嘉盛酒店SOP体系人力资源管理制度和程序

1、人力资源管理制度StandardOperatingProceduresHumanResources人力资源部操作程序PolicyNo.Subject政策编主题HR-01ManpowerAdministration人员预算管理HR-02ClassificationofEmployment职位分类HR-03RecruitmentPolicy招聘政策HR-04EmploymentProcedure入职程序HR-05NewEmployeeOrientation入职培训HR-06ConfirmationofProbation试用期转正HR-07Promotion&Transfer晋升和调职HR-08Se

2、paration员工离职手续HR-09HR-10AbsenteeismHR-11HR-12HR-13HR-14HR-15HR-16HR-17HR-18HR-19SalaryPayment工资支付EmployeeAttendance&SalaryDeductionon员工考勤及工资减扣WorkingHours&DutyRoster工作时间及排班SalaryAdministration工资管理Leave休假OvertimeCompensation加班补休MedicalBenefits&Consultation医疗福利及就诊程序DutyMealinStaffCanteen员工餐厅工作餐Grievan

3、ceProcedure员工投诉程序DisciplinaryProcedure纪律处分程序EmployeeBirthdayParty员工生日会HR-20NameTag名牌HR-21GroomingStandard仪容仪表标准HR-22CompensationtoDamages破损赔偿HR-23WorkingInjury工伤HR-24EmployeeNotice员工公告HR-25StaffExit员工通道HR-26GuestRoomExperience客房体验程序HR-27HotelTrainingClub酒店培训俱乐部HR-28LanguageTest&Allowance语言考试及津贴HR-29

4、MonthlyTrainingPlan月度培训计划HR-30LocalStaffBenefitsChart本地员工福利表HR-31OnthePropertyTraining酒店培训HR-32InternalCrossTraining店内交叉培训HR-33HotelSponsoredTraining酒店资助的培训HR-34StaffLocker员工更衣柜HR-35Trainees&CasualLabor培训生及临时工HR-36PerformanceReview员工工作评估STANDARDOPERATINGPROCEDURESSubject:ManpowerAdministrationEffect

5、iveDate:Oct.01,2003人员预算管理PolicyNo:HR-01Issuedby:HRDirectorPage:1Approvedby:GeneralManagerDistribution:SeniorExecutiveCommitteeDepartmentHeadsA&BAllEmployeesObjective目的ThepurposeofthispolicyistoestablishguidelinesfordeterminingandcontrollingannualheadcountrequirementsfortheHotel.此政策鉴于更好的控制年度人员预算符合酒店的

6、正常运作。PolicyStatement政策说明ItisthepolicyofGoodwinHoteltoreviewandapproveheadcountbudgetannuallyforeachdepartmentthatwouldrepresentthemaximumstaffingestablishmentthatmaybebroughtonboardeachyear.Exceptinextremecases,requisitionsforadditionalheadcountarenormallydisapproved.嘉盛酒店政策规定：各部门总监或经理每年应对本部门的人员编制和预算

7、进行复查，修改并确认每年的最高人员预算。年度预算被批准后，除特殊原因，要求增加的人员一般是不予批准的。Procedures程序1. Aspartoftheannualbudget,allDepartmentsHeadsshallproposetheirmanpowerbudgetfortheforthcomingyearinSeptemberfortheirDivisionHeadsendorsementwithelaboratedjustificationofthemanpowerchanges,ifthereisany.作为年度预算的一部分，所有部门经理应在每年的九月份准备来年的人员预算。

8、如有任何变动，各部门都应解释说明呈报审批。2. ThemanpowerbudgetsshallthenbestudiedbytheHumanResourcesDirector,afterwhichallmanpowerbudgetswillbecompiledandsubmittedtotheGeneralManagerforapproval.各部门的人员预算由人力资源部审核后报总经理审批。3. FinalapprovalwillbesoughtfromtheGeneralManagerandOwnersbeforebudgetsbecomeseffective.所有人员预算在实施前必须获得总

9、经理和业主的批准。4. DepartmentHeadswhowishtoincreasethedepartmentalauthorizedheadcountrequirementduringtheyearshallseekapprovalfromGeneralManagerandFinancialControllerviatheHumanResourcesDirector.JustificationfortheadditionalheadcountisrequiredandapprovedbytheOwners如果部门经理希望在本年度内增加部门的人员编制必须经总经理，财务总监和人力资源的审批。

