Personnel recruitment and reporting regulations

If the employing department has recruitment needs, it can fill in the employment application form and submit it to the human resources department according to the number of vacancies and employment requirements. According to the operating conditions of each department and the on-the-job staffing situation, the Human Resources Department selects the best candidates or openly recruits or selects referees from all aspects.

First, the recruitment conditions

educational level

1. Applicants for public relations sales personnel, human resources departments and management personnel must have college degree or above and English level; Those who have 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 or above.

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

(2) Age

Hotel temp: 18-40 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 1.0 or above.

(4) Height: male:1.66m or more; Female: 1.58 meters above.

(5) having a decent ideological style, a clear political calendar and no criminal record.

Two. Employee recruitment procedure

(1) According to the Employment Application Form of each department, the Human Resources Department openly recruits or selects candidates for interviews in each department.

(2) Interview registration

1. The HR supervisor will screen the candidates according to the employment requirements, register those who meet the requirements, and fill in the employment application form.

2. The personnel supervisor should review and evaluate the documents and materials of the applicant and test their languages (Mandarin, Cantonese and English). Applicants are required to submit: original ID card, education certificate, resume and corresponding work permit.

3. The Human Resources Department determines the interview date according to the specific situation, and then informs the applicant and the employing department to conduct the interview. Generally speaking, candidates need to go through two interviews and one test. The levels and steps are as follows:

General staff at or above the department level.

The first interview with the hiring supervisor.

Department Manager/General Manager Re-examination Department Manager/General Manager

The third interview with the head /CEO of human resources department, the head of human resources department

(1) The employing department shall, according to the recommendation of the human resources department, relevant resume materials (recent photo of registration, copy of ID card, academic certificate, professional title certificate and other relevant documents) and job application form, conduct business level test for those who pass the initial test first.

(2) After receiving the examination results and interview opinions from the employing department, the Human Resources Department will notify the proposed employee of this related matter.

(3) The Human Resources Department examines and approves the job application forms of people of different levels, with different examination and approval authority.

(3) Physical examination and registration

Applicants approved by the dean's office meeting 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 household registration is located to apply for the family planning certificate.

Employee entry procedure

Introduce new employees into the existing organizational structure and hotel cultural atmosphere smoothly. The initial stage of employees' employment is usually the most important period. It is in this period that employees form their own work attitudes and habits, laying the foundation for future work efficiency. Introduce your work content, working environment and related colleagues to new employees, eliminate the strangeness of 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 entry formalities at the specified time.

Procedures and processes:

A. Before a new employee joins the company, the Human Resources Department will

1. Fill in the job application form, and the human resources department will conduct the first interview.

2. The second interview shall be conducted by the head of the employing department; The foreman/minister was received and approved by the president.

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

B. the human resources department handles the entry formalities.

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

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

3. Update the relevant information of employee roster.

Flowchart:

Staff mobility and promotion system

Formal employment and promotion system:

1, new employees will become full members after probation.

1) All new employees have a three-month probation period, during which they perform well; Can successfully pass the pre-job training organized by the human resources department; Those who have passed 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) Each department must submit the Employee Change Form, Work Performance Evaluation Form, Employee Self-evaluation Form and Business Training Report Form to the Human Resources Department for review when going through the formalities of becoming a regular employee, which will take effect after being approved by the CEO.

Step 2 promote

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

3, upgrade or jump point promotion:

Employees who have completed their jobs and achieved excellent training results are allowed to be promoted or skipped 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, and 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 CEO.

4, foreman and supervisor promotion:

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

2) Before the official appointment, you must go through a one-month probation period, and you must make remarkable achievements during the probation period and successfully pass various probation examinations before you can officially take up your post.

5. Appointment of the manager:

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

In principle, all employees who require post creation or promotion must work in the original post for more than three months, and all the assessment results must meet the standards, otherwise, they can be hired only after the results of re-entry and make-up exams meet the standards; Employees who violate discipline or neglect their duties shall not be promoted within three months; Employees who are approved for promotion will be on probation in the first three months. If there is any bad performance or violation of discipline during this period, it will be reduced to the original salary level.

6. Employee transfer

Hotels can adjust employees' jobs according to their work needs, and employees can also apply for the mobility between hotel departments according to their own wishes. Employee transfer can be divided into 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 flow of employees between departments in the hotel. After being reviewed by the transfer department, the Personnel Change Form must be filled in, reviewed by the responsible department and submitted to the CEO for approval, and then submitted to the Human Resources Department for filing.

