嘉盛酒店管理公司SOP体系人力资源管理制度和程序

人力资源管理制度

生效日期：2003年10月01日

修订日期：2005年02月22日

Standard Operating Procedures

Human Resources

人力资源部操作程序

Policy No. Subject

政策编号主题

HR-01 Manpower Administration

人员预算管理

HR-02 Classification of Employment

职位分类

HR-03 Recruitment Policy

招聘政策

HR-04 Employment Procedure

入职程序

HR-05 New Employee Orientation

入职培训

HR-06 Confirmation of Probation

试用期转正

HR-07 Promotion & Transfer

晋升和调职

HR-08 Separation

员工离职手续

HR-09 Salary Payment

工资支付

HR-10 Employee Attendance & Salary Deduction on Absenteeism 员工考勤及工资减扣

HR-11 Working Hours & Duty Roster

工作时间及排班

HR-12 Salary Administration

工资管理

HR-13 Leave

休假

HR-14 Overtime Compensation

加班补休

HR-15 Medical Benefits & Consultation

医疗福利及就诊程序

HR-16 Duty Meal in Staff Canteen

员工餐厅工作餐

HR-17 Grievance Procedure

员工投诉程序

HR-18 Disciplinary Procedure

纪律处分程序

HR-19 Employee Birthday Party

员工生日会

HR-20 Name Tag

名牌

HR-21 Grooming Standard

仪容仪表标准

HR-22 Compensation to Damages

破损赔偿

HR-23 Working Injury

工伤

HR-24 Employee Notice

员工公告

HR-25 Staff Exit

员工通道

HR-26 Guest Room Experience

客房体验程序

HR-27 Hotel Training Club

酒店培训俱乐部

HR-28 Language Test & Allowance

语言考试及津贴

HR-29 Monthly Training Plan

月度培训计划

HR-30 Local Staff Benefits Chart

本地员工福利表

HR-31 On the Property Training

酒店培训

HR-32 Internal Cross Training

店内交叉培训

HR-33 Hotel Sponsored Training

酒店资助的培训

HR-34 Staff Locker

员工更衣柜

HR-35 Trainees & Casual Labor

培训生及临时工

HR-36 Performance Review

员工工作评估

STANDARD OPERATING PROCEDURES

Subject : Manpower Administration Effective Date: Oct. 01, 2003 人员预算管理

Policy No : HR-01 Issued by: HR Director

Page : 1 Approved by: General Manager Distribution: Senior Executive Committee Department Heads A&B All Employees

Objective目的

The purpose of this policy is to establish guidelines for determining and controlling annual headcount requirements for the Hotel.

此政策鉴于更好的控制年度人员预算符合酒店的正常运作。

Policy Statement政策说明

It is the policy of Goodwin Hotel to review and approve headcount budget annually for each department that would represent the maximum staffing establishment that may be brought on board each year. Except in extreme cases, requisitions for additional headcount are normally

disapproved.

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.As part of the annual budget, all Departments Heads shall propose their manpower budget for

the forthcoming year in September for their Division Head’s endorsement with elaborated justification of the manpower changes, if there is any.

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。如有任何变动，各部门都应解释说明呈报审批。

2.The manpower budgets shall then be studied by the Human Resources Director, after which all

manpower budgets will be compiled and submitted to the General Manager for approval.

各部门的人员预算由人力资源部审核后报总经理审批。

3.Final approval will be sought from the General Manager and Owner’s before budgets becomes

effective.

所有人员预算在实施前必须获得总经理和业主的批准。

4.Department Heads who wish to increase the departmental authorized headcount requirement

during the year shall seek approval from General Manager and Financial Controller via the Human Resources Director. Justification for the additional headcount is required and approved by the Owner’s

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。增加的人员和具体说明应获得业主的批准。

STANDARD OPERATING PROCEDURES

Subject : Classification of Employment Effective Date : Oct. 01, 2003

职位分类

Policy No. : HR-02 Issued by : HR Director

Page : 5 Approved by : General Manager Distribution : Senior Executive Committee Department Heads A&B All Employees

Objective目的

The purpose of the policy aims to define the terms and conditions of work and employment benefits entitlements for the different grades and categories of employees.

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。

Policy Statement政策说明

It is the policy of the Goodwin Hotel to define and classify the grades and categories of our employees into Senior Executive Committee, Department Heads, Supervisors and General Employees and Expatriate and local employees respectively.

