Regulations on personnel recruitment and reporting

If the employing department has recruitment requirements, it can fill in the Employment Application Form according to the number of employees in the department and the employment requirements and submit it to the Human Resources Department. According to the operating conditions of each department and the on-the-job staffing, the Human Resources Department will select the best candidates to fill the vacancies or openly recruit or select the recommended personnel from all sides.

1. Recruitment conditions

(1) Education level

1. Applicants for public relations sales personnel, human resources department and management personnel must have college education or above and English proficiency; Those with one year's work experience or outstanding foreign language level can be relaxed to technical secondary school or above.

2. The general waiter must have a junior high school education level or above.

3. Applicants for kitchen workers, handymen, dishwashers and cleaners must have junior high school or above.

(II) Age

Hotel temporary workers: 18-4 years old

The age of managers and technicians may be appropriately relaxed.

(3) Good health, correct facial features, quick response, no bad habits, and naked eye vision of more than 1..

(4) height: male: over 1.66m; Female: more than 1.58 meters.

(5) The ideological style is decent, the political calendar is clear, and there is no criminal record.

ii. employee recruitment procedures

(1) the human resources department openly recruits or selects candidates for interviews from various sectors according to the Employment Application Form of each department.

(II) Registration for Interview

1. The HR supervisor will screen the candidates according to the employment requirements, and those who meet the requirements will be registered, and the candidates will fill out the Job Application Form.

2. The personnel supervisor will examine and evaluate the applicant's credentials and language (Mandarin, Cantonese and English). Applicants are required to submit: the original ID card, education certificate, resume and corresponding work permit.

3. The HR department will determine the interview date according to the specific situation, and then notify the applicant and the employing department for an interview. Generally, the candidates need to go through two interviews and one test. The level and steps are as follows:

general staff who apply for positions above class

first interview to recruit supervisors

second interview with department manager/general manager

third interview with the head of human resources department/ Chief Executive Officer, Head of Human Resources Department

① According to the recommendation of Human Resources Department, relevant resume materials (recent photo of registration photo, ID card, copy of academic certificate, professional title certificate and other relevant documents) and the Job Application Form, the employing department will first test the business level of those who have passed the initial interview.

② after receiving the examination results and interview opinions from the employing department, the human resources department will inform the proposed personnel of the relevant matters.

③ The Human Resources Department will approve the Job Application Form with different levels and levels of personnel with different approval authority.

(III) Physical examination and accreditation

Applicants who have been approved by the President's Office must apply for a health certificate at the Liwan District Emergency Disease Prevention and Control Center in Guangzhou after receiving the notice from the Human Resources Department; Go to the family planning department where the account is located to apply for a family planning certificate.

employee induction procedures

smoothly introduce new employees into the existing organizational structure and hotel culture atmosphere. The initial stage of employees' employment is usually the most important period. It is during this period that employees form their work attitudes and habits and lay the foundation for future work efficiency. Introduce new employees to their work content, working environment and related colleagues, so as to eliminate their strangeness to the new environment and enter the work role as soon as possible.

those who receive the "Admission Notice" from the Human Resources Department must go through the employment formalities in the Human Resources Department at the specified time.

procedures and processes:

a. before new employees enter, the human resources department

1.

2. The second interview is conducted by the person in charge of the employing department; The foreman/minister was interviewed and approved by the president.

3. After passing the qualification, the human resources department will inform them of the entry time and the items they need to bring.

B. the human resources department goes through the entry procedures

1. Go through the entry procedures one by one according to the entry procedures for new employees.

2. explain the value and compensation of the delivered items to the new employees.

3. Update relevant information of employee roster.

Flowchart:

Staff transfer and promotion system

Transfer to full employment and promotion system:

1. New employees will be transferred to full employment after the probation period

1) All new employees have a good performance during the probation period of three months; Can successfully pass the pre-job training organized by the human resources department; Those who pass the departmental business training are allowed to become full members.

2) new employees can apply for a batch every month after the probation period expires.

3) when going through the formalities of becoming a regular employee, all departments must send the employee change form, work performance evaluation form, employee self-evaluation form and business training report card of the regular employee to the Human Resources Department for review, which will take effect after being approved by the CEO.

2. Promotion

If the department thinks that the employee has outstanding work performance and has worked in the original position for more than six months, it can apply for promotion according to the establishment, and send the employee change form, performance evaluation form, employee self-evaluation form, business training report card and other relevant materials to the Human Resources Department for review, which will take effect after being approved by the Chief Executive Officer.