Approval authority for personnel transfer and promotion:

A. The internal transfer and promotion of the hotel department manager shall be reviewed by the Human Resources Department and reported to the hotel administrative director for approval.

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

Promotion flow chart

Degraded system:

1, scope of application:

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

2) Those who repeatedly violate Class A or Class B mistakes in the hotel employee handbook and do not repent.

2, processing 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 a change order.

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 will be allowed to resume his original post after re-evaluation by the department. The department shall report the relevant procedures to the Human Resources Department and the President's Office in the form of a change order, with a detailed explanation.

Employee turnover procedure

1. Resign:

1) If an employee resigns, in principle, he/she should submit a resignation report in writing to his/her department one month in advance and get the approval of the department. Otherwise, the human resources department has the right to refuse.

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 takes effect after being approved by the Human Resources Department and the President's Office in the form of a Change Order.

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

2. Persuade or reject:

Anyone who is dismissed or resigned due to unqualified medical examination, violation of hotel rules and regulations, unsatisfactory working ability or other reasons is not suitable for working in the hotel will be issued by the department, which will list out which regulations of the hotel employees have violated and what penalties they should receive, and clearly explain the reasons for dismissal or dismissal. After being reviewed by the Human Resources Department and approved by the President's Office, the department will go through the resignation procedures according to relevant regulations.

3. dismissal:

Anyone who is dismissed for violating the law or hotel regulations shall be summarized by the department, and the reasons shall be explained in detail, with a decision attached, and sent to the Human Resources Department for review. After being approved by the President's Office, the resignation formalities shall be handled according to relevant regulations. The dismissed employee should go through the resignation formalities in the Human Resources Department within two days, and the security guard will supervise and check to leave the hotel.

4. Resign voluntarily:

1) If an employee leaves 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 the staff wardrobe together with the Security Department and take back all the items issued by the hotel.

5. Check-out procedure:

1) When employees leave the store, they must go to the Human Resources Department to get the resignation approval form after being approved by the department, the Human Resources Department and the President's Office, and complete all the formalities of 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 items to the linen room, which shall be signed 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 staying in the hotel must go through the check-out formalities in 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 shall be signed by the person in charge on duty.

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

6) If the above items are lost, damaged or uniforms have not reached the service life, they will be deducted according to the hotel item distribution management regulations.

7) After the above formalities are completed, you go to the Human Resources Department with the resignation approval form and get back the original health certificate.

8) Salary calculation:

After receiving the approved Resignation Approval Form, employees must send the employee attendance sheet and attendance card signed by the department manager to the Human Resources Department the morning after it takes effect, so as to pay wages (except dismissal and automatic resignation).

The Human Resources Department attached the Employee Resignation Approval Form and the Attendance Sheet to the Salary Payment Sheet and sent it to the Finance Department for processing. Resignation (suspension, dismissal) employees will be paid on the same day.

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 leave voluntarily will not be refunded room and board and will not be paid. If the normal procedures are not followed, the documents submitted at the time of entry 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: Employees who join or leave the company in the current month can settle their wages the next day. The wages of other employees who have left the company must be paid on the monthly salary payment day.

Work and rest and attendance system

check on work attendance

1. The hotel implements an 8.5-hour working system (including meal time). Each department sets the commuting time of each shift according to business needs. Employees must punch in and out of work, and the last two shifts have to punch in four times.

3, the hotel department manager level and above personnel to implement the responsibility system, no need to punch in. The rest of the employees need to punch in and out.

4. Employees do not need to punch in for leave, regular leave, business trip, absenteeism and leave adjustment. Those who are absent from work but have attendance records will be disciplined.

5. Each business department has set up a punch-in office, and the security personnel on duty supervise 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 department head can check attendance twice a month according to the actual situation, and other time cards are invalid.

7. On 1 day of each month, HR clerk will distribute all attendance records to various 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 audited and signed by the top person in charge of the department, together with the attendance records to the Human Resources Department, which will check all attendance and make wage data.

A card that records working hours.