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.There are 5 grades of Employees:

员工级别有5种：

1.0.S enior Executive Committee -- SE

高级行政人员

1.1.D epartment Head A -- A

A级部门经理

1.2.D epartment Head B -- B

B级部门经理

1.3.S enior Supervisor & Supervisor -- SS

高级主管&主管

1.4.G eneral Employee – Grade 1 and 2 -- G1/G2

普通员工－一级和二级

1.5.T rainee & Casual Labor -- C

培训生&临时工

Please refer to Manning Guide for different grades of Employees.

请查阅不同级别员工人员配备指南。

2.There are 4 categories of employees:

4种类别员工

. Overseas Expatriates – Overseas Package

Employees who are recruited from overseas

外籍员工－定居海外

在海外招聘的员工

. Overseas Expatriates – Local Package

Overseas Employees hired on a local package.

外籍员工－当地居住

在本地招聘的外籍员工

. Local Employee 本地员工

Employees who are local people having long stay within the city concerned.

此类员工是在相关城市长期居住的本地人。

. Local Expatriate

Employees who are Chinese nationals hired from outside of city where the Hotel is located.

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。

Hotel Human Resource Position Policy

人力资源职位政策

Level “SE”General Manager, 总经理

Resident Manager, 驻店经理

Deputy General Manager, 副总经理

Asst. to General Manager总经理助理

Financial Controller 财务总监

Level “A”Director of Rooms (A1), 房务总监（A1）

Human Resources Director(A1), 人力资源总监（A1）

Director of Sales & Marketing(A1), 市场营销总监（A1）

Director of F&B(A1), 餐饮总监（A1）

Director of Engineering(A1), 工程总监（A1）

Deputy Financial Controller (A2) 财务副总监（A2）

Level “B1” Chief Accountant 总会计师

Food & Beverage Manager, 餐饮部经理

Executive Chef, 行政总厨

EDP Manager, 电脑部经理

Purchasing Manager, 采购经理

Human Resources Manager, 人事经理

Training Manager, 培训经理

Director Of Sales 销售总监

Front Office Manager, 前厅部经理

Executive Housekeeper, 行政管家

Security Manager. 保安部经理

Level “B2”Executive Assistant, 行政助理

Credit Manager, 信贷经理

Cost Controller, 成本控制经理

Asst. Purchasing Manager 采购部副经理

Asst. Chief Engineer, 行政副厨

Sales Manager,销售经理

PR Manager, 公关经理

F&B Outlet Manager (Beverage Manager, CaféManager, Chinese

Restaurant, Banquet Manager),

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），Catering Manager, 餐饮经理

Chief Stewarding, 管事部经理

Outlet Chef (Western Kitchen Chef, Sous Chef, Pastry Chef, Chinese

Kitchen Chef),

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/O Manager, 前厅部副经理

Asst. F/O GSM, 宾客服务经理

Chief Concierge, 礼宾部经理

Asst. Executive Housekeeper, 行政管家助理

Laundry Manager, 洗衣房经理

Health Club Manager 康乐部经理

Asst. Security Manager, 保安部副经理

Level SS Engineering Duty Manager(SS), 工程部值班经理

Sous Chef(SS),西厨房副厨师长

HR Officer, Training Officer(SS),人事官员，培训官员

GSM-Service Center(SS), 宾客服务经理－服务中心

Asst. Pastry Chef(SS), 饼房副厨师长

Security Duty Manager(SS), 保安部值班经理

Staff Canteen Supervisor(SS), 员工餐厅主管

Level S (Accountable for the quality of all work performed within their area of responsibility, including management Shift Leader,)

（责任所在区域的所有工作表现及质量，包括管理领班）

Translator(S), 翻译

Secretary to Executive Committee Member / Level A(S), 行政委员会成员秘书

Payroll Master(S), 工资员

A/P, A/R Supervisor(S), 应付/应收主管

EDP Assistant(S), 电脑部助理

Purchasing Officer(S), 采购官员

Income Audit(S), 收益审计

Cashier Supervisor(S), 收银主管

Engineering Section Supervisor(S),工程部区域主管

Doctor(S), 医生

Staff Canteen Chef(S), 员工餐厅厨师长

PR Assistant(S), 公关部助理

Sales Executive(S), 销售助理

Reservation Supervisor(S), 预订部主管

F&B Secretary(S), 餐饮部秘书

F&B Outlet Supervisor(S), 餐饮部各餐厅主管

Stewarding Supervisor(S), 管事部主管

Chef De Partie(S),厨房主管

Front Desk Supervisor(S), GSO Supervisor(S), 前台主管，宾客服务主管

Club Floor Supervisor(S), 行政楼层主管

Bell Section Supervisor(S), 行李房主管

Housekeeping Supervisor (Floor Supervisor, PA Supervisor, Laundry

Supervisor, U&L Supervisor) (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）Security Supervisor(S), General Cashier(S), 保安部主管，总出纳Level G1 (Possess specialized skills and /or trade qualifications)

