewEvaluationformmustbereturnedtoHumanResourcesalongwithotherdocumentsinasealedconfidentialenvelopfornecessaryfollowupaction.IncasetheapplicantisinterviewedandacceptedbyarepresentativeoftherequestingDepartmentHead,thecandidate’sapplicationshouldroutethroughtheresponsibleDepartmentHead/DivisionHeadforendorsement.完整的求职申请表及面试评估表连同其他材料须放入信封内密封后送返人力资源部进行必要后续程序。如申请人是由相关部门经理所派代表面试且认可的，则其申请须再转交相关部门经理/总监最终审批。 Iftheapplicanthasfailedthesecondinterview,therequestingDepartmentHeadshallifpossible,informtheapplicantsorally.TheDepartmentHeadshallputdown“regretorally”or“pleaseregret”ontheformtoindicatewhethera“letterofregret”isrequired.如申请人未通过第二次面试，相关部门经理应尽量口头告知。部门经理应在求职评估表上注明“已告知结果”或“请告知结果”讲明是否需要书面通知申请人。AlldocumentsshouldbereturnedtotheHumanResourcesOfficeforfollowupaction.TheletterofregretistobeissuedatalltimesbytheHumanResourcesDirector.所有文件均须送返人力资源部进行后续工作。书面通知书必须由人力资源总监签发。IntheeventthatrequestingDepartmentHeadcannotdecideonthespotthatanofferistobemade,he/shecanputdown“pending”or“hold”ontheformandreturnittotheHumanResourcesOffice.如部门经理无法在面试当时作出决定，可在评估表上注明“待定”或“保留”并送交人力资源部。TentativeOfferandEmploymentContractUponreceiptoftheselectedapplicant’sfile,theHumanResourcesDirectorwillsignontheInterviewEvaluationFormconfirmingthatalldatahasbeenobtainedandtheyareincompliancewiththeHotelpolicyandappropriateLaborLaws.收到选定申请人的资料，人力资源总监将在求知评估表上签字，确认猎取所有信息且与酒店政策及相关劳动法规保持一致。HumanResourcesDepartmentshallarrangetonotifytheapplicantorallythepositionoffered,thestartingsalaryandcommencementdateandtheEmploymentNotificationwillbeissuedtotheconfirmedapplicantslater.人力资源部将口头通知申请人所提供职位、起始工资、到职日期，随后向已确认雇佣的申请人发出雇佣通知书。Whereapre-employmentreferencecheckisrequiredforwhateverreason,theHumanResourcesDepartmentwillconductsuchcheckorallyorinwritingwiththeagreementoftheprospectivecandidate.不管任何缘故需要做背景调查，人力资源部将在得到候选人同意后口头或书面进行调查。5.4.Thecandidateshallberequiredtoattendthepre-employmentmedicalexamination.Uponreceiptofasatisfactorymedicalreport,applicantwillbeaskedtodotheHRcheck-inprocedure.EmploymentContractwillbesignedtoconfirmhis/heracceptanceoftheoffer.ApplicantswillthenhandintoHumanResourcesDepartmenttheSocialInsuranceTransferpaperandthehotelwillarrangeforthetransferofLifeFilefromtheEmployee’spreviousworkunittocompletetheemploymentformality. 申请人将被要求在雇佣前进行健康检查。在拿到健康证明后，人力资源部将通知申请人办理入职手续。TheHumanResourcesDepartmentshallgivefeedbacktotheDepartmentHeadconcernedandpreparetoreceivethenewEmployeeonhis/hercommencementdateaccordingtotheorientationpolicy.人力资源部将向相关部门经理反馈情况，并依照新职员入职政策做好新职员到职当天的预备工作。HumanResourcesDepartmenthavetoissuethefollowingforournewemployee(s)onboardpurpose:人力资源部须向以下部门发放有关新职员入职的表格：FinanceDepartment财务部,HumanResourcesDepartment人力资源部,SecurityDepartment保安部,HousekeepingDepartment客房部andotherConcernedDepartment(s)其他相关部门PersonnelActionFormConcernedDepartments,HumanResources,FinanceDept.GeneralManager(s)人事变动单--相关部门、人力资源部、财务部、总经理