3. Upgrade or skip promotion:

Employees who have completed their jobs and various trainings with excellent results are allowed to upgrade or skip promotion after passing the examination by the department manager. When going through the formalities, the department manager must explain the employee's sense of responsibility, working ability and remarkable achievements in detail, issue an employee change form to go through the promotion formalities for the employee, which will take effect after being reviewed by the Human Resources Department and approved by the Chief Executive Officer.

4. Promotion of foreman and supervisor:

1) In addition to the normal promotion procedures, the employee's self-evaluation, the foreman's or supervisor's work assumption report and detailed work resume should be attached.

2) Before taking up the post, you must go through a one-month probation period, and you should have made remarkable achievements during the probation period, and you can successfully pass all kinds of probation period assessments before you can officially take up the post.

5. Appointment of managers:

Managers of major departments and secondary departments must be personally appointed by the CEO, and they can successfully complete various tasks and assessment requirements assigned by the CEO.

In principle, all employees who want to be appointed or promoted must have worked in the original post for more than three months, and all the assessment results must meet the standards, otherwise, they can be accepted only after the re-learning make-up exam results meet the standards; Employees who violate discipline or negligence are not allowed to be promoted within three months; Employees who have been approved for promotion will be on probation for the first three months. If there is any bad performance or violation of discipline during this period, they will be reduced to their original salary level.

6. Employee transfer

The hotel can adjust employees' jobs according to their work needs, and employees can also apply for mobility between hotel departments according to their own wishes. Employee transfer can be divided into two situations: intra-departmental transfer and inter-departmental transfer.

Intra-departmental transfer refers to the post change of employees in the department, which is arranged by the managers of each department according to the actual situation and after assessment, and the Personnel Change Form is filled in and submitted to the Human Resources Department for filing.

inter-departmental transfer: refers to the transfer of employees between departments in the hotel. After assessment, the department to be transferred must fill in the Personnel Change Form, which will be submitted to the Human Resources Department for filing after being approved by the responsible department and reported to the CEO.

approval authority for personnel transfer and promotion:

a. Internal transfer and promotion of hotel department managers shall be reviewed by the Human Resources Department and reported to the hotel chief executive for approval.

B. The internal adjustment of the general staff of the hotel and the promotion and transfer of the staff below the supervisor level shall be reviewed by the department head and the head of the human resources department, and reported to the CEO for approval.

promotion flow chart

demotion system:

1. Scope of application:

1) Those who fail to meet the work ability of the current position after assessment by the department manager or human resources department.

2) Those who repeatedly violate Class A or Class B faults in the Hotel Staff Manual and do not repent.

2. Handling procedures:

When the department demotes the employee's work according to the above conditions, it should explain the employee's work ability and fault record in detail, and report it to the Human Resources Department and the President's Office for approval in the form of change form.

3. Reinstatement:

If the employee's working ability has been significantly improved within three months after being demoted, and he has not made any mistakes again, he is allowed to resume his original position after re-evaluation by the department. The department should report to the Human Resources Department and the President's Office in the form of a change form to handle relevant procedures, with detailed explanations.

employee resignation procedures

1. Resignation:

1. In principle, an employee should submit a resignation report in writing to his department one month in advance and obtain the approval of the department. Otherwise, the human resources department has the right to reject it.

2) The department can determine the effective date of resignation according to the actual situation, and apply for personnel to fill the vacancy according to the requirements of staffing budget.

3) The department shall take effect after being approved by the Human Resources Department and the President's Office in the form of change table.

4) If you resign during the probation period (three months), you must apply 15 days in advance, otherwise you will be automatically resigned.

2. Persuade or dismiss:

Anyone who is dismissed or resigned because of unqualified medical examination, violation of hotel rules and regulations, unsatisfactory working ability or other reasons is not suitable for working in the hotel, the department will issue a change form, list out which hotel regulations the employee violated and what punishment he should be subjected to, clearly explain the reasons for dismissal or dismissal, and go through the formalities of leaving the hotel according to relevant regulations after being audited by the Human Resources Department and approved by the President's Office.

3. Dismissal:

Anyone who is dismissed due to violation of the law or hotel regulations will be summarized by the department, and the reasons will be explained in detail, and then sent to the Human Resources Department for review. After being approved by the President's Office, he will go through the formalities of leaving the hotel according to the relevant regulations. Employees who are dismissed should go through the resignation formalities at the Human Resources Department within two days, and the security guards will supervise and check to leave the hotel.