拥有专业技能和行业认证

Purchasing Assistant采购助理

Asst. Income Audit 收益审计助理

Night Audit 夜间审计

Engineering Senior Skilled Worker 工程部高级技工

Storekeeper, 库管员

Training Assistant 培训助理

Hygiene Officer 卫生官员

Canteen Senior Cook, 员工餐厅高级厨师

Sales Coordinator, 销售联络员

Artist 美工

Reservation Clerk 预定员

F&B Outlet Captain 餐饮部各营业部门领班

F&B Hostess 餐饮部领位

Butcher 肉案厨师

GSO-Reception 前台接待

PABX Operator 总机接线员

GSO-Lobby, Welcome Officer 大堂门迎

Driver 司机

Bell Captain 行李房领班

Level G2 (Basic manual duties across all work areas)

所有工作区域的基本工作职责

Department Clerk, 各部门文员

Cashier 收银员

Engineering Basic Skilled Worker 工程部普通技工

Staff Canteen Cook 员工餐厅厨师

F&B Service Attendant 餐饮部服务员

Butler 贴身管家

Bartender 吧员

Commis Chef (qualified) 厨师助手（有资格的）

Bakers 面点师

F&B Kitchen Cook 餐饮部厨师

Kitchen Artist 厨房冷盘雕花

Bellman 行李生

Order Taker 点单员

Floor Room Attendant 楼层服务员

Health Club Attendant 康乐部服务员

Guest Laundry Checker 客衣检查员

Tailor 裁缝

Security Guard 保安

Gardener 园丁

Boiler Attendant 锅炉工

Poutary Preparation粗加工

F&B Kitchen Help 餐饮部厨房帮工

PA Attendant公卫服务员

Window Cleaner 门窗清洁员

Steward 管事员

Timekeeper 打卡员

Vegetable Cleaner 蔬菜清洗员

Cafeteria Attendant, 员工餐厅服务员

Laundry Attendant (Washer, Presser, etc.) 洗衣房服务员

Linen Room Attendant, 布草房服务员

Pantry Helper 餐具室助手

STANDARD OPERATING PROCEDURES

Subject: Recruitment Policy Effective Date : Oct. 01, 2003 招聘制度

Policy No. : HR-03 Issued by : HR Director

Page: 7 Approved by : General Manager Distribution :Senior Executive Committee Department Heads A&B All Employees

Objective 目的

To clearly establish the control parameters associated with the effective planning and recruitment of manpower for the best utilization of Hotel. 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。Policy Statement 政策说明

It is the policy of the Goodwin Hotel to clearly outline the procedures pertinent to the recruitment and employment of personnel within the Hotel.

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。The approved manning guide is to be strictly adhered to. No position can be physically filled without an appro ved “Personnel Requisition Form”.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。

Selections should be based on qualifications, experience and skill as specified in the approved personnel specifications.

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。Promotion should be from within the Hotel whenever possible.

升职应尽可能首先考虑酒店内部员工。

Upon approval of the General Manager, the Human Resources Director shall be responsible for the formulation, execution and revision of the Human Resources Standard Operating Procedures for the recruitment and employment of all employees.

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进行寿命、执行和修改。

Procedures 程序

1. Replacement of Employees 人员更换

As vacancies arise, the Department Head concerned has to complete and submit a Personnel Requisition Form to their respective Division Head for approval and forward to the Human Resources Director. The Human Resources Director will then validate the request and forward the Personnel Requisition Form to General Manager for approval. Upon receipt of the approved Personnel Requisition Form, the Human Resources Director/ Personnel Manager will take action to fill in the vacancy and provide feedback to the Department Head concerned by returning a copy of the approved Personnel Requisition Form.