10、增加的人员和具体说明应获得业主的批准。STANDARDOPERATINGPROCEDURESSubject:ClassificationofEmploymentEffectiveDate:Oct.01,职位分类PolicyNo.:HR-02Issuedby:HRDirectorPage:5Approvedby:GeneralManagerDistribution:SeniorExecutiveCommitteeDepartmentHeadsA&BAllEmployeesObjective目的Thepurposeofthepolicyaimstodefinethetermsandconditio

11、nsofworkandemploymentbenefitsentitlementsforthedifferentgradesandcategoriesofemployees.这项政策的目的在于根据不同的级别和范畴区分工作情况和员工福利。PolicyStatement政策说明ItisthepolicyoftheGoodwinHoteltodefineandclassifythegradesandcategoriesofouremployeesintoSeniorExecutiveCommittee,DepartmentHeads,SupervisorsandGeneralEmployeesand

12、Expatriateandlocalemployeesrespectively.嘉盛酒店规定：限定和区分员工的级别和种类，分为高级行政委员会，部门经理，主管普通员工和本地员工。Procedures程序1. Thereare5gradesofEmployees:员工级别有5种：1.1. SeniorExecutiveCommittee-SE高级行政人员1.2. DepartmentHeadA-AA级部门经理1.3. DepartmentHeadB-BB级部门经理1.4. SeniorSupervisor&Supervisor-SS高级主管&管1.5. GeneralEmployeeGrade1a

13、nd2-G1/G2普通员工一级和二级1.6. Trainee&CasualLabor-C培训生&临时工PleaserefertoManningGuidefordifferentgradesofEmployees.请查阅不同级别员工人员配备指南。2. Thereare4categoriesofemployees:4种类别员工.OverseasExpatriatesOverseasPackageEmployeeswhoarerecruitedfromoverseas外籍员工-定居海外在海外招聘的员工.OverseasExpatriatesLocalPackageOverseasEmployeesh

14、iredonalocalpackage.外籍员工一当地居住在本地招聘的外籍员工.LocalEmployee本地员工Employeeswhoarelocalpeoplehavinglongstaywithinthecityconcerned.此类员工是在相关城市长期居住的本地人。.LocalExpatriateEmployeeswhoareChinesenationalshiredfromoutsideofcitywheretheHotelislocated.此类员工是在当地酒店工作的具有中国国籍的其它城市的人。HotelHumanResourcePositionPolicy人力资源职位政策Le

15、velSEGeneralManager,总经理ResidentManager,驻店经理DeputyGeneralManager,副总经理Asst.toGeneralManager总经理助理FinancialController财务总监LevelADirectorofRooms(A1),房务总监(A1)HumanResourcesDirector(A1),人力资源总监(A1)DirectorofSales&Marketing(A1),市场营销总监(A1)DirectorofF&B(A1),餐饮总监(A1)DirectorofEngineering(A1),工程总监(A1)DeputyFinanc

16、ialController(A2)财务副总监(A2)LevelB1ChiefAccountant总会计师Food&BeverageManager,餐饮部经理ExecutiveChef,行政总厨EDPManager,电脑部经理PurchasingManager,采购经理HumanResourcesManager,人事经理TrainingManager,培训经理DirectorOfSales销售总监FrontOfficeManager,前厅部经理ExecutiveHousekeeper,行政管家SecurityManager.保安部经理Level“B2”ExecutiveAssistant,行政助

17、理CreditManager,信贷经理CostController,成本控制经理Asst.PurchasingManager采购部副经理Asst.ChiefEngineer,行政副厨SalesManager,销售经理PRManager,公关经理F&BOutletManager(BeverageManager,CafeManager,ChineseRestaurant,BanquetManager),餐饮部营业部门经理(酒吧经理，西餐厅经理，中餐厅经理，宴会经理)，CateringManager,餐饮经理ChiefStewarding,管事部经理OutletChef(WesternKitchen

18、Chef,SousChef,PastryChef,ChineseKitchenChef),营业部门厨师(西厨房厨师长，副厨师长，饼房厨师长，中厨房厨师长)，Asst.F/OManager,前厅部副经理Asst.F/OGSM,宾客服务经理ChiefConcierge,礼宾部经理Asst.ExecutiveHousekeeper,行政管家助理LaundryManager,洗衣房经理HealthClubManager康乐部经理Asst.SecurityManager,保安部副经理LevelSSEngineeringDutyManager(SS),工程部值班经理SousChef(SS),西厨房副厨师长

