How to write the hotel recruitment plan

The hotel is an enterprise legal person registered by the Municipal Administration for Industry and Commerce, and the employee recruitment plan is determined by the board of directors and reported to the owner's board of directors and the Municipal Employment Bureau for approval. The organization and staffing plan of the hotel has been approved by the board of directors. The first batch of employees are controlled within the people.

2. Recruitment principles

According to the hotel's market positioning, organizational structure, staffing plan and staff quality requirements; Implement social orientation and open recruitment; Give priority to employment; The recruitment principle of giving priority to the laid-off workers in this system under the same conditions.

3. Recruitment steps

According to the opening schedule of the hotel, in order to ensure the quality of employees and make the recruitment work orderly, the recruitment is divided into three steps:

(1) Planning

(2) Stage Time: Month Day-Month Day

(3) The main task is to make a recruitment plan and make good preparations.

1. The drafting plan shall be completed before 1 month 10.

(1) Go through the recruitment and advertising approval procedures.

(2) Establishment of Human Resources Department

Introduction to the basic situation of the hotel

General situation of wages and benefits of all kinds of employees

C list of recruitment positions.

D included in the recruitment guide.

(3) The Human Resources Department prepares job application forms and recruitment registration forms.

(4) All the above information will be completed in two days.

2. Implement the positions of recruiters.

3, each part according to the personnel guide to determine the position level and number.

4. Put forward the quality conditions and work requirements of relevant personnel. 65438+ 10. Report to the Human Resources Department for sorting and summarizing before noon on February 2. It is required to be completed before 6543810.2.

Step 5 notify

6.165438+ released before October 4th.

7, completes the general plan.

8. Contact and implement the recruitment site.

9. Conduct field drills.

10. Prepare the questions raised in the recruitment evaluation.

1 1. Prepare to receive the admission notice and reply.

(2) Recruitment implementation stage

1, prepare to recruit urgently needed personnel in the early stage. It is planned to recruit 2 people from the Human Resources Department to be responsible for receiving and processing letters and faxes. According to the urgently needed staff proposed by each part, the recruitment should be completed before 2011010.

2. The second batch of recruitment

Location:

Recruitment time:

Data sorting and filing before the month.

The three-month training began on March 2 1.

3. Supplementary recruitment

Depending on the recruitment situation, supplementary recruitment will be carried out for vacant positions in the next month, and the specific way will depend on the situation. The specific plan for each recruitment will be decided separately.

4, data sorting, archiving stage

5, according to the progress of the first two stages in a timely manner to sort out information, this stage is mainly to establish a talent pool, constitute the following files:

(1) roster of employees;

(2) Graded files of all employees;

(3) Computer reporting system;

(4) Determine the salary of the hired personnel and issue the admission notice;

(5) Exchange all materials and circulate all forms.

4. Work flow chart

Serial number, name, person in charge of job requirements

1 Registration Distribute advertisements and leaflets about the basic situation of the hotel in the order of registration.

Verify and handle my ID card, household registration book, unemployment certificate, employment certificate, temporary residence permit (migrant population), birth permit (rural population), graduation certificate and various professional certificates.

3. Visually observe the height, vision, manners, education level, language level, physical condition, characteristics and specialties, job-seeking requirements (positions and treatment), etc., and initially assign positions to those who are basically qualified.