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. Additional Employees 追加员工

Under special circumstances, it may be necessary to recruit additional resources not budgeted for. In this instance, the Department Head concerned has to submit the Personnel Requisition Form with written justification to their Division Head for endorsement and forward to the Human Resources Director. The Human Resources Director

will review the request with the Division Head, make appropriate remarks and forward to the Financial Controller and General Manager for approval. Once approval is given, the Human Resources Director will take necessary action to fill the vacancy.

特殊情况下，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. Filling of Vacancies 填补空缺

The Human Resources Director should ensure that the following priority will be given in filling vacancies:

人力资源总监在填补空缺时，应首先考虑以下因素：

existing employees of the Hotel 酒店现有员工

qualified Employees within the Hotel who apply for transfer 酒店内部申请调

职且符合要求的员工

qualified applicants who are referred by existing Employees 酒店员工推荐的合格人选

external applicants 店外申请人

4.External Recruitment Hiring Procedures 外部招聘雇佣程序

Employment Application Form 求职申请表

External applicants are required to complete the Employment Application Form detailing their personal data, academic qualifications, employment records and with one recent photograph attached. Issuing and returning of Application Forms are to be centralized and forwarded to the Human Resources Office. Applications returned through other Department Heads or Employees shall be sent to Human

Resources Office directly in strict confidence without putting any comments that could possibly lead to a biased conclusion on the applicant.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。

Screening of Applications筛选求职申请

Prior to the first interview, the Human Resources Department will screen all the applications.

第一次面试前，人力资源部颁将对所有求职申请进行筛选。

The following applicants will not be considered.以下列出的申请人将不予考虑：-Immediate family members of current Employees在职员工的直线亲属

-Employees who were dismissed by the property under Goodwin Hotel or other hotels被嘉盛酒店或其他酒店开除的人员

-Employees who resigned from the property under Goodwin Hotel within the last 3 months从嘉盛酒店辞职不三个月的人员

-Applicant who are physically unfit to work for the job they have applied for

身体状况不适合其所申请之职位的人员

-Applicant who were previously convicted of a crime 有犯罪前科的申请人

First Interview 初次面试

All applicants have to be initially interviewed by the Human Resources Department. The Human Resources Department shall verify the personal data provided b y the applicants and also inquire the applicant’s salary expectation with the form of Interview Evaluation.

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。

If found suitable, the Human Resources Department shall arrange the applicant for a second interview by the Department Head concerned with the completed Interview Evaluation form, resume, references and other relevant documents.

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。

If the applicant is found unsuitable or immediate feedback is not possible, the Human Resources Department shall keep the applicant informed of the status in

a sincere, direct and timely manner.

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。

4.4 Second Interview第二次面试

The Department Head concerned shall be responsible for examining the suitability of the applicant referred from the Human Resources Department on basis of personal characteristics, technical competence and job skill requirements.

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。

The rating and comments of applicant shall be clearly stated on the appropriate column of the Application Form along with the signature of the interviewer.

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。

If the applicant is found suitable for employment, the responsible Department Heads shall consult with the Human Resources Director to determine the starting salary in accordance with the following guidelines:

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：-The salary scale applicable to the position 此职位所对应的工资级别

-Internal relativity . salaries of other Employees holding same/similar position

内部对比—目前任相同或相似职位员工的工资

-Qualification, experience , present salary and salary expectation of the applicant.

申请人的资历、经验、目前工资及工资要求

The responsible Department Head shall inform the successful candidate the following during the interview.

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：

- The position(s) offered所提供职位

- An oral indication of the proposed starting salary without commitment

对起始工资的口头提议而非承诺

- The applicant’s proposed commencement date对申请人到职日期的提议Employees selected for Department Head level positions shall be introduced to the General Manager before final confirmation of employment: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：

The following hiring positions have to be interviewed by our General Manager finally 以下职位的人员雇佣必须最终由总经理面试决定:

