歡迎閱讀本文檔，希望本文檔能對您有所幫助!歡迎閱讀本文檔，希望本文檔能對您有所幫助!感謝閱讀本文檔，希望本文檔能對您有所幫助!感謝閱讀本文檔，希望本文檔能對您有所幫助!歡迎閱讀本文檔，希望本文檔能對您有所幫助!感謝閱讀本文檔，希望本文檔能對您有所幫助!人力資源管理制度生效日期：2003年10月01日修訂日期：2005年02月22日

StandardOperatingProceduresHumanResources人力資源部操作程序PolicyNo. Subject政策編號 主題HR-01 ManpowerAdministration 人員預算管理HR-02 ClassificationofEmployment 職位分類HR-03 RecruitmentPolicy 招聘政策HR-04 EmploymentProcedure 入職程序HR-05 NewEmployeeOrientation 入職培訓HR-06 ConfirmationofProbation 試用期轉正HR-07 Promotion&Transfer 晉升和調職HR-08 Separation 員工離職手續HR-09 SalaryPayment 工資支付HR-10 EmployeeAttendance&SalaryDeductiononAbsenteeism 員工考勤及工資減扣HR-11 WorkingHours&DutyRoster 工作時間及排班HR-12 SalaryAdministration 工資管理HR-13 Leave 休假HR-14 OvertimeCompensation 加班補休HR-15 MedicalBenefits&Consultation 醫療福利及就診程序

HR-16 DutyMealinStaffCanteen 員工餐廳工作餐HR-17 GrievanceProcedure 員工投訴程序HR-18 DisciplinaryProcedure 紀律處分程序HR-19 EmployeeBirthdayParty 員工生日會HR-20 NameTag 名牌HR-21 GroomingStandard 儀容儀表標準HR-22 CompensationtoDamages 破損賠償HR-23 WorkingInjury 工傷HR-24 EmployeeNotice 員工公告HR-25 StaffExit 員工通道HR-26 GuestRoomExperience 客房體驗程序HR-27 HotelTrainingClub 酒店培訓俱樂部HR-28 LanguageTest&Allowance 語言考試及津貼HR-29 MonthlyTrainingPlan 月度培訓計劃HR-30 LocalStaffBenefitsChart 本地員工福利表HR-31 OnthePropertyTraining 酒店培訓HR-32 InternalCrossTraining 店內交叉培訓HR-33 HotelSponsoredTraining 酒店資助的培訓HR-34 StaffLocker 員工更衣柜HR-35 Trainees&CasualLabor 培訓生及臨時工HR-36 PerformanceReview 員工工作評估

STANDARDOPERATINGPROCEDURESSubject :ManpowerAdministration EffectiveDate:Oct.01,2003人員預算管理PolicyNo:HR-01 Issuedby:HRDirectorPage :1 Approvedby:GeneralManagerDistribution:SeniorExecutiveCommitteeDepartmentHeadsA&B AllEmployeesObjective目的ThepurposeofthispolicyistoestablishguidelinesfordeterminingandcontrollingannualheadcountrequirementsfortheHotel.此政策鑒于更好的控制年度人員預算符合酒店的正常運作。PolicyStatement政策說明ItisthepolicyofGoodwinHoteltoreviewandapproveheadcountbudgetannuallyforeachdepartmentthatwouldrepresentthemaximumstaffingestablishmentthatmaybebroughtonboardeachyear.Exceptinextremecases,requisitionsforadditionalheadcountarenormallydisapproved.嘉盛酒店政策規定：各部門總監或經理每年應對本部門的人員編制和預算進行復查，修改并確認每年的最高人員預算。年度預算被批準后，除特殊原因，要求增加的人員一般是不予批準的。Procedures程序Aspartoftheannualbudget,allDepartmentsHeadsshallproposetheirmanpowerbudgetfortheforthcomingyearinSeptemberfortheirDivisionHead’sendorsementwithelaboratedjustificationofthemanpowerchanges,ifthereisany.作為年度預算的一部分，所有部門經理應在每年的九月份準備來年的人員預算。如有任何變動，各部門都應解釋說明呈報審批。ThemanpowerbudgetsshallthenbestudiedbytheHumanResourcesDirector,afterwhichallmanpowerbudgetswillbecompiledandsubmittedtotheGeneralManagerforapproval.各部門的人員預算由人力資源部審核后報總經理審批。FinalapprovalwillbesoughtfromtheGeneralManagerandOwner’sbeforebudgetsbecomeseffective.所有人員預算在實施前必須獲得總經理和業主的批準。DepartmentHeadswhowishtoincreasethedepartmentalauthorizedheadcountrequirementduringtheyearshallseekapprovalfromGeneralManagerandFinancialControllerviatheHumanResourcesDirector.JustificationfortheadditionalheadcountisrequiredandapprovedbytheOwner’s如果部門經理希望在本年度內增加部門的人員編制必須經總經理，財務總監和人力資源的審批。增加的人員和具體說明應獲得業主的批準。