STANDARDOPERATINGPROCEDURESSubject :EmploymentProcedure EffectiveDate:Oct.01,2003入职程序PolicyNo:HR-04 Issuedby :HRDirectorPage :3 Approvedby :GeneralManagerDistribution :ExecutiveCommittee DepartmentHeadsA&B AllEmployeesObjective目的Toensurethatemployeeshiredareaccuratelyaccountedforandprovidedwiththenecessaryinformationanddetailsontheirfirstdayoftheirwork.确保所有新聘职员在其入职第一天，均能猎取准确的工作指示和必要的信息详情。PolicyStatement政策讲明ItisthepolicyoftheGoodwinHotelthattheHumanResourcesDepartmenthastoarrangeandprovidefornewemployeestheirrespectiveHotelemployeenumbers,IdentityCards,nametags,jobdescriptions,handbooksandEmploymentContract;andtoissueuniforms,lockerstoallemployeesonthecommencementdate.嘉盛酒店政策规定：所有新职员在其入职当日，均需由人力资源部向其提供职职员号、工卡、名牌、工作描述、职员手册及合同，同时发放制服及更衣柜钥匙。Procedures程序1.AllnewemployeesshallbearrangedtoreportdutytotheHumanResourcesDepartmenttogothroughthefollowingproceduresbeforetheyaresenttotheirrespectiveDepartmentHeads.所有新职员入职报到当天，应在进入各自部门之前，首先前往人力资源部报到办理以下手续。IDCard&Employment/AcademicRecords:身份证及聘用/业务水平记录：TheHumanResourcesDepartmentalsoobtainsfromeachnewEmployeetheirIDCards,MedicalCertificatesandEmploymentRecordsforthepastthreeyears,andtogetherwithrecordsoftheiracademicqualifications.每位新职员须向人力资源部提供身份证、健康证、过去三年的工作背景及其专业技术水平方面的证明。PhotocopiesofsuchdocumentsshouldbekeptinrespectiveEmployeepersonalfiles.以上文件的复印件将放入职员的个人档案备查。3.EmploymentContract&EmploymentNotice雇佣合同及雇佣通知TheEmploymentContractwillbesigned-up,theemployeeandHumanResourcesDepartmentwilleachkeepacopy.TheemployeewillfilloutanEmploymentNotice,whichwillincludethefollowinginformation:雇佣合同一式两份，由职员本人和人力资源部双方签字并各自保存一份。职员将填写一份雇佣通知，其中包括以下内容；-fullnameoftheEmployee职员全名-bankaccountnumber银行帐号-persontocontactincaseofemergency紧急情况联系人EmployeeIdentityCard职职员作卡4.1.AllEmployeeswillbeissuedanEmployeeIdentityCardwhichbearsanemployeenumberassignedtothenewemployeeaccordingtothealphabeticalcodeofhis/herdepartmentandsectionthathe/sheisengagedin.Hencethenumberwillbeusedinallconcernedpersonnelpapersandforms. 人力资源部将为每位新职员发放工卡。工卡上印有依照职员所在部门及区域代码按顺序编制的工号。此号码将在所有相关的人事文件及表格中使用。AllEmployeesatSupervisor/belowpositionsarerequiredtoproducetheirEmployeeIdentityCarduponenteringtothehotelattheEmployeeEntrance.Employeesshallalsousethesamecardforclockinandclockoutpurpose,andaswellasfortakingdutymealsintheStaffCanteen.在每次经由职员通道进入酒店时，所有主管级以下职员（含主管级）必须出示其职职员卡，同时在每次上下班时、于职员餐厅用餐时均需刷此卡。4.3.ShouldanEmployeebeingtransferredorpromotedtoanotherdepartmentorsection,his/herEmployeeNumberwillnotbechanged.假如职员被提升或调职至其他部门，其工号将不做变动。4.4.Incaseofloss,theEmployeeconcernedshouldreporttotheHumanResourcesDepartmentassoonaspossibleandfillintheStaffLoss&FoundRecordforreplacement.AreplacementfeeischargedforreissueofanewcardwithRMB20.00.However,replacementduetonaturalwearandtearwillbereplacedfreeofcharges. 如工卡丢失，相关职员须及时报告人力资源部并填写职员失物招领记录表以便更换。职员须交纳更新工卡费人民币20元。如因正常使用磨损而需更换，则不收费。5.EmployeeHandbook/JobDescription职员手册/工作职责NewEmployeeshallalsobeissuedwithEmployeeHandbookandrelevantjobdescription.TheHumanResourcesDepartmenthastooutlinetonewEmployeesthemostimportantissuescontainedintheEmployeeHandbook..