19、HROfficer,TrainingOfficer(SS),人事官员，培训官员GSM-ServiceCenter(SS),宾客服务经理服务中心Asst.PastryChef(SS),饼房副厨师长SecurityDutyManager(SS),保安部值班经理StaffCanteenSupervisor(SS),员工餐厅主管LevelS(Accountableforthequalityofallworkperformedwithintheirareaofresponsibility,includingmanagementShiftLeader,)(责任所在区域的所有工作表现及质量，包括管理领班)T

20、ranslator(S),翻译SecretarytoExecutiveCommitteeMember/LevelA(S),行政委员会成员秘书LevelG1PayrollMaster(S),工资员A/P,A/RSupervisor(S),应付/应收主管EDPAssistant(S),电脑部助理PurchasingOfficer(S),采购官员IncomeAudit(S),收益审计CashierSupervisor(S),收银主管EngineeringSectionSupervisor(S),工程部区域主管Doctor(S),医生StaffCanteenChef(S),员工餐厅厨师长PRAssis

21、tant(S),公关部助理SalesExecutive(S),销售助理ReservationSupervisor(S),预订部主管F&BSecretary(S),餐饮部秘书F&BOutletSupervisor(S),餐饮部各餐厅主管StewardingSupervisor(S),管事部主管ChefDePartie(S),厨房主管FrontDeskSupervisor(S),GSOSupervisor(S),服务主管ClubFloorSupervisor(S),行政楼层主管BellSectionSupervisor(S),行李房主管HousekeepingSupervisor(FloorSup

22、ervisor,LaundrySupervisor,(S),客房部主管(楼层主管，公共区域主管，洗衣房主管，布草制服房主管)前台主管，宾客SecuritySupervisor(S),GeneralCashier(S),保安部主管，总出纳PASupervisor,U&LSupervisor)(Possessspecializedskillsand/ortradequalifications)拥有专业技能和行业认证PurchasingAssistant采购助理Asst.IncomeAudit收益审计助理NightAudit夜间审计EngineeringSeniorSkilledWorker工程部高

23、级技工Storekeeper,库管员TrainingAssistant培训助理HygieneOfficer卫生官员CanteenSeniorCook,员工餐厅高级厨师SalesCoordinator,销售联络员Artist美工ReservationClerk预定员F&BOutletCaptain餐饮部各营业部门领班F&BHostess餐饮部领位Butcher肉案厨师GSO-Reception前台接待PABXOperator总机接线员GSO-Lobby,WelcomeOfficer大堂门迎Driver司机BellCaptain行李房领班LevelG2(Basicmanualdutiesacros

24、sallworkareas)所有工作区域的基本工作职责DepartmentClerk,各部门文员Cashier收银员EngineeringBasicSkilledWorker工程部普通技工StaffCanteenCook员工餐厅厨师F&BServiceAttendant餐饮部服务员Butler贴身管家Bartender吧员CommisChef(qualified)厨师助手(有资格的)Bakers面点师F&BKitchenCook餐饮部厨师KitchenArtist厨房冷盘雕花Bellman行李生OrderTaker点单员FloorRoomAttendant楼层服务员HealthClubAtte

25、ndant康乐部服务员GuestLaundryChecker客衣检查员Tailor裁缝SecurityGuard保安Gardener园丁BoilerAttendant锅炉工PoutaryPreparation粗力口工F&BKitchenHelp餐饮部厨房帮工PAAttendant公卫服务员WindowCleaner门窗清洁员Steward管事员Timekeeper打卡员VegetableCleaner蔬菜清洗员CafeteriaAttendant,员工餐厅服务员LaundryAttendant(Washer,Presser,etc.)洗衣房服务员LinenRoomAttendant,布草房服务

26、员PantryHelper餐具室助手STANDARDOPERATINGPROCEDURESSubject:RecruitmentPolicyEffectiveDate:Oct.01,2003招聘制度PolicyNo.:HR-03Issuedby:HRDirectorPage:7Approvedby:GeneralManagerDistribution:SeniorExecutiveCommitteeDepartmentHeadsA&BAllEmployeesObjective目的Toclearlyestablishthecontrolparametersassociatedwiththeeff

27、ectiveplanningandrecruitmentofmanpowerforthebestutilizationofHotel.对与人力计划及招聘相关的各项控制细则作出明确规定，从而达到酒店对人力的最佳利用。PolicyStatement政策说明ItisthepolicyoftheGoodwinHoteltoclearlyoutlinetheprocedurespertinenttotherecruitmentandemploymentofpersonnelwithintheHotel.嘉盛酒店政策规定：对与酒店员工招聘及雇佣有关的所有程序应进行明确说明。Theapprovedmanni