STANDARDOPERATINGPROCEDURESSubject:ClassificationofEmploymentEffectiveDate :Oct.01,2003職位分類PolicyNo. :HR-02 Issuedby :HRDirectorPage :5 Approvedby :GeneralManagerDistribution :SeniorExecutiveCommitteeDepartmentHeadsA&B AllEmployeesObjective目的Thepurposeofthepolicyaimstodefinethetermsandconditionsofworkandemploymentbenefitsentitlementsforthedifferentgradesandcategoriesofemployees.這項政策的目的在于根據不同的級別和范疇區分工作情況和員工福利。PolicyStatement政策說明ItisthepolicyoftheGoodwinHoteltodefineandclassifythegradesandcategoriesofouremployeesintoSeniorExecutiveCommittee,DepartmentHeads,SupervisorsandGeneralEmployeesandExpatriateandlocalemployeesrespectively.嘉盛酒店規定：限定和區分員工的級別和種類，分為高級行政委員會，部門經理，主管普通員工和本地員工。Procedures程序Thereare5gradesofEmployees:員工級別有5種：SeniorExecutiveCommittee -- SE高級行政人員DepartmentHeadA -- AA級部門經理DepartmentHeadB -- BB級部門經理SeniorSupervisor&Supervisor -- SS高級主管&主管GeneralEmployee–Grade1and2 -- G1/G2普通員工－一級和二級Trainee&CasualLabor -- C培訓生&臨時工PleaserefertoManningGuidefordifferentgradesofEmployees.請查閱不同級別員工人員配備指南。Thereare4categoriesofemployees:4種類別員工2.1.OverseasExpatriates–OverseasPackageEmployeeswhoarerecruitedfromoverseas外籍員工－定居海外在海外招聘的員工2.2.OverseasExpatriates–LocalPackageOverseasEmployeeshiredonalocalpackage.外籍員工－當地居住在本地招聘的外籍員工2.3.LocalEmployee本地員工Employeeswhoarelocalpeoplehavinglongstaywithinthecityconcerned.此類員工是在相關城市長期居住的本地人。2.4.LocalExpatriateEmployeeswhoareChinesenationalshiredfromoutsideofcitywheretheHotelislocated.此類員工是在當地酒店工作的具有中國國籍的其它城市的人。HotelHumanResourcePositionPolicy人力資源職位政策Level“SE” GeneralManager,總經理ResidentManager,駐店經理DeputyGeneralManager,副總經理 Asst.toGeneralManager總經理助理FinancialController財務總監Level“A” DirectorofRooms(A1),房務總監（A1）HumanResourcesDirector(A1),人力資源總監（A1）DirectorofSales&Marketing(A1),市場營銷總監（A1）DirectorofF&B(A1),餐飲總監（A1）DirectorofEngineering(A1),工程總監（A1）DeputyFinancialController(A2)財務副總監（A2）Level“B1” ChiefAccountant總會計師Food&BeverageManager,餐飲部經理ExecutiveChef,行政總廚EDPManager,電腦部經理PurchasingManager,采購經理HumanResourcesManager,人事經理TrainingManager,培訓經理DirectorOfSales銷售總監FrontOfficeManager,前廳部經理ExecutiveHousekeeper,行政管家SecurityManager.保安部經理Level“B2” ExecutiveAssistant,行政助理CreditManager,信貸經理CostController,成本控制經理Asst.PurchasingManager采購部副經理Asst.ChiefEngineer,行政副廚SalesManager,銷售經理PRManager,公關經理F&BOutletManager(BeverageManager,CaféManager,ChineseRestaurant,BanquetManager),餐飲部營業部門經理（酒吧經理，西餐廳經理，中餐廳經理，宴會經理），CateringManager,餐飲經理ChiefStewarding,管事部經理OutletChef(WesternKitchenChef,SousChef,PastryChef,ChineseKitchenChef),營業部門廚師（西廚房廚師長，副廚師長，餅房廚師長，中廚房廚師長），Asst.F/OManager,前廳部副經理Asst.F/OGSM,賓客服務經理ChiefConcierge,禮賓部經理Asst.ExecutiveHousekeeper,行政管家助理LaundryManager,洗衣房經理HealthClubManager康樂部經理Asst.SecurityManager,保安部副經理LevelSS EngineeringDutyManager(SS),工程部值班經理SousChef(SS),西廚房副廚師長HROfficer,TrainingOfficer(SS),人事官員，培訓官員GSM-ServiceCenter(SS),賓客服務經理－服務中心Asst.PastryChef(SS),餅房副廚師長SecurityDutyManager(SS),保安部值班經理StaffCanteenSupervisor(SS),員工餐廳主管LevelS (Accountableforthequalityofallworkperformedwithintheirareaofresponsibility,includingmanagementShiftLeader,)（責任所在區域的所有工作表現及質量，包括管理領班）Translator(S),翻譯SecretarytoExecutiveCommitteeMember/LevelA(S),行政委員會成員秘書PayrollMaster(S),工資員A/P,A/RSupervisor(S),應付/應收主管EDPAssistant(S),電腦部助理PurchasingOfficer(S),采購官員IncomeAudit(S),收益審計CashierSupervisor(S),收銀主管EngineeringSectionSupervisor(S),工程部區域主管Doctor(S),醫生StaffCanteenChef(S),員工餐廳廚師長PRAssistant(S),公關部助理SalesExecutive(S),銷售助理ReservationSupervisor(S),預訂部主管F&BSecretary(S),餐飲部秘書F&BOutletSupervisor(S),餐飲部各餐廳主管StewardingSupervisor(S),管事部主管ChefDePartie(S),廚房主管FrontDeskSupervisor(S),GSOSupervisor(S),前臺主管，賓客服務主管ClubFloorSupervisor(S),行政樓層主管BellSectionSupervisor(S),行李房主管HousekeepingSupervisor(FloorSupervisor,PASupervisor,LaundrySupervisor,U&LSupervisor)(S),客房部主管（樓層主管，公共區域主管，洗衣房主管，布草制服房主管）SecuritySupervisor(S),GeneralCashier(S),保安部主管，總出納LevelG1 (Possessspecializedskillsand/ortradequalifications)擁有專業技能和行業認證 PurchasingAssistant采購助理 Asst.IncomeAudit收益審計助理 NightAudit夜間審計 EngineeringSeniorSkilledWorker工程部高級技工 Storekeeper,庫管員 TrainingAssistant培訓助理HygieneOfficer衛生官員 CanteenSeniorCook,員工餐廳高級廚師 SalesCoordinator,銷售聯絡員 Artist美工 ReservationClerk預定員F&BOutletCaptain餐飲部各營業部門領班 F&BHostess餐飲部領位 Butcher 肉案廚師 GSO-Reception前臺接待PABXOperator總機接線員 GSO-Lobby,WelcomeOfficer大堂門迎 Driver司機 BellCaptain行李房領班LevelG2 (Basicmanualdutiesacrossallworkareas) 所有工作區域的基本工作職責DepartmentClerk,各部門文員 Cashier收銀員 EngineeringBasicSkilledWorker工程部普通技工 StaffCanteenCook員工餐廳廚師 F&BServiceAttendant餐飲部服務員 Butler貼身管家 Bartender吧員 CommisChef(qualified)廚師助手（有資格的） Bakers面點師 F&BKitchenCook餐飲部廚師 KitchenArtist廚房冷盤雕花 Bellman行李生 OrderTaker點單員 FloorRoomAttendant樓層服務員 HealthClubAttendant康樂部服務員GuestLaundryChecker客衣檢查員 Tailor裁縫 SecurityGuard保安 Gardener園丁 BoilerAttendant鍋爐工 PoutaryPreparation粗加工 F&BKitchenHelp餐飲部廚房幫工PAAttendant公衛服務員 WindowCleaner門窗清潔員 Steward管事員Timekeeper打卡員VegetableCleaner蔬菜清洗員 CafeteriaAttendant,員工餐廳服務員 LaundryAttendant(Washer,Presser,etc.)洗衣房服務員LinenRoomAttendant,布草房服務員 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.對與人力計劃及招聘相關的各項控制細則作出明確規定，從而達到酒店對人力的最佳利用。PolicyStatement政策說明ItisthepolicyoftheGoodwinHoteltoclearlyoutlinetheprocedurespertinenttotherecruitmentandemploymentofpersonnelwithintheHotel.嘉盛酒店政策規定：對與酒店員工招聘及雇傭有關的所有程序應進行明確說明。Theapprovedmanningguideistobestrictlyadheredto.Nopositioncanbephysicallyfilledwithoutanapproved“PersonnelRequisitionForm”.嚴格遵守已獲得批準的人員配備指南。在人員請雇單未獲批準前，不得對任何職位空缺進行補充。Selectionsshouldbebasedonqualifications,experienceandskillasspecifiedintheapprovedpersonnelspecifications.對人員的選擇應基于獲準的人員請雇單上所列各項資歷、經驗及技能要求。PromotionshouldbefromwithintheHotelwheneverpossible.升職應盡可能首先考慮酒店內部員工。UponapprovaloftheGeneralManager,theHumanResourcesDirectorshallberesponsiblefortheformulation,executionandrevisionoftheHumanResourcesStandardOperatingProceduresfortherecruitmentandemploymentofallemployees.總經理批準后，人力資源總監負責對與酒店員工招聘及雇傭相關的人力資源標準運行程序進行壽命、執行和修改。