Chief Accountant 总会计师

Credit Manager 信贷经理

Purchasing Manager 采购经理

Assistant Director of Engineering 助理总工程师

Personnel Manager 人事经理

Training Manager 培训经理

Assistant Director of Sales & Marketing 营销副总监

Sales Manager 销售经理

Public Relations Manager 公关经理

Food & Beverage Manager 餐饮经理

Food & Beverage Outlet Managers 餐饮营业部门经理

Assistant Food & Beverage Outlet Managers 餐饮营业部门副经理

Catering Manager 宴会经理

Executive Chef 行政总厨

Chinese Executive Chef 中厨厨师长

Assistant Front Office Manager 前厅副经理

Front Office Supervisor 前厅主管

Assistant Managers 大堂经理

Guest Service Managers 客户服务经理

Club Floor Manager 行政楼层经理

Reservations Manager 预定经理

PABX Supervisor 总机主管

Chief Concierge 礼宾部经理

Executive Housekeeper 行政管家

Assistant Executive Housekeeper 行政副管家

Security Manager 保安部经理

Completed Employment Application Forms with the Interview Evaluation form must be returned to Human Resources along with other documents in a sealed confidential envelop for necessary follow up action. In case the applicant is interviewed and accepted by a representative of the requesting Department Head, the candidate’s application should route through the responsible Department Head/ Division Head for endorsement.

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。

If the applicant has failed the second interview, the requesting Department Head shall if possible, inform the applicants orally. The Department Head shall put down “regret orally” or “please regret” on the form to indicate whether a “letter of regret” is required.

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。

All documents should be returned to the Human Resources Office for follow up action.

The letter of regret is to be issued at all times by the Human Resources Director.

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。

In the event that requesting Department Head cannot decide on the spot that an offer is to be made, he/she can put down “pending” or “hold” on the form and return it to the Human Resources Office.

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.Tentative Offer and Employment Contract

5.1Upon receipt of the selected applicant’s file, the Human Resources Director

will sign on the Interview Evaluation Form confirming that all data has been obtained and they are in compliance with the Hotel policy and appropriate Labor Laws.

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。

5.2Human Resources Department shall arrange to notify the applicant orally the

position offered, the starting salary and commencement date and the Employment Notification will be issued to the confirmed applicants later.

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。

5.3Where a pre-employment reference check is required for whatever reason, the

Human Resources Department will conduct such check orally or in writing with the agreement of the prospective candidate.

无论任何原因需要做背景调查，人力资源部将在得到候选人同意后口头或书面进行调

查。

. The candidate shall be required to attend the pre-employment medical examination. Upon receipt of a satisfactory medical report , applicant will

be asked to do the HR check-in procedure.

Employment Contract will be signed to confirm his/her acceptance of the

offer. Applicants will thenhand in to Human Resources Department the Social

Insurance Transfer paper and the hotel will arrange for the transfer of Life

File from the Employee’s previous work unit to complete the employment

formality.

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 The Human Resources Department shall give feedback to the Department Head

concerned and prepare to receive the new Employee on his/her commencement

date according to the orientation policy.

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 Human Resources Department have to issue the following for our new

employee(s) on board purpose:人力资源部须向以下部门发放有关新员工入职的表

格：

Finance Department财务部, Human Resources Department人力资源部, Security

Department保安部, Housekeeping Department客房部and other Concerned

Department(s)其他相关部门

Personnel Action Form--- Concerned Departments, Human Resources, Finance Dept. General Manager(s)人事变动单--相关部门、人力资源部、财务部、总经理

STANDARD OPERATING PROCEDURES

Subject : Employment Procedure Effective Date: Oct. 01, 2003入职程序

Policy No : HR-04 Issued by : HR Director

Page : 3 Approved by : General Manager Distribution : Executive Committee Department Heads A&B All Employees

Objective 目的

To ensure that employees hired are accurately accounted for and provided with the necessary information and details on their first day of their work.

确保所有新聘员工在其入职第一天，均能获取准确的工作指示和必要的信息详情。

Policy Statement 政策说明

It is the policy of the Goodwin Hotel that the Human Resources Department has to arrange and provide for new employees their respective Hotel employee numbers, Identity Cards, name tags, job descriptions, handbooks and Employment Contract; and to issue uniforms, lockers to all employees on the commencement date.

嘉盛酒店政策规定：所有新员工在其入职当日，均需由人力资源部向其提供员工工号、工卡、名牌、工作描述、员工手册及合同，同时发放制服及更衣柜钥匙。

Procedures 程序

1. All new employees shall be arranged to report duty to the Human Resources Department to go

through the following procedures before they are sent to their respective Department Heads.

所有新员工入职报到当天，应在进入各自部门之前，首先前往人力资源部报到办理以下手续。

2.I D Card & Employment/Academic Records:

身份证及聘用/业务水平记录：

2.1.The Human Resources Department also obtains from each new Employee their ID Cards,

Medical Certificates and Employment Records for the past three years, and together with records of their academic qualifications. 每位新员工须向人力资源部提供身份证、健康证、过去三年的工作背景及其专业技术水平方面的证明。

2.2.Photocopies of such documents should be kept in respective Employee personal files.

