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1、 人力資源管理制度  Standard Operating Procedures Human Resources 人力資源部操作程序 Policy No. Subject 政策編號 主題 HR-01 Manpower Administration 人員預算管理 HR-02 Classification of Employment 職位分類 HR-03 Recruitment Policy 招聘政策 HR-04 Employment Procedure 入職程序 HR-05 New Employ

2、ee Orientation 入職培訓 HR-06 Confirmation of Probation 試用期轉(zhuǎn)正 HR-07 Promotion & Transfer 晉升和調(diào)職 HR-08 Separation 員工離職手續(xù) HR-09 Salary Payment 工資支付 HR-10 Employee Attendance & Salary Deduction on Absenteeism 員工考勤及工資減扣 HR-11 Working Hours & Duty Roster 工作時間及排班 HR-12

3、Salary Administration 工資管理 HR-13 Leave 休假 HR-14 Overtime Compensation 加班補休 HR-15 Medical Benefits & Consultation 醫(yī)療福利及就診程序  HR-16 Duty Meal in Staff Canteen 員工餐廳工作餐 HR-17 Grievance Procedure 員工投訴程序 HR-18 Disciplinary Procedure 紀律處分程序 HR-19 Employee Birth

4、day Party 員工生日會 HR-20 Name Tag 名牌 HR-21 Grooming Standard 儀容儀表標準 HR-22 Compensation to Damages 破損賠償 HR-23 Working Injury 工傷 HR-24 Employee Notice 員工公告 HR-25 Staff Exit 員工通道 HR-26 Guest Room Experience 客房體驗程序 HR-27 Hotel Training Club 酒店培訓俱樂部

5、 HR-28 Language Test & Allowance 語言考試及津貼 HR-29 Monthly Training Plan 月度培訓計劃 HR-30 Local Staff Benefits Chart 本地員工福利表 HR-31 On the Property Training 酒店培訓 HR-32 Internal Cross Training 店內(nèi)交叉培訓 HR-33 Hotel Sponsored Training 酒店資助的培訓 HR-34 Staff Locker 員工更衣柜 H

6、R-35 Trainees & Casual Labor 培訓生及臨時工 HR-36 Performance Review 員工工作評估  STANDARD OPERATING PROCEDURES Subject : Manpower Administration Effective Date: Oct. 01, 2003 人員預算管理 Policy No : HR-01 Issued by: HR Director Page : 1 Approved by

7、: 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. 此政策鑒于更好的控制年度人員預算符合酒店的正常運作。 Policy Statement政策說明

8、 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. 嘉盛酒店政策規(guī)定：各

9、部門總監(jiān)或經(jīng)理每年應對本部門的人員編制和預算進行復查，修改并確認每年的最高人員預算。年度預算被批準后，除特殊原因，要求增加的人員一般是不予批準的。 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 manpowe

10、r changes, if there is any. 作為年度預算的一部分，所有部門經(jīng)理應在每年的九月份準備來年的人員預算。如有任何變動，各部門都應解釋說明呈報審批。 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. 各部門的人員預算由人力資源部審核后報總經(jīng)理審批。 3

11、. Final approval will be sought from the General Manager and Owner’s before budgets becomes effective. 所有人員預算在實施前必須獲得總經(jīng)理和業(yè)主的批準。 4. Department Heads who wish to increase the departmental authorized headcount requirement during the year shall seek approval from General Manager and Financial Contro

12、ller via the Human Resources Director. Justification for the additional headcount is required and approved by the Owner’s 如果部門經(jīng)理希望在本年度內(nèi)增加部門的人員編制必須經(jīng)總經(jīng)理，財務(wù)總監(jiān)和人力資源的審批。增加的人員和具體說明應獲得業(yè)主的批準。  STANDARD OPERATING PROCEDURES Subject : Classification of Employment Effective Date : Oct. 01, 20

13、03 職位分類 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 conditi

14、ons of work and employment benefits entitlements for the different grades and categories of employees. 這項政策的目的在于根據(jù)不同的級別和范疇區(qū)分工作情況和員工福利。 Policy Statement政策說明 It is the policy of the Goodwin Hotel to define and classify the grades and categories of our employees into Senior Executive Committee, De

15、partment Heads, Supervisors and General Employees and Expatriate and local employees respectively. 嘉盛酒店規(guī)定：限定和區(qū)分員工的級別和種類，分為高級行政委員會，部門經(jīng)理，主管普通員工和本地員工。 Procedures程序 1. There are 5 grades of Employees: 員工級別有5種： 1.0. Senior Executive Committee -- SE 高級行政人員 1.1. Department Head A -- A A級部門

16、經(jīng)理 1.2. Department Head B -- B B級部門經(jīng)理 1.3. Senior Supervisor & Supervisor -- SS 高級主管&主管 1.4. General Employee – Grade 1 and 2 -- G1/G2 普通員工－一級和二級 1.5. Trainee & Casual Labor