每位新职员还将收到职员手册及相关岗位工作职责。并将职员手册中的重要条款做标注。TheConcernedDepartmentHeadsneedtoissuedtheJobDescriptiontothenewemployeeandexplainthedetailedinformationregardingthejobtask.相关部门经理须为新职员提供其工作职责讲明，并做详细讲明。6.UniformandLockerKey制服和更衣柜钥匙TheHumanResourcesDepartmentshallissueaUniformRequestFormtoalluniformedemployeeswithwhichtheycanobtainonefullsetofuniformfromtheUniformRoom.人力资源部将为所有配发制服的职员填写制服发放通知单。职员凭此单于制服房领取一整套制服。AlockerwithakeywillbeissuedtoallEmployees.UndernocircumstancesshouldtheindividuallockerkeybeduplicatedorsharedwithotherEmployees.ThelockersaresubjecttoperiodicinspectionbynotlessthantwopersonnelfromHumanResourcesDepartmentandSecurityDepartmenttoensurethatnofood&beverageorhotelguest-useitemsarebeingkept.所有职员均会领到一个配有钥匙的更衣柜。不管何种情况，不得复制更衣柜钥匙或借与他人使用。由人力资源部及保安部至少两人定期对所有更衣柜进行检查，确保更衣柜内没有存放食品、酒水或酒店客用品。LossofkeyshallbereportedtotheHumanResourcesDepartmentandafeeischargedforreplacementwithRMB10.00.如更衣柜钥匙丢失，职员须及时向人力资源部报告并交纳更换钥匙费人民币10元。7.NameTag名牌TheHumanResourcesDepartmentshallalsoissueanametagtoallemployeeswhobearthenameoftheemployee.人力资源部还须为每位职员发放印有其姓名的名牌。Nametagisseriouslyconsideredaspartofouruniforminourhotel.Everystaffhastowearitwhileonduty,itisnormallywornonthelefthandsideoftheuniformandaround8-10cmbelowthecollarbone.名牌是制服的一部分。职员在工作时必须佩带名牌，一般佩带于左胸前距肩膀8-10厘米处。LossofnametaghastobereportedtotheHumanResourcesDepartmentandafeeischargedforreplacementwithRMB10.00.Replacementduetonaturalwearandtearwillbereplacedfreeofcharges.如有丢失，职员须及时报告人力资源部并交纳职员须交纳更新名牌费人民币10元。如因正常使用磨损而需更换，则不收费。

STANDARDOPERATINGPROCEDURESSubject:NewEmployeeOrientation EffectiveDate:Oct.01,2003入职培训PolicyNo:HR-05Issuedby:HRDirectorPage :4 Approvedby:GeneralManagerDistribution :ExecutiveCommitteeDepartmentHeadsA&B AllEmployeesObjective目的Tomakenewemployeeknowthebasichotelknowledgeandrealizethehotelrulessotohaveabetterstartinthenewworkingenvironment.使新入职职员在上岗前掌握基础酒店知识，了解酒店规章制度以便更好地适应新的工作环境。PolicyStatement政策讲明1.ItisthepolicyoftheGoodwinHotelthateverynewemployeemustattendthenewemployeeorientationtrainingandtestarrangedbyTrainingDepartment.嘉盛酒店政策规定：所有新入店的职员均须参加由培训部组织的入职培训及考核。2.ItisthejointresponsibilityoftheHumanResourcesDepartmentandtherespectiveDepartmentHeadstoprovideeverynewemployeeathoroughintroductiontotheHotelandrespectiveworkplace.人力资源部与相关部门经理负有共同的责任，向每位新职员全面介绍酒店及其工作区域。3.TheOrientationProgramarrangedbytheTrainingDepartmentisamandatoryprogram.Timetakenbyanynewemployeetoattendsuchprogramisconsideredasworkinghours.DepartmentHeads/supervisorsshouldobservethisanddotheirbesttoreleasetheiremployeewhounderveryexceptionalcircumstanceshappenedtomisstheOrientationProgramontheircommencement.培训部组织的入职培训及考核是每位职员必须参加的。职员参加此培训的时刻视为工作时刻。部门经理/主管应依照此规定，在一些专门情况下亦应尽力安排相关职员按时参加入职培训。4.NewEmployees’get-togetherMeetinghastobeheldinthefollowingmonthbyHumanResourcesDepartment.AreportwillbesubmittedtotheExecutiveOff