4. Automatic resignation:

1) If an employee leaves his post for three days without reason, the department should contact the employee immediately. If the employee still fails to return to the hotel to work according to the normal regulations, the department must issue an automatic resignation change form for the employee on the fourth day, which will take effect after being approved by the Human Resources Department and the President's Office.

2) after receiving the notice from the department, the human resources department shall immediately seal up the wardrobe of the employee together with the security department and take back all the articles issued by the hotel.

5. Check-out formalities:

1) Check-out employees must obtain the Check-out Form from the Human Resources Department with the approval of the department, the Human Resources Department and the President's Office, and complete all the formalities in the relevant departments within one day (if it falls on a Sunday, it will be postponed according to the specified time).

2) Return the work clothes and other articles to the linen room, and sign it by the person in charge of the linen room.

3) Return the employee's ID card and work number plate to the Human Resources Department. All employees who stay in the hotel must also go through the check-out procedures at the Management Department, return the accommodation card and dormitory key, and then sign it by the manager.

4) Return the dormitory key to the security department and the wardrobe key, which shall be signed by the person in charge on duty.

5) register with the department and security department, and be signed by the heads of each department.

6) if the above items are lost, damaged or the uniforms have not reached the service life, they will be deducted according to the regulations of Hotel Goods Distribution Management.

7) After the above formalities are completed, you should go to the Human Resources Department with the Resignation Approval Form and get back the original health certificate.

8) Salary calculation and payment:

After receiving the approved Resignation Approval Form, the employee must send the employee's attendance sheet and attendance card signed by the department manager to the Human Resources Department on the morning after the effective date, so as to issue salary (except dismissal and automatic resignation).

the human resources department must attach the employee's resignation approval form and attendance form to the salary payment form and send it to the finance department for handling. Resignation (suspension, dismissal) employees will be paid on the day of monthly salary.

the finance department receives the payroll approved by the president's office, and pays the employees who leave the company.

Those who are dismissed and voluntarily leave the company will not return the deposit for room and board, and will not be paid. If the normal procedures are not followed, the documents submitted when they join the company will not be returned. If the resigned employee violates the relevant regulations of the hotel before leaving the company, if the circumstances are serious, the hotel will pursue it through the judicial department.

Note: Any employee who joined the company in the current month and left the company in the current month can settle his salary the next day; The wages of other employees who leave the company must be paid on the monthly salary payment day.

Work and rest and attendance system

Attendance

1. The hotel implements an 8.5-hour working day system (including meal time), and all departments set the time for each shift according to business needs. Employees must punch in and out, and employees in the last two shifts should punch in four times.

3. The staff above the manager level in the hotel department shall implement the responsibility system without punching in. The rest of the employees need to punch in when they go to work.

4. Employees do not need to punch in when they ask for leave, take a leave of absence, go on a business trip, be absent from work, or take a leave of absence. Those who are absent from work but have attendance records will be disciplined.

5. Each business department has a punch-in office, and the staff on duty in the security department will supervise the employees to punch in and out; If there is no security guard on duty, the department head will send someone to supervise. If the attendance machine is abnormal, it must be reported to the Human Resources Department. ?

6. The person in charge of the department may sign attendance cards twice a month for employees who have missed attendance according to the actual situation, and the other attendance cards are invalid.

7. On the 1st of each month, the HR clerk will distribute all attendance records to all departments so that they can check and make attendance sheets.

8. On the 2nd of each month, each department will submit the attendance sheet which has been reviewed and signed by the highest person in charge of the department together with the attendance record to the Human Resources Department, which will conduct all attendance verification and make salary data.

attendance sheet

1. On the 1st of each month, after receiving the attendance record sent back by the Human Resources Department, each department will make attendance statistics and fill in the attendance sheet with reference to the attendance book;

2. The attendance sheet shall indicate the department, attendance, date (month), names of all personnel, actual shifts and shift times, actual rest days, vacation days and accumulated leave days (the accumulated leave days shall indicate the accumulated leave days in a month, counting days in * * *) and actual attendance days (including rest days); Attendance of each person can occupy two rows of the table, so as to indicate the attendance of each person in more detail;

3. The attendance period of employees is from the 1st of this month to the 31st (3th) of this month.