以上文件的复印件将放入员工的个人档案备查。

3. Employment Contract & Employment Notice

雇佣合同及雇佣通知

The Employment Contract will be signed-up, the employee and Human Resources Department will each keep a copy. The employee will fill out an Employment Notice, which will include

the following information:雇佣合同一式两份，由员工本人和人力资源部双方签字并各自保存一份。员工将填写一份雇佣通知，其中包括以下内容；

- full name of the Employee 员工全名

- bank account number 银行帐号

- person to contact in case of emergency 紧急情况联系人

4.Employee Identity Card员工工作卡

. All Employees will be issued an Employee Identity Card which bears an employee number assigned

to the new employee according to the alphabetical code of his/her department and

section that he/she is engaged in. Hence the number will be used in all concerned

personnel papers and forms.

人力资源部将为每位新员工发放工卡。工卡上印有根据员工所在部门及区域代码按顺序编制的

工号。此号码将在所有相关的人事文件及表格中使用。

4.2.All Employees at Supervisor / below positions are required to produce their Employee

Identity Card upon entering to the hotel at the Employee Entrance. Employees shall also use the same card for clock in and clock out purpose, and as well as for taking duty meals in the Staff Canteen.

在每次经由员工通道进入酒店时，所有主管级以下员工（含主管级）必须出示其员工工卡，同时在每次上下班时、于员工餐厅用餐时均需刷此卡。

. Should an Employee being transferred or promoted to another department or section, his/her Employee Number will not be changed.

如果员工被提升或调职至其他部门，其工号将不做变动。

. In case of loss, the Employee concerned should report to the Human Resources Department as soon as possible and fill in the Staff Loss & Found Record for replacement. A replacement fee is charged for reissue of a new card with . However, replacement due to natural wear and tear will be replaced free of charges.

如工卡丢失，相关员工须及时报告人力资源部并填写员工失物招领记录表以便更换。员工须交纳更新工卡费人民币20元。如因正常使用磨损而需更换，则不收费。

5. Employee Handbook/Job Description

员工手册/工作职责

New Employee shall also be issued with Employee Handbook and relevant job description.

The Human Resources Department has to outline to new Employees the most important issues contained in the Employee Handbook..

每位新员工还将收到员工手册及相关岗位工作职责。并将员工手册中的重要条款做标注。

The Concerned Department Heads need to issued the Job Description to the new employee and explain the detailed information regarding the job task.

相关部门经理须为新员工提供其工作职责说明，并做详细说明。

6. Uniform and Locker Key

制服和更衣柜钥匙

The Human Resources Department shall issue a Uniform Request Form to all uniformed employees with which they can obtain one full set of uniform from the Uniform Room.

人力资源部将为所有配发制服的员工填写制服发放通知单。员工凭此单于制服房领取一整套制服。

A locker with a key will be issued to all Employees. Under no circumstances should the

individual locker key be duplicated or shared with other Employees. The lockers are subject to periodic inspection by not less than two personnel from Human Resources Department and Security Department to ensure that no food & beverage or hotel guest-use items are being kept.

所有员工均会领到一个配有钥匙的更衣柜。无论何种情况，不得复制更衣柜钥匙或借与他人使用。

由人力资源部及保安部至少两人定期对所有更衣柜进行检查，确保更衣柜内没有存放食品、酒水或酒店客用品。

Loss of key shall be reported to the Human Resources Department and a fee is charged for replacement with .

如更衣柜钥匙丢失，员工须及时向人力资源部报告并交纳更换钥匙费人民币10元。

7. Name Tag

名牌

The Human Resources Department shall also issue a name tag to all employees who bear the name of the employee.

人力资源部还须为每位员工发放印有其姓名的名牌。

Name tag is seriously considered as part of our uniform in our hotel. Every staff has to wear it while on duty, it is normally worn on the left hand side of the uniform and around 8-10cm below the collar bone.