Procedures程序1.ReplacementofEmployees人員更換Asvacanciesarise,theDepartmentHeadconcernedhastocompleteandsubmitaPersonnelRequisitionFormtotheirrespectiveDivisionHeadforapprovalandforwardtotheHumanResourcesDirector.TheHumanResourcesDirectorwillthenvalidatetherequestandforwardthePersonnelRequisitionFormtoGeneralManagerforapproval.UponreceiptoftheapprovedPersonnelRequisitionForm,theHumanResourcesDirector/PersonnelManagerwilltakeactiontofillinthevacancyandprovidefeedbacktotheDepartmentHeadconcernedbyreturningacopyoftheapprovedPersonnelRequisitionForm.出現空缺后，相關部門經理須填寫人員請雇單并由其部門總監審批后轉給人力資源總監。人力資源總監審批后將人員請雇單轉至總經理處。人力資源總監/人事經理收到由總經理批準的人員請雇單后，進行人員招聘補充空缺并將獲準的人員請雇單的復印件反饋相關部門。2.AdditionalEmployees追加員工Underspecialcircumstances,itmaybenecessarytorecruitadditionalresourcesnotbudgetedfor.Inthisinstance,theDepartmentHeadconcernedhastosubmitthePersonnelRequisitionFormwithwrittenjustificationtotheirDivisionHeadforendorsementandforwardtotheHumanResourcesDirector.TheHumanResourcesDirectorwillreviewtherequestwiththeDivisionHead,makeappropriateremarksandforwardtotheFinancialControllerandGeneralManagerforapproval.Onceapprovalisgiven,theHumanResourcesDirectorwilltakenecessaryactiontofillthevacancy.特殊情況下，會有必要招聘預算外的員工。此時，相關部門經理須將人員請雇單連同一份書面說明遞交部門總監進行批示后轉至人力資源總監。人力資源總監與部門總監就其申請進行研究后，作出必要說明轉交財務總監及總經理審批。審批通過后，人力資源總監將采取必要行動填補空缺。3.FillingofVacancies填補空缺TheHumanResourcesDirectorshouldensurethatthefollowingprioritywillbegiveninfillingvacancies:人力資源總監在填補空缺時，應首先考慮以下因素：3.1 existingemployeesoftheHotel酒店現有員工3.2 qualifiedEmployeeswithintheHotelwhoapplyfortransfer酒店內部申請調職且符合要求的員工3.3 qualifiedapplicantswhoarereferredbyexistingEmployees酒店員工推薦的合格人選3.4externalapplicants店外申請人ExternalRecruitmentHiringProcedures外部招聘雇傭程序 4.1EmploymentApplicationForm求職申請表ExternalapplicantsarerequiredtocompletetheEmploymentApplicationFormdetailingtheirpersonaldata,academicqualifications,employmentrecordsandwithonerecentphotographattached.IssuingandreturningofApplicationFormsaretobecentralizedandforwardedtotheHumanResourcesOffice.ApplicationsreturnedthroughotherDepartmentHeadsorEmployeesshallbesenttoHumanResourcesOfficedirectlyinstrictconfidencewithoutputtinganycommentsthatcouldpossiblyleadtoabiasedconclusionontheapplicant.店外申請人須在求職申請表上詳細填寫其個人信息、資歷、工作經歷并附一張本人近照。發放及收轉求職申請表應由人力資源部負責。經由其他部門經理或員工的申請表須直接轉給人力資源部，同時嚴格保密，不做任何可能導致對求職者判斷偏差的評論。4.2ScreeningofApplications篩選求職申請Priortothefirstinterview,theHumanResourcesDepartmentwillscreenalltheapplications. 第一次面試前，人力資源部頒將對所有求職申請進行篩選。Thefollowingapplicantswillnotbeconsidered.