28、ngguideistobestrictlyadheredto.NopositioncanbephysicallyfilledwithoutanapprovedaPersonnelRequisitionForm”.严格遵守已获得批准的人员配备指南。在人员请雇单未获批准前，不得对任何职位空缺进行补充。Selectionsshouldbebasedonqualifications,experienceandskillasspecifiedintheapprovedpersonnelspecifications.对人员的选择应基于获准的人员请雇单上所列各项资历、经验及技能要求。Promotionsho

29、uldbefromwithintheHotelwheneverpossible.升职应尽可能首先考虑酒店内部员工。UponapprovaloftheGeneralManager,theHumanResourcesDirectorshallberesponsiblefortheformulation,executionandrevisionoftheHumanResourcesStandardOperatingProceduresfortherecruitmentandemploymentofallemployees.总经理批准后，人力资源总监负责对与酒店员工招聘及雇佣相关的人力资源标准运行程序

30、进行寿命、执行和修改。Procedures程序1. ReplacementofEmployees人员更换Asvacanciesarise,theDepartmentHeadconcernedhastocompleteandsubmitaPersonnelRequisitionFormtotheirrespectiveDivisionHeadforapprovalandforwardtotheHumanResourcesDirector.TheHumanResourcesDirectorwillthenvalidatetherequestandforwardthePersonnelRequisi

31、tionFormtoGeneralManagerforapproval.UponreceiptoftheapprovedPersonnelRequisitionForm,theHumanResourcesDirector/PersonnelManagerwilltakeactiontofillinthevacancyandprovidefeedbacktotheDepartmentHeadconcernedbyreturningacopyoftheapprovedPersonnelRequisitionForm.出现空缺后，相关部门经理须填写人员请雇单并由其部门总监审批后转给人力资源总监。人力

32、资源总监审批后将人员请雇单转至总经理处。人力资源总监/人事经理收到由总经理批准的人员请雇单后，进行人员招聘补充空缺并将获准的人员请雇单的复印件反馈相关部门。2. AdditionalEmployees追力口员工Underspecialcircumstances,itmaybenecessarytorecruitadditionalresourcesnotbudgetedfor.Inthisinstance,theDepartmentHeadconcernedhastosubmitthePersonnelRequisitionFormwithwrittenjustificationtotheir

33、DivisionHeadforendorsementandforwardtotheHumanResourcesDirector.TheHumanResourcesDirectorwillreviewtherequestwiththeDivisionHead,makeappropriateremarksandforwardtotheFinancialControllerandGeneralManagerforapproval.Onceapprovalisgiven,theHumanResourcesDirectorwilltakenecessaryactiontofillthevacancy.特

34、殊情况下，会有必要招聘预算外的员工。此时，相关部门经理须将人员请雇单连同一份书面说明递交部门总监进行批示后转至人力资源总监。人力资源总监与部门总监就其申请进行研究后，作出必要说明转交财务总监及总经理审批。审批通过后，人力资源总监将采取必要行动填补空缺。3. FillingofVacancies填补空缺TheHumanResourcesDirectorshouldensurethatthefollowingprioritywillbegiveninfillingvacancies:人力资源总监在填补空缺时，应首先考虑以下因素：existingemployeesoftheHotel酒店现有员工qu

35、alifiedEmployeeswithintheHotelwhoapplyfortransfer酒店内部申请调职且符合要求的员工qualifiedapplicantswhoarereferredbyexistingEmployees酒店员工推荐的合格人选externalapplicants店外申请人4. ExternalRecruitmentHiringProcedures外部招聘雇佣程序EmploymentApplicationForm求职申请表ExternalapplicantsarerequiredtocompletetheEmploymentApplicationFormdetail

36、ingtheirpersonaldata,academicqualifications,employmentrecordsandwithonerecentphotographattached.IssuingandreturningofApplicationFormsaretobecentralizedandforwardedtotheHumanResourcesOffice.ApplicationsreturnedthroughotherDepartmentHeadsorEmployeesshallbesenttoHumanResourcesOfficedirectlyinstrictconf

37、idencewithoutputtinganycommentsthatcouldpossiblyleadtoabiasedconclusionontheapplicant.店外申请人须在求职申请表上详细填写其个人信息、资历、工作经历并附一张本人近照。发放及收转求职申请表应由人力资源部负责。经由其他部门经理或员工的申请表须直接转给人力资源部，同时严格保密，不做任何可能导致对求职者判断偏差的评论。ScreeningofApplications筛选求职申请Priortothefirstinterview,theHumanResourcesDepartmentwillscreenalltheappli