名牌是制服的一部分。员工在工作时必须佩带名牌，一般佩带于左胸前距肩膀8-10厘米处。

Loss of nametag has to be reported to the Human Resources Department and a fee is charged for replacement with RMB . Replacement due to natural wear and tear will be replaced free of charges. 如有丢失，员工须及时报告人力资源部并交纳员工须交纳更新名牌费人民币10元。

如因正常使用磨损而需更换，则不收费。

STANDARD OPERATING PROCEDURES

Subject : New Employee Orientation Effective Date: Oct. 01, 2003

入职培训

Policy No :HR-05 Issued by: HR Director Page : 4 Approved by: General Manager Distribution :Executive Committee Department Heads A&B All Employees

Objective目的

To make new employee know the basic hotel knowledge and realize the hotel rules so to have a better start in the new working environment.

使新入职员工在上岗前掌握基础酒店知识，了解酒店规章制度以便更好地适应新的工作环境。

Policy Statement政策说明

1. It is the policy of the Goodwin Hotel that every new employee must attend the new employee

orientation training and test arranged by Training Department.

嘉盛酒店政策规定：所有新入店的员工均须参加由培训部组织的入职培训及考核。

2. It is the joint responsibility of the Human Resources Department and the respective Department

Heads to provide every new employee a thorough introduction to the Hotel and respective work place.

人力资源部与相关部门经理负有共同的责任，向每位新员工全面介绍酒店及其工作区域。

3. The Orientation Program arranged by the Training Department is a mandatory program. Time

taken by any new employee to attend such program is considered as working hours. Department Heads/supervisors should observe this and do their best to release their employee who under very exceptional circumstances happened to miss the Orientation Program on their commencement.

培训部组织的入职培训及考核是每位员工必须参加的。员工参加此培训的时间视为工作时间。部门经理/主管应根据此规定，在一些特殊情况下亦应尽力安排相关员工按时参加入职培训。

4. New Employees’get-together Meeting has to be held in the following month by Human Resources

Department. A report will be submitted to the Executive Office and the concerned Department Heads..

在新员工入店培训完成一个月以后, 人力资源部将重新安排一小时的新员工入职回顾, 回顾报告将呈报总经理和相关部门总监。

5. It is the policy of the Goodwin Hotel that no employee will be approved passing their probation

without reaching the NEO test criteria set for their position.

嘉盛酒店政策规定：对于入职培训考核成绩未达到其职位所要求的标准的员工，将不能获准通过试用期。

Procedures程序

1. When the number of new hires reaches around 15 pax, the secretary of Human Resources should

inform the training manager of this together with the name list and specific positions.

当新入职员工人数达到15人，人力资源秘书负责告知培训经理新入职员工名单及具体职位。

2. The training manager will arrange the new employee orientation having considered the hotel

operation.

培训经理将根据酒店运营情况安排入职培训。

3. The training manager prepare the orientation training plan, the contents include:

培训经理准备入职培训计划，内容包括:

1)R enew the training information, prepare the information which dispense for new employee

and other information. The orientation must include the following items: 更新培训资料，准备分发新学员的资料及其它信息资源。入职培训的主要内容应包括以下几方面：

- The rules and regulations of the Hotel 酒店规章制度

-Benefits entitlements 员工福利待遇

-Hotel management company., owner introduction 酒店管理公司、业主公司介绍

-Company objectives企业目标、使命

-Background and history of the Hotel 酒店历史背景及发展

-Hotel organization and key management team酒店组织机构及主要管理人员

-Hotel facilities and services 酒店产品设施及服务项目

-Job and fire safety 工作安全及消防安全

-Hospitality Principle & Customer Service Standard服务宗旨及服务标准

-Hotel Service Courtesy & Personal Hygiene 酒店服务礼仪及个人卫生

-Business Ethic of Goodwin 嘉盛行为准则

-Hotel Tour 参观酒店

2)T o Complement and amend the training plan.补充及修改教案。

3)T o make the training schedule and specific training time.制订课程表及具体培训时间。

4)I nsure all trainer can training on time, otherwise, take over a class for an absent teacher.

确保所有培训师可在当天进行培训，否则找其他人代课。

5)To prepare the test papers. 准备考试试卷。

4. The training manager sends out Memo and training schedule to related department 3 days in

advance imparting the orientation training time, venue and the name list of the participants.

培训经理提前三天发备忘录及培训日程表至有关部门，告知入职培训的时间、地点及参加培训人员名单。

5. To remind the director of human resources to impart the training arrangement again at hotel

operation meeting.

提前一天提醒人力资源总监在酒店例会上再次告知培训的安排。