以下列出的申請人將不予考慮：ImmediatefamilymembersofcurrentEmployees在職員工的直線親屬EmployeeswhoweredismissedbythepropertyunderGoodwinHotelorotherhotels被嘉盛酒店或其他酒店開除的人員EmployeeswhoresignedfromthepropertyunderGoodwinHotelwithinthelast3months從嘉盛酒店辭職不三個月的人員Applicantwhoarephysicallyunfittoworkforthejobtheyhaveappliedfor身體狀況不適合其所申請之職位的人員Applicantwhowerepreviouslyconvictedofacrime有犯罪前科的申請人4.3FirstInterview初次面試AllapplicantshavetobeinitiallyinterviewedbytheHumanResourcesDepartment.TheHumanResourcesDepartmentshallverifythepersonaldataprovidedbytheapplicantsandalsoinquiretheapplicant’ssalaryexpectationwiththeformofInterviewEvaluation.所有申請人須首先經過人力資源部面試。人力資源部將使用面試評估表核實申請人的個人信息詢問其工資要求。Iffoundsuitable,theHumanResourcesDepartmentshallarrangetheapplicantforasecondinterviewbytheDepartmentHeadconcernedwiththecompletedInterviewEvaluationform,resume,referencesandotherrelevantdocuments.如認為適合，人力資源部將安排申請人與相關部門經理進行復試，同時附上已填寫的面試評估表、簡歷、相關證明及其他文件。Iftheapplicantisfoundunsuitableorimmediatefeedbackisnotpossible,theHumanResourcesDepartmentshallkeeptheapplicantinformedofthestatusinasincere,directandtimelymanner. 如認為申請人不合適或不能及時反饋意見，人力資源部須真誠、直接并及時向申請人說明情況。SecondInterview第二次面試TheDepartmentHeadconcernedshallberesponsibleforexaminingthesuitabilityoftheapplicantreferredfromtheHumanResourcesDepartmentonbasisofpersonalcharacteristics,technicalcompetenceandjobskillrequirements.相關部門經理應負責對人力資源部推薦的申請人就其個性、專業水平及工作技能方面進行考察，確定是否符合要求。TheratingandcommentsofapplicantshallbeclearlystatedontheappropriatecolumnoftheApplicationFormalongwiththesignatureoftheinterviewer.面試者應在求職評估表的相應欄目內清楚填寫對申請人的評分及評語，并簽字。Iftheapplicantisfoundsuitableforemployment,theresponsibleDepartmentHeadsshallconsultwiththeHumanResourcesDirectortodeterminethestartingsalaryinaccordancewiththefollowingguidelines:如認為申請人可勝任，相關部門經理須與人力資源總監根據以下方針商定其起始工資：Thesalaryscaleapplicabletotheposition此職位所對應的工資級別Internalrelativityi.e.salariesofotherEmployeesholdingsame/similarposition內部對比—目前任相同或相似職位員工的工資Qualification,experience,presentsalaryandsalaryexpectationoftheapplicant. 申請人的資歷、經驗、目前工資及工資要求TheresponsibleDepartmentHeadshallinformthesuccessfulcandidatethefollowingduringtheinterview.相關部門經理應在面試時，向面試成功的申請人告知以下事項：-Theposition(s)offered所提供職位-Anoralindicationoftheproposedstartingsalarywithoutcommitment對起始工資的口頭提議而非承諾-Theapplicant’sproposedcommencementdate對申請人到職日期的提議EmployeesselectedforDepartmentHeadlevelpositionsshallbeintroducedtotheGeneralManagerbeforefinalconfirmationofemployment:為部門經理級別挑選的申請人須在最終確認雇傭前，介紹給總經理：ThefollowinghiringpositionshavetobeinterviewedbyourGeneralManagerfinally以下職位的人員雇傭必須最終由總經理面試決定:ChiefAccountant 總會計師 CreditManager 信貸經理 PurchasingManager 采購經理 AssistantDirectorofEngineering 助理總工程師 PersonnelManager 人事經理 TrainingManager 培訓經理 AssistantDirectorofSales&Marketing 營銷副總監 SalesManager 銷售經理 PublicRelationsManager 公關經理 Food&BeverageManager 餐飲經理 Food&BeverageOutletManagers 餐飲營業部門經理 AssistantFood&BeverageOutletManagers 餐飲營業部門副經理 CateringManager 宴會經理ExecutiveChef 行政總廚ChineseExecutiveChef 中廚廚師長AssistantFrontOfficeManager 前廳副經理FrontOfficeSupervisor 前廳主管AssistantManagers 大堂經理GuestServiceManagers 客戶服務經理ClubFloorManager 行政樓層經理ReservationsManager 預定經理PABXSupervisor 總機主管ChiefConcierge 禮賓部經理ExecutiveHousekeeper 行政管家AssistantExecutiveHousekeeper 行政副管家SecurityManager 保安部經理 CompletedEmploymentApplicationFormswiththeInterviewEvaluationformmustbereturnedtoHumanResourcesalongwithotherdocumentsinasealedconfidentialenvelopfornecessaryfollowupaction.IncasetheapplicantisinterviewedandacceptedbyarepresentativeoftherequestingDepartmentHead,thecandidate’sapplicationshouldroutethroughtheresponsibleDepartmentHead/DivisionHeadforendorsement.