What are the requirements for hotel recruitment management?

The hotel staff recruitment management system is summarized as follows:

I. Purpose of recruitment

To improve the employment management of the company's employees, we should not only meet the company's employment needs, but also reasonably control the staffing scale, so as to grasp the employment situation of the centers and departments of the company's personnel administration department.

Second, the recruitment principle

1. The personnel administration department of the company is responsible for the batch recruitment of employees in various stores and the recruitment and selection of employees in management positions. The person in charge of each department has the right to recommend people; Employees with technical posts of foot health therapists and aromatherapy therapists are employed, and the technical director of the store exercises the right of technical appraisal; The employment of other management positions (above the director level) shall be assessed by the general manager; In order to broaden the recruitment channels, each store exercises the right of casual recruitment of ordinary employees (waiters, greeters, security guards and cleaners) authorized by the company's personnel administration department. The number of sporadic recruits in each store shall not exceed the approved staffing, and the excess shall be reported to the personnel administration manager of the company for approval. According to the staffing situation of each store, the personnel administration manager coordinates and arranges sporadic employees to take up their posts.

2. Advocate mass public recruitment of employees from the society, or be recommended by internal employees. After the internal referees are approved to be employed, they will be assigned to branches with shortage of staff according to business needs;

3. When recruiting, we should follow the principle of excellent quality and moral character, and choose the best; Recruiters should be serious, enthusiastic and gentle, be good at asking questions, and set different questions and answers for different positions. Conduct various questions and exams according to the qualification requirements of job application to ensure effective recruitment;

4. Personnel recruitment can only be formally employed after interview (or written examination) and departmental trial, and management at director level and above can only be employed after personal interview by the general manager of the company;

5. Anyone who has the following circumstances shall not be employed:

(1)1under 6 years old;

(2) Causing adverse effects in society;

(3) being investigated for criminal responsibility by judicial organs;

(four) other personnel who do not meet the enterprise standards;

6. Formal employees engaged in management and business work generally must meet the following conditions:

(1) technical secondary school or above;

(2) More than 2 years relevant working experience;

(3) the age is generally under 40 years old, and under special circumstances it is not more than 45 years old.

Three. Responsibilities of recruitment

1. Responsibilities of the Personnel Administration Department of the management company:

1. 1 The HR & Administration Department checks whether the number of recruitment demand applications put forward by stores and other departments of the management company is within the establishment according to the establishment plan. The application for employment due to business expansion shall be approved by the general manager of the company;

1.2 After determining the number of recruits, the personnel administration department will select the recruitment method that meets the needs of enterprises according to the needs of employers;

1.3 Manage the personnel administration department of the company, control the overall employment demand of the enterprise according to the overall development and expansion strategic plan of the enterprise, reasonably regulate and control the personnel reserve plan, and reasonably balance and coordinate the number of personnel reserves according to the operating facilities and post conditions except the establishment of stores and departments;

1.4 the manager of the personnel administration department applies for the recruitment budget and expenses;

1.5 Publish the basic qualification requirements for recruitment positions and refer to the recruitment qualification standards for staff; Responsible for the investigation of background information of employees in important positions to ensure the accuracy of background information of employees;

1.6 The personnel administration manager of the company needs to go to the site to conduct a preliminary interview with the candidates, fill in and receive the recruitment registration form on the spot;

1.8 The personnel administration manager or authorized human resources commissioner shall be responsible for the relevant employment work, including: copying identity documents, arranging specific company dates and related receptions, arranging dormitories, training arrangements, batch recruitment, assignment, probation period, signing contracts, etc.

1.9 Be responsible for the recruitment and salary fixing of grass-roots employees, and cooperate with the general manager and managers of relevant departments to manage employees in posts and high-tech positions according to salary policies and standards.

1. 10 is responsible for guiding stores to establish and improve employees' electronic files and text files. Responsible for establishing, saving and managing the text files of company employees, as well as the electronic files of shops and management companies (all employees);

1. 1 1 Responsible for regularly checking the follow-up, processing and feedback of the heads of various centers and departments on the implementation of the probation management system for new employees;

2. Responsibilities of other departments of the management company:

2. 1 reasonably determine the employment needs of employees according to the work needs and department establishment;

2.2 Responsible for assisting the personnel administration department to determine the qualification requirements for employee employment according to the nature of employees' work;

2.3 Responsible for cooperating with the Personnel Administration Department in the selection, interview and written examination of middle-level managers in the center and the department;

2.4 cooperate with the personnel administration department to improve the employment information and files of employees, and send the electronic files to the personnel administration department for the record;

2.5 Be responsible for feeding back the trial operation of management posts and high-tech post employees before the probation period to the Personnel Administration Department;

3. The responsibility of the mall:

3. 1 All departments in the store strictly follow the approved staffing, and in June and July each year, the resident manager submits a written application for supplementary recruitment to the personnel administration department of the company, indicating the required positions and the required number of personnel;

3.2 Under the authorization of the personnel administration department of the company, the operating store will recruit employees to supplement the lost positions such as waiters, foot health workers, aromatherapists, greeters, security guards and cleaners within the establishment scope of the store; Or according to the instructions of the company's personnel administration department, assist the personnel administration department to recruit ordinary employees for the needs of the company's development and strategic planning;

3.3 Under the guidance of the store manager, the in-store human resources specialist writes and posts the open recruitment advertisement of the store; The advertising content should be sent to the personnel administration department of the company to check whether the recruitment plan is overstaffed and ensure the professional level of the recruitment advertisement;

3.4 Cooperate with the Personnel Administration Department to improve the employment information and files of employees, and submit the text and electronic files to the Personnel Administration Department for filing;

3.5 HR personnel in the store shall be recruited according to the recruitment procedures and standards formulated by the company (see relevant procedures and standards).