1, 1 Every month, after each department receives the attendance record sent back by the Human Resources Department, it refers to the attendance book, makes attendance statistics of the department and fills in the attendance sheet;

2. The attendance sheet shall indicate the subordinate department, attendance, date (month), name of personnel, actual shifts and frequency of shifts, actual rest days, vacation days and accumulated vacation days (the accumulated vacation days shall indicate the accumulated vacation days in a month, calculated by * * * *) and actual attendance days (including rest days); Everyone's attendance can occupy two rows of the table to show everyone's attendance in more detail;

3. The attendance period of employees is from 1 day of this month to 3 1(30) days of this month.

comment

1. The attendance specialist of each department is responsible for filling, checking and handing in the attendance sheets of all personnel in this department;

2. The attendance sheet of each department shall be reviewed and signed by the watchmaker (attendance specialist) and the highest person in charge of the department, and then submitted to the Human Resources Department for review and signature. The first person in charge of each department is the person in charge of attendance;

3. All shift schedules and attendance sheets should be represented by the symbols specified in the table, and other symbols are invalid;

Attendance discipline

Please carefully check the attendance sheets of all departments and submit them to the Human Resources Department. If any attendance officer is irresponsible, he deliberately makes false attendance registration (such as the phenomenon that the attendance record is inconsistent with the attendance sheet, etc.). ), the economic responsibility of the attendance officer will be investigated (5 yuan will be deducted for each item, and so on), and the department head will be jointly and severally liable. The Human Resources Department will check the attendance of employees in each department based on the attendance results of each department. Those who violate the attendance management regulations will be given the following disciplinary sanctions:

A. Failing to punch in at work or after work: 5 yuan will be fined for every absenteeism, and so on;

B, there is no attendance record at work and work, which is regarded as absenteeism;

C. If an employee who uses password attendance entrusts others to attend attendance or attends attendance on behalf of others, in addition to a written warning, the party concerned shall be investigated for responsibility and fined 100 yuan;

D. Incorrect attendance records: those who are slightly confused will be fined 10-20 yuan, and those who are seriously confused will be fined 50 yuan.

E, employees late/leave early processing method is as follows:

(1) Those who arrive late or leave early within half an hour will be counted as late or leave early, and 5 yuan will be deducted every 5 minutes; Less than 5 minutes will be counted as 5 minutes, and so on; Those who arrive late or leave early for three times (within half an hour each time) are counted as one day of absenteeism;

(2) Being late or leaving early for more than half an hour but less than two hours is counted as absenteeism for half a day;

(3) Being late or leaving early for more than two hours counts as a day of absenteeism.

(4) One and a half days' wages will be deducted for absenteeism for half a day, and a verbal warning will be given; Deduct three days' salary for one day of absenteeism and give a written warning; Deduct six days' salary for two days of absenteeism, and finally give a warning; Three days of absenteeism counts as automatic resignation.

This hotel attendance audit procedure is mainly divided into three steps: department preliminary examination, human resources department audit and finance department spot check.

Reward and punishment system

1, exceptional

Reward is a kind of incentive means, which aims at encouraging the rewarded employees to keep their exemplary behavior by commending their good performance, becoming an example for all employees, promoting their self-development and continuous improvement, educating and urging employees to follow their example, pursuing progress and working hard, and playing an active role in boosting morale.

☆ Rewards are divided into:

Oral or informed praise, awarding honorary titles, issuing certificates, bonuses, promotions, special salary increases, etc.

Anyone who meets the following conditions will be commended by the company as appropriate (if the employee is still within the warning period, the warning punishment can be revoked), which will be recorded in the personal file and included in the evaluation and assessment basis such as employee promotion.

1. It is difficult to find money;

2. Outstanding employees selected by the company;

3 put forward reasonable suggestions, and achieved remarkable results after implementation;

4. Have made remarkable achievements in strictly controlling costs and saving expenses;

5. Having made significant contributions to the reform of company management and the improvement of service quality;

6. Protect the company's property and the lives of guests, and be brave;

7. Participate in various competitions on behalf of the company and win prizes for the company;

8. Provide quality service, work actively and enthusiastically, and are often praised by guests;

9. Find hidden dangers of accidents and take timely measures to prevent major accidents;

10. Establish a good image of the company and create a good social impact in foreign reception.

Step 2 punish

Punishment is a disciplinary measure used by the company to correct employees' disciplinary behavior. The implementation of punishment is based on the principle of being responsible for employees, insisting on the combination of punishment and education, being serious and prudent, and seeking truth from facts; Punishment should be gradual, giving employees a chance to correct themselves. Punishment is divided into verbal criticism, verbal warning, written warning, final warning, dismissal and dismissal.