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密封后送返人力資源部進行必要后續程序。如申請人是由相關部門經理所派代表面試且認可的，則其申請須再轉交相關部門經理/總監最終審批。 Iftheapplicanthasfailedthesecondinterview,therequestingDepartmentHeadshallifpossible,informtheapplicantsorally.TheDepartmentHeadshallputdown“regretorally”or“pleaseregret”ontheformtoindicatewhethera“letterofregret”isrequired.如申請人未通過第二次面試，相關部門經理應盡量口頭告知。部門經理應在求職評估表上注明“已告知結果”或“請告知結果”說明是否需要書面通知申請人。AlldocumentsshouldbereturnedtotheHumanResourcesOfficeforfollowupaction.TheletterofregretistobeissuedatalltimesbytheHumanResourcesDirector.所有文件均須送返人力資源部進行后續工作。書面通知書必須由人力資源總監簽發。IntheeventthatrequestingDepartmentHeadcannotdecideonthespotthatanofferistobemade,he/shecanputdown“pending”or“hold”ontheformandreturnittotheHumanResourcesOffice.如部門經理無法在面試當時作出決定，可在評估表上注明“待定”或“保留”并送交人力資源部。TentativeOfferandEmploymentContractUponreceiptoftheselectedapplicant’sfile,theHumanResourcesDirectorwillsignontheInterviewEvaluationFormconfirmingthatalldatahasbeenobtainedandtheyareincompliancewiththeHotelpolicyandappropriateLaborLaws.收到選定申請人的資料，人力資源總監將在求知評估表上簽字，確認獲取所有信息且與酒店政策及相關勞動法規保持一致。HumanResourcesDepartmentshallarrangetonotifytheapplicantorallythepositionoffered,thestartingsalaryandcommencementdateandtheEmploymentNotificationwillbeissuedtotheconfirmedapplicantslater.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，隨后向已確認雇傭的申請人發出雇傭通知書。Whereapre-employmentreferencecheckisrequiredforwhateverreason,theHumanResourcesDepartmentwillconductsuchcheckorallyorinwritingwiththeagreementoftheprospectivecandidate.無論任何原因需要做背景調查，人力資源部將在得到候選人同意后口頭或書面進行調查。5.4.Thecandidateshallberequiredtoattendthepre-employmentmedicalexamination.Uponreceiptofasatisfactorymedicalreport,applicantwillbeaskedtodotheHRcheck-inprocedure.EmploymentContractwillbesignedtoconfirmhis/heracceptanceoftheoffer.ApplicantswillthenhandintoHumanResourcesDepartmenttheSocialInsuranceTransferpaperandthehotelwillarrangeforthetransferofLifeFilefromtheEmployee’spreviousworkunittocompletetheemploymentformality. 申請人將被要求在雇傭前進行健康檢查。在拿到健康證明后，人力資源部將通知申請人辦理入職手續。TheHumanResourcesDepartmentshallgivefeedbacktotheDepartmentHeadconcernedandpreparetoreceivethenewEmployeeonhis/hercommencementdateaccordingtotheorientationpolicy.人力資源部將向相關部門經理反饋情況，并根據新員工入職政策做好新員工到職當天的準備工作。HumanResourcesDepartmenthavetoissuethefollowingforournewemployee(s)onboardpurpose:人力資源部須向以下部門發放有關新員工入職的表格：FinanceDepartment財務部,HumanResourcesDepartment人力資源部,SecurityDepartment保安部,HousekeepingDepartment客房部andotherConcernedDepartment(s)其他相關部門PersonnelActionFormConcernedDepartments,HumanResources,FinanceDept.GeneralManager(s)人事變動單--相關部門、人力資源部、財務部、總經理