38、cations.第一次面试前，人力资源部颁将对所有求职申请进行筛选。Thefollowingapplicantswillnotbeconsidered.以下列出的申请人将不予考虑：在职员工的直线亲ImmediatefamilymembersofcurrentEmployees属EmployeeswhoweredismissedbythepropertyunderGoodwinHotelorotherhotels被嘉盛酒店或其他酒店开除的人员- EmployeeswhoresignedfromthepropertyunderGoodwinHotelwithinthelast3months从嘉盛酒

39、店辞职不三个月的人员- Applicantwhoarephysicallyunfittoworkforthejobtheyhaveappliedfor身体状况不适合其所申请之职位的人员- Applicantwhowerepreviouslyconvictedofacrime有犯罪前科的申请人FirstInterview初次面试AllapplicantshavetobeinitiallyinterviewedbytheHumanResourcesDepartment.TheHumanResourcesDepartmentshallverifythepersonaldataprovidedbyth

40、eapplicantsandalsoinquiretheapplicantssalaryexpectationwiththeformofInterviewEvaluation.所有申请人须首先经过人力资源部面试。人力资源部将使用面试评估表核实申请人的个人信息询问其工资要求。Iffoundsuitable,theHumanResourcesDepartmentshallarrangetheapplicantforasecondinterviewbytheDepartmentHeadconcernedwiththecompletedInterviewEvaluationform,resume,re

41、ferencesandotherrelevantdocuments.如认为适合，人力资源部将安排申请人与相关部门经理进行复试，同时附上已填写的面试评估表、简历、相关证明及其他文件。Iftheapplicantisfoundunsuitableorimmediatefeedbackisnotpossible,theHumanResourcesDepartmentshallkeeptheapplicantinformedofthestatusinasincere,directandtimelymanner.如认为申请人不合适或不能及时反馈意见，人力资源部须真诚、直接并及时向申请人说明情况。4.4S

42、econdInterview第二次面试TheDepartmentHeadconcernedshallberesponsibleforexaminingthesuitabilityoftheapplicantreferredfromtheHumanResourcesDepartmentonbasisofpersonalcharacteristics,technicalcompetenceandjobskillrequirements.相关部门经理应负责对人力资源部推荐的申请人就其个性、专业水平及工作技能方面进行考察，确定是否符合要求。Theratingandcommentsofapplicant

43、shallbeclearlystatedontheappropriatecolumnoftheApplicationFormalongwiththesignatureoftheinterviewer.面试者应在求职评估表的相应栏目内清楚填写对申请人的评分及评语，并签字。Iftheapplicantisfoundsuitableforemployment,theresponsibleDepartmentHeadsshallconsultwiththeHumanResourcesDirectortodeterminethestartingsalaryinaccordancewiththefollo

44、wingguidelines:如认为申请人可胜任，相关部门经理须与人力资源总监根据以下方针商定其起始工资：- Thesalaryscaleapplicabletotheposition此职位所对应的工资级别- Internalrelativity.salariesofotherEmployeesholdingsame/similarposition内部对比目前任相同或相似职位员工的工资- Qualification,experience,presentsalaryandsalaryexpectationoftheapplicant.申请人的资历、经验、目前工资及工资要求Theresponsib

45、leDepartmentHeadshallinformthesuccessfulcandidatethefollowingduringtheinterview.相关部门经理应在面试时，向面试成功的申请人告知以下事项：- Theposition(s)offered所提供职位- Anoralindicationoftheproposedstartingsalarywithoutcommitment对起始工资的口头提议而非承诺Theapplicantsproposedcommencementdate对申请人到职日期的提议EmployeesselectedforDepartmentHeadlevelp

46、ositionsshallbeintroducedtotheGeneralManagerbeforefinalconfirmationofemployment:为部门经理级别挑选的申请人须在最终确认雇佣前，介绍给总经理：ThefollowinghiringpositionshavetobeinterviewedbyourGeneralManagerfinally以下职位的人员雇佣必须最终由总经理面试决定:ChiefAccountant总会计师CreditManager信贷经理PurchasingManager采购经理AssistantDirectorofEngineering助理总工程师Per