3.6 Be responsible for feeding back the trial operation of management posts and high-tech post employees before the probation period to the Personnel Administration Department;

4. The responsibilities of the finance department:

4. 1 Responsible for reviewing the budget expense plan and providing relevant expenses in the budget after approval;

4.2 Be responsible for the financial filing of salary and welfare standards for new employees;

Fourth, the batch recruitment process

1. Batch recruitment process:

1. 1 Make a batch recruitment plan and determine the number of batch recruits: According to the overall development strategic plan of the company, it is expected that there will be employment demand in that year; According to the company's staffing and employee turnover rate, determine the number of employees who need to be supplemented due to job mobility.

1.2 Apply for recruitment expenses and draw up a recruitment plan: HR & Administration Department will report the recruitment plan and expense budget application to General Manager; After the approval of the general manager, the personnel administration department organizes the recruitment work.

1.3 Develop recruitment channels;

1.4 recruitment;

1.5 new employee training;

1.6 input processing and distribution;

1.7 signing a labor agreement: after the employee's internship, the personnel administration department of the company will organize to sign a formal labor contract with the employee.

2. Sporadic recruitment process:

2. 1 Submission and review of employment demand: the branch/department submits sporadic employment demand, and the personnel administration department of the company reviews it according to its established staffing.

2.2 Recruitment implementation: release recruitment information, select recruitment methods and conduct on-site interviews.

2.3 Employee probation: Employees who are recruited sporadically (including managers, technical post employees and ordinary employees) will be assigned to corresponding positions for probation after passing the interview. Probation period: 10 days for managers, technicians and employees of the head office, and 7 days for grass-roots employees of other departments; Provisions on treatment during probation period: salary during probation period shall be paid on a daily basis, and 20 yuan shall be paid to managers and technical post employees every day, and ordinary employees 10 yuan.

2.4 On-the-job processing and distribution: After the probation period is qualified, the employees will go through formal formalities. The personnel administration department of the company interviews and recruits employees, and goes through the entry procedures in the company's human resources; All managers and technical post employees go through the entry formalities in the human resources department of the company; Ordinary employees who are interviewed and recruited by the branch office shall go through the entry formalities at the branch office. On-the-job distribution, in principle, is arranged in the probation position, but it can also be distributed according to business needs.

2.5 Purpose of employee probation: This stage is a two-way selection period, and both employees and the company can terminate the labor relationship for any reason; The direct supervisor of the post should have at least two separate communication and discussions with the employees to fully understand the employees; The immediate supervisor of this position should strictly check and observe the work of employees. If there are any inapplicable factors, you should immediately report them to the personnel administration department and apply for transfer, so as to avoid putting them forward after the probation period.

2.6 Signing labor agreement: After the probation period (internship period) of employees, the personnel administration department of the company will organize to sign a formal labor contract with employees.

Verb (abbreviation of verb) provides for various work arrangements during employees' employment:

1. According to the position that employees apply for, the recruitment leaders of the personnel administration department and all branches and departments must require employees to provide and show the original and photocopy of their identity documents, take two one-inch bareheaded recent photos, and fill in the application registration form and other materials. Determine whether employees need accommodation, and if so, coordinate and solve it before employees join the company.

2. Before the probation period, the employees to be hired should understand and sign the Instructions for Post Work, the Company's Related Welfare Policies, the Company's Staff Daily Management System, the Employee gfd and Code of Conduct, the Regulations on the Management of Rewards and Punishment, and the Regulations on Rewards and Punishment.

3. From the beginning of the probation period to the end of the probation period, the heads of branches and departments shall designate their post trainers and direct supervisors. The personnel administration department orders the post trainer and the post direct supervisor to perform the corresponding tasks;

4. The job of the post trainer: responsible for guiding employees with accommodation needs to the dormitories and beds arranged for them, and assisting them in sorting out their personal daily necessities; Responsible for the meal arrangement three days before the probation period; Responsible for the training and assessment of new employees' job instructions one-on-one; Responsible for answering questions raised by new employees and related communication; Responsible for supervising new employees to learn the rules and regulations of the company's personnel administration department; Responsible for responding to the feedback of new employees' work status to their superiors in time; Be responsible for the introduction and training of post basic work.

5. The work task of the direct supervisor of this position: to have an encouraging conversation with employees within 3-5 days during the probation period to help employees adapt to the working environment; During the probation period, employees should be given material rewards or spiritual rewards according to their outstanding performance to recognize their progress and help them build their confidence in work; Take the initiative to communicate and talk with him more than 3 times a month, and follow up the work of the employee and his post trainer; Cooperate with the employee's job trainer to prepare the probation performance evaluation report, and file it after being confirmed by the employee; Every Monday 12: 00, check with the personnel administration department about employee changes.

6. The personnel administration department of the company shall perform the following tasks: randomly check whether the work arrangement of new employees is implemented in accordance with relevant regulations, handle any abnormality in time, and summarize and report the problems found and the handling results at the weekly administrative meeting; Supervise and spot check the manager's performance evaluation report on employees, issue the overall work evaluation report, and report to the president's office; In the process of work inspection, those who perform well and violate the regulations must be encouraged in accordance with the reward and punishment system; Report employee change information statistics and problem analysis report before the regular administrative meeting every Monday; Responsible for signing employment contracts with employees who have passed the internship period (internship).