STANDARDOPERATINGPROCEDURESSubject :EmploymentProcedure EffectiveDate:Oct.01,2003入職程序PolicyNo:HR-04 Issuedby :HRDirectorPage :3 Approvedby :GeneralManagerDistribution :ExecutiveCommittee DepartmentHeadsA&B AllEmployeesObjective目的Toensurethatemployeeshiredareaccuratelyaccountedforandprovidedwiththenecessaryinformationanddetailsontheirfirstdayoftheirwork.確保所有新聘員工在其入職第一天，均能獲取準確的工作指示和必要的信息詳情。PolicyStatement政策說明ItisthepolicyoftheGoodwinHotelthattheHumanResourcesDepartmenthastoarrangeandprovidefornewemployeestheirrespectiveHotelemployeenumbers,IdentityCards,nametags,jobdescriptions,handbooksandEmploymentContract;andtoissueuniforms,lockerstoallemployeesonthecommencementdate.嘉盛酒店政策規定：所有新員工在其入職當日，均需由人力資源部向其提供員工工號、工卡、名牌、工作描述、員工手冊及合同，同時發放制服及更衣柜鑰匙。Procedures程序1.AllnewemployeesshallbearrangedtoreportdutytotheHumanResourcesDepartmenttogothroughthefollowingproceduresbeforetheyaresenttotheirrespectiveDepartmentHeads.所有新員工入職報到當天，應在進入各自部門之前，首先前往人力資源部報到辦理以下手續。IDCard&Employment/AcademicRecords:身份證及聘用/業務水平記錄：TheHumanResourcesDepartmentalsoobtainsfromeachnewEmployeetheirIDCards,MedicalCertificatesandEmploymentRecordsforthepastthreeyears,andtogetherwithrecordsoftheiracademicqualifications.每位新員工須向人力資源部提供身份證、健康證、過去三年的工作背景及其專業技術水平方面的證明。PhotocopiesofsuchdocumentsshouldbekeptinrespectiveEmployeepersonalfiles.以上文件的復印件將放入員工的個人檔案備查。3.EmploymentContract&EmploymentNotice雇傭合同及雇傭通知TheEmploymentContractwillbesigned-up,theemployeeandHumanResourcesDepartmentwilleachkeepacopy.TheemployeewillfilloutanEmploymentNotice,whichwillincludethefollowinginformation:雇傭合同一式兩份，由員工本人和人力資源部雙方簽字并各自保存一份。員工將填寫一份雇傭通知，其中包括以下內容；-fullnameoftheEmployee員工全名-bankaccountnumber銀行帳號-persontocontactincaseofemergency緊急情況聯系人EmployeeIdentityCard員工工作卡4.1.AllEmployeeswillbeissuedanEmployeeIdentityCardwhichbearsanemployeenumberassignedtothenewemployeeaccordingtothealphabeticalcodeofhis/herdepartmentandsectionthathe/sheisengagedin.Hencethenumberwillbeusedinallconcernedpersonnelpapersandforms. 人力資源部將為每位新員工發放工卡。工卡上印有根據員工所在部門及區域代碼按順序編制的工號。此號碼將在所有相關的人事文件及表格中使用。AllEmployeesatSupervisor/belowpositionsarerequiredtoproducetheirEmployeeIdentityCarduponenteringtothehotelattheEmployeeEntrance.Employeesshallalsousethesamecardforclockinandclockoutpurpose,andaswellasfortakingdutymealsintheStaffCanteen.在每次經由員工通道進入酒店時，所有主管級以下員工（含主管級）必須出示其員工工卡，同時在每次上下班時、于員工餐廳用餐時均需刷此卡。4.3.ShouldanEmployeebeingtransferredorpromotedtoanotherdepartmentorsection,his/herEmployeeNumberwillnotbechanged.如果員工被提升或調職至其他部門，其工號將不做變動。4.4.Incaseofloss,theEmployeeconcernedshouldreporttotheHumanResourcesDepartmentassoonaspossibleandfillintheStaffLoss&FoundRecordforreplacement.AreplacementfeeischargedforreissueofanewcardwithRMB20.00.However,replacementduetonaturalwearandtearwillbereplacedfreeofcharges. 如工卡丟失，相關員工須及時報告人力資源部并填寫員工失物招領記錄表以便更換。員工須交納更新工卡費人民幣20元。如因正常使用磨損而需更換，則不收費。5.EmployeeHandbook/JobDescription員工手冊/工作職責NewEmployeeshallalsobeissuedwithEmployeeHandbookandrelevantjobdescription.TheHumanResourcesDepartmenthastooutlinetonewEmployeesthemostimportantissuescontainedintheEmployeeHandbook..每位新員工還將收到員工手冊及相關崗位工作職責。并將員工手冊中的重要條款做標注。TheConcernedDepartmentHeadsneedtoissuedtheJobDescriptiontothenewemployeeandexplainthedetailedinformationregardingthejobtask.相關部門經理須為新員工提供其工作職責說明，并做詳細說明。6.UniformandLockerKey制服和更衣柜鑰匙TheHumanResourcesDepartmentshallissueaUniformRequestFormtoalluniformedemployeeswithwhichtheycanobtainonefullsetofuniformfromtheUniformRoom.人力資源部將為所有配發制服的員工填寫制服發放通知單。員工憑此單于制服房領取一整套制服。AlockerwithakeywillbeissuedtoallEmployees.UndernocircumstancesshouldtheindividuallockerkeybeduplicatedorsharedwithotherEmployees.ThelockersaresubjecttoperiodicinspectionbynotlessthantwopersonnelfromHumanResourcesDepartmentandSecurityDepartmenttoensurethatnofood&beverageorhotelguest-useitemsarebeingkept.所有員工均會領到一個配有鑰匙的更衣柜。無論何種情況，不得復制更衣柜鑰匙或借與他人使用。由人力資源部及保安部至少兩人定期對所有更衣柜進行檢查，確保更衣柜內沒有存放食品、酒水或酒店客用品。LossofkeyshallbereportedtotheHumanResourcesDepartmentandafeeischargedforreplacementwithRMB10.00.如更衣柜鑰匙丟失，員工須及時向人力資源部報告并交納更換鑰匙費人民幣10元。7.NameTag名牌TheHumanResourcesDepartmentshallalsoissueanametagtoallemployeeswhobearthenameoftheemployee.人力資源部還須為每位員工發放印有其姓名的名牌。Nametagisseriouslyconsideredaspartofouruniforminourhotel.Everystaffhastowearitwhileonduty,itisnormallywornonthelefthandsideoftheuniformandaround8-10cmbelowthecollarbone.名牌是制服的一部分。員工在工作時必須佩帶名牌，一般佩帶于左胸前距肩膀8-10厘米處。LossofnametaghastobereportedtotheHumanResourcesDepartmentandafeeischargedforreplacementwithRMB10.00.Replacementduetonaturalwearandtearwillbereplacedfreeofcharges.如有丟失，員工須及時報告人力資源部并交納員工須交納更新名牌費人民幣10元。如因正常使用磨損而需更換，則不收費。

STANDARDOPERATINGPROCEDURESSubject:NewEmployeeOrientation EffectiveDate:Oct.01,2003入職培訓PolicyNo:HR-05Issuedby:HRDirectorPage :4 Approvedby:GeneralManagerDistribution :ExecutiveCommitteeDepartmentHeadsA&B AllEmployeesObjective目的Tomakenewemployeeknowthebasichotelknowledgeandrealizethehotelrulessotohaveabetterstartinthenewworkingenvironment.使新入職員工在上崗前掌握基礎酒店知識，了解酒店規章制度以便更好地適應新的工作環境。PolicyStatement政策說明1.ItisthepolicyoftheGoodwinHotelthateverynewemployeemustattendthenewemployeeorientationtrainingandtestarrangedbyTrainingDepartment.嘉盛酒店政策規定：所有新入店的員工均須參加由培訓部組織的入職培訓及考核。2.ItisthejointresponsibilityoftheHumanResourcesDepartmentandtherespectiveDepartmentHeadstoprovideeverynewemployeeathoroughintroductiontotheHotelandrespectiveworkplace.人力資源部與相關部門經理負有共同的責任，向每位新員工全面介紹酒店及其工作區域。3.TheOrientationProgramarrangedbytheTrainingDepartmentisamandatoryprogram.Timetakenbyanynewemployeetoattendsuchprogramisconsideredasworkinghours.DepartmentHeads/supervisorsshouldobservethisanddotheirbesttoreleasetheiremployeewhounderveryexceptionalcircumstanceshappenedtomisstheOrientationProgramontheircommencement.培訓部組織的入職培訓及