47、sonnelManager人事经理TrainingManager培训经理AssistantDirectorofSales&Marketing营销副总监SalesManager销售经理PublicRelationsManager公关经理Food&BeverageManager餐饮经理Food&BeverageOutletManagers餐饮营业部门经理AssistantFood&BeverageOutletManagers餐饮营业部门副经理CateringManager宴会经理ExecutiveChef行政总厨ChineseExecutiveChef中厨厨师长AssistantFrontOffi

48、ceManager前厅副经理FrontOfficeSupervisor前厅主管AssistantManagers大堂经理GuestServiceManagers客户服务经理ClubFloorManager行政楼层经理ReservationsManager预定经理PABXSupervisor总机主管ChiefConcierge礼宾部经理ExecutiveHousekeeper行政管家AssistantExecutiveHousekeeper行政副管家SecurityManager保安部经理CompletedEmploymentApplicationFormswiththeInterviewEva

49、luationformmustbereturnedtoHumanResourcesalongwithotherdocumentsinasealedconfidentialenvelopfornecessaryfollowupaction.IncasetheapplicantisinterviewedandacceptedbyarepresentativeoftherequestingDepartmentHead,thecandidatesapplicationshouldroutethroughtheresponsibleDepartmentHead/DivisionHeadforendors

50、ement.完整的求职申请表及面试评估表连同其他材料须放入信封内密封后送返人力资源部进行必要后续程序。如申请人是由相关部门经理所派代表面试且认可的，则其申请须再转交相关部门经理/总监最终审批。Iftheapplicanthasfailedthesecondinterview,therequestingDepartmentHeadshallifpossible,informtheapplicantsorally.TheDepartmentHeadshallputdown“regretorally”or“pleaseregret”ontheformtoindicatewhethera“letter

51、ofregret”isrequired.如申请人未通过第二次面试，相关部门经理应尽量口头告知。部门经理应在求职评估表上注明“已告知结果”或“请告知结果”说明是否需要书面通知申请人。AlldocumentsshouldbereturnedtotheHumanResourcesOfficeforfollowupaction.TheletterofregretistobeissuedatalltimesbytheHumanResourcesDirector.所有文件均须送返人力资源部进行后续工作。书面通知书必须由人力资源总监签发。IntheeventthatrequestingDepartmentH

52、eadcannotdecideonthespotthatanofferistobemade,he/shecanputdown“pending”or“hold”ontheformandreturnittotheHumanResourcesOffice.如部门经理无法在面试当时作出决定，可在评估表上注明“待定”或“保留”并送交人力资源部。5. TentativeOfferandEmploymentContract5.1 Uponreceiptoftheselectedapplicantsfile,theHumanResourcesDirectorwillsignontheInterviewEval

53、uationFormconfirmingthatalldatahasbeenobtainedandtheyareincompliancewiththeHotelpolicyandappropriateLaborLaws.收到选定申请人的资料，人力资源总监将在求知评估表上签字，确认获取所有信息且与酒店政策及相关劳动法规保持一致。5.2 HumanResourcesDepartmentshallarrangetonotifytheapplicantorallythepositionoffered,thestartingsalaryandcommencementdateandtheEmploymen

54、tNotificationwillbeissuedtotheconfirmedapplicantslater.人力资源部将口头通知申请人所提供职位、起始工资、到职日期，随后向已确认雇佣的申请人发出雇佣通知书。5.3 Whereapre-employmentreferencecheckisrequiredforwhateverreason,theHumanResourcesDepartmentwillconductsuchcheckorallyorinwritingwiththeagreementoftheprospectivecandidate.无论任何原因需要做背景调查，人力资源部将在得到候

55、选人同意后口头或书面进行调查。.Thecandidateshallberequiredtoattendthepre-employmentmedicalexamination.Uponreceiptofasatisfactorymedicalreport,applicantwillbeaskedtodotheHRcheck-inprocedure.EmploymentContractwillbesignedtoconfirmhis/heracceptanceoftheoffer.ApplicantswillthenhandintoHumanResourcesDepartmenttheSocial

56、InsuranceTransferpaperandthehotelwillarrangeforthetransferofLifeFilefromtheEmployeespreviousworkunittocompletetheemploymentformality.申请人将被要求在雇佣前进行健康检查。在拿到健康证明后，人力资源部将通知申请人办理入职手续。5.5 TheHumanResourcesDepartmentshallgivefeedbacktotheDepartmentHeadconcernedandpreparetoreceivethenewEmployeeonhis/hercommencementdateaccordingtotheorientationpolicy.人力资源部将向相关部门经理反馈情况，并根据新员工入职政策做好新员工到职当天的准备工作。5.6 HumanResourcesDepartmenthavetoissuethefollowin