酒店sop体系人力资源管理制度和程序

酒店sop体系人力资源管理制度和程序内容摘要：

irector. 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 Manager 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. Additional Employees 追加员工 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 Resources 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. 特殊情况下，会有必要招聘预算外的员工。 此时，相关部门经理须将人员请雇单连同一份书面说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，作出必要说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. Filling of Vacancies 填补空缺 The Human Resources Director should ensure that the following priority will be given in filling vacancies: 人力资源总监在填补空缺时，应首先考虑以下因素： existing employees of the Hotel 酒店现有员工 qualified Employees within the Hotel who apply for transfer 酒店内部申请调职且符合要求的员工 qualified applicants who are referred by existing Employees 酒店员工推荐的合格人选 external applicants 店外申请人 4. External Recruitment Hiring Procedures 外部招聘雇佣程序 Employment Application Form 求职申请表 External applicants are required to plete 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 returned through other Department Heads or Employees shall be sent to Human Resources Office directly in strict confidence without putting any ments that could possibly lead to a biased conclusion on the 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员工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判断偏差的评论。 Screening of Applications筛选求职申请 Prior to the first interview, the Human Resources Department will screen all the applications. 第一次面试前，人力资源部颁将对所有求职申请进行筛选。 The following applicants will not be ： Immediate family members of current Employees在职员工的直线亲属 Employees who were dismissed by the property under Goodwin Hotel or other hotels被嘉盛酒店或其他酒店开除的人员 Employees who resigned from the property under Goodwin Hotel within the last 3 months从 嘉盛酒店辞职不三个月的人员 Applicant who are physically unfit to work for the job they have applied for 身体状况不适合其所申请之职位的人员 Applicant who were previously convicted of a crime 有犯罪前科的申请人 First Interview 初次面试 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 applicant’s salary expectation with the form of Interview Evaluation. 所有申请人须首先经过人力资源部面试。 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。 If found suitable, the Human Resources Department shall arrange the applicant for a second interview by the Department Head concerned with the pleted Interview Evaluation form, resume, references and other relevant documents. 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。 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说明情况。 Second Interview第二次面试 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 petence and job skill requirements. 相关部门经理应负责对人力资源部推荐的申请人就其个性、专业水平及工作技能方面进行考察，确定是否符合要求。 The rating and ments of applicant shall be clearly stated on the appropriate column of the Application Form along with the signature of the interviewer. 面试者应在求职评估表的相应栏目内清楚填写对申请人的评分及评语，并签字。 If the applicant is found suitable for employment, the responsible Department Heads shall consult with the Human Resources Director to determine the starting salary in accordance with the following guidelines: 如认为申请人可胜任，相关部门经理须与人力资源总监根据以下方针商定其起始工资： The salary scale applicable to the position 此职位所对应的工资级别 Internal relativity . salaries of other Employees holding same/similar position 内部对比 — 目前任相 同或相似职位员工的工资 Qualification, experience , present salary and salary expectation of the applicant. 申请人的资历、经验、目前工资及工资要求 The responsible Department Head shall inform the successful candidate the following during the interview. 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： The position(s) offered 所提供职位 An oral indication of the proposed starting salary without mitment 对起始工资的口头提议而非承诺 The applicant’s proposed mencement date 对申请人到职日期的提议 Employees selected for Department Head level positions shall be introduced to the General Manager before final confirmation of employment:为部门经理级别挑选的申请人须在最终确认雇佣前，介绍给总经理： The following hiring positions have to be interviewed by our General Manager finally 以下职位的 人员雇佣必须最终由总经理面试决定 : Chief Accountant 总会计师 Credit Manager 信贷经理 Purchasing Manager 采购经理 Assistant Director of Engineering 助理总工程师 Personnel Manager 人事经理 Training Manager 培训经理 Assistant Director of Sales amp。 Marketing 营销副总监 Sales Manager 销售经理 Public。