Oral criticism: employees who make the following mistakes for the first time and have a good attitude of admitting mistakes will be verbally criticized. This warning is valid for three months, and three verbal criticisms can accumulate one verbal warning.

1) doze off on duty.

2) Smoking in the non-smoking area.

3) It does not meet the requirements of gfd.

4) Failing to wear nameplate or work permit as required.

5) Not wearing neat uniforms as required when on duty.

6) Use the company telephone to handle private affairs when on duty.

7) In general, the work is not reported according to the organizational structure.

8) change the wardrobe without permission.

9) Being rude and not greeting the boss, colleagues or guests.

10) Don't use the prescribed employee passage, and you need to enter the guest room for non-work.

Verbal warning (Grade A fault): Employees who commit Grade A fault for the first time or repeatedly violate the provisions of oral criticism will be given verbal warning and recorded. This warning is valid for six months. After three verbal warnings, a written warning will be accumulated, and a financial penalty of 5-20 yuan will be imposed.

1, don't wear a badge to work.

2. Quarrel with colleagues during duty.

3. Non-work relationship is too close to the guests.

4. Wearing or carrying a uniform without approval.

5. Disobeying the reasonable instructions of the supervisor or superior.

6. Store the company guests' belongings in the locker.

7. The damage of the company's articles within the scope of work was not reported in time.

8. Go through colleagues' files and articles at will without permission.

9. Within the scope of work, the company did not take measures to cause energy losses such as water, electricity and gas.

10, spitting, littering cigarette butts, scraps of paper, sundries, peels, etc. Or damage hygiene and cleanliness.

1 1. Give out any keys in the company without permission (give verbal warning according to the seriousness of the case until you are dismissed immediately).

12. Take relatives and friends into or visit the office area and business area of the company without permission (except for consumption).

13, misbehaving, smirking, talking loudly, whistling, chasing and slapping, sneaking around, etc.

14. Failure to report or stop the violation of company regulations (verbal warning will be given according to the seriousness of the case until immediate dismissal).

15, defacing public property such as scribbling on the company's equipment, walls, tables and chairs (verbal warning will be given according to the seriousness of the case until immediate dismissal).

Written warning (Grade B fault): If an employee commits Grade B fault for the first time, he will be given a written warning and put on record, and three written warnings will be counted as a final warning. This warning is valid for six months and will be subject to financial penalty of 20-50 yuan.

1) refused the routine inspection by the company's authorized person.

2) Noisy, abusive and even affect the company's peace.

3) Drinking in the staff dormitory and bringing outsiders into the dormitory without permission.

4) AWOL during working hours without serious consequences.

5) The written data or computer data such as invoices and document forms are lost.

6) Stealing food from guests, drinking or going to work after drinking during working hours.

7) Change the shift, rest or rest time without authorization.

8) Selling or promoting goods in various forms within the company without approval.

9) Unauthorized use of special facilities, equipment and articles for guests.

10) Violation of post responsibilities, working procedures and all operating specifications causes damage.

1 1) vandalized uniforms (compensated according to the price) and misappropriated company articles at will.

12) violates the company's safety regulations or management regulations, but has not caused serious consequences.

13) Bad attitude towards colleagues, quarreling with colleagues; Threaten, intimidate or coerce colleagues.

14) Unauthorized entry into guest rooms or other restricted areas of the company (except the work scope).

15) did not truthfully reflect the resume, contact information, address, marriage and other conditions and changes.

16) dealing with work problems beyond authority, deliberately being negative or stopping work or using company resources to do private affairs.

17) Damage or loss of company or guest's property, disclosure of company secrets, but no serious consequences.

18) Cooking food for yourself or others or taking or stealing kitchen food in the company or kitchen without approval.

19) Posting publicity materials, altering the company logo, moving the company's articles, and destroying the staff bulletin board without approval.

20) AWOL or wandering in other departments, wearing uniforms, smoking in front of guests, public places or non-smoking areas.

The above faults shall be given a written warning according to the seriousness of the case until they are dismissed immediately.

Final warning (Grade C fault): Employees who commit Grade C fault for the first time will be given a final warning and recorded. This warning is valid for 12 months. If you violate any labor laws or company regulations during this period, you will be dismissed or expelled immediately according to the seriousness of the case, and you will be fined 50- 100 yuan.

1) absenteeism for no reason.

2) Do not obey the correct command of the boss.

3) Dereliction of duty, causing losses to the company.

4) provoke a fight or incite or participate in internal quarrels.

5) Gambling or gambling in disguised form in the staff dormitory or company.

6) Without approval, conduct any form of fundraising within the company.

7) Providing false information or reports, causing the boss to make mistakes in his work.

8) Be rude to the guests, argue with them, and cause them to complain.

9) withdrawn or willful, unable to cooperate with colleagues.

10) gossip, slander others and damage the reputation of the company or colleagues.

1 1) failed to report or deliberately concealed the serious disciplinary actions of other employees.

12) display or disseminate obscene articles, photos or publications in the company.

13) violates post responsibilities, working procedures and all operating specifications, causing serious damage.

14) exchange foreign currency with guests without permission.

15) Alter company official documents or important records without authorization.

The above faults will be given a final warning according to the seriousness of the case until they are dismissed immediately.

Dismissal: For extremely serious violations, the dismissed employees will not be paid any salary or other regulations will be implemented depending on the circumstances, except for the accountability according to the seriousness of the case.

1) was tried for violating any criminal law of the country.

2) Concealing or concealing criminal acts.

3) Embezzlement of company property or guest property.

4) Other circumstances in which the government stipulates the termination of labor relations.

5) Destroy the property of the company and colleagues in any way.

6) Absence from work for three days or more than four days per month.

7) Abuse of authority, graft, graft.

8) Violation of fire control or safety rules, resulting in fire or other dangerous situations.

9) Deliberately violating or ignoring the reasonable instructions issued by the company or the boss.

10) stealing, gambling in the company, taking drugs or selling contraband.

1 1) Have any part-time work during working hours without the written approval of the company.

12) introducing or soliciting prostitutes, rummaging through guests' property privately, forging documents with the intention of fraud.

13) violates post responsibilities, working procedures and various operating specifications, causing great damage.

14) disclose all kinds of documents, materials, data or information identified as trade secrets by the management of the company.

15) Deliberately ask guests to evade payment, extort tips or other property, insult or beat colleagues or guests.

16) carry or collect all contraband (such as guns, drugs, explosives, flammable materials, obscene publications, etc. ).

17) Steal, alter, tamper with or destroy relevant vouchers, original records, documents or data by illegal means to achieve personal purposes.

2. The above penalties are not all inclusive. If the employee has any negligence beyond the above provisions, the company can classify it into the above negligence clause according to the principle of proximity.

1, approval authority and procedures

If the employees of each department have the above reward conditions, the department will report the advanced deeds to the Human Resources Department for praise and reward as required.

Employees of all departments have the above-mentioned violations in their work. Before giving disciplinary action, the immediate superior should talk to the employee who violates the discipline and point out the mistakes made by the employee and the negative impact on the company.

All kinds of trouble tickets must be approved by the department manager and reported to the human resources department for the record;

The trouble ticket is valid after being signed by the parties concerned or relevant witnesses. If the employee refuses to sign, it must be proved by a witness.

When security guards and supervisors perform their duties, they find that employees have violated discipline, report the investigation and handling directly to the department manager, and feed back the results to the Human Resources Department within two days.

Anyone who is dismissed due to negligence must be reviewed by the human resources department and reported to the CEO for approval.

2. Employee complaints

If an employee disagrees with the disciplinary action, he can lodge a complaint with the Human Resources Department in person or in writing within seven days from the date of disciplinary action, and the Human Resources Department will decide whether to accept the disciplinary action according to the reasons for the complaint.

If employees refuse to accept or accept complaints, they can appeal to the CEO in person or in writing, and the CEO will handle them according to the decision made by the Human Resources Department.

The CEO's final decision on this matter is the final decision on behalf of the company.

Three, the need to impose compensation and fines, fines will be handed over to the financial sector.

4. Employees who have not violated discipline within three months after being verbally warned, six months after being warned in writing, and twelve months after being finally warned are allowed to revoke the corresponding disciplinary action; Punishment can also be revoked in advance according to employees' improved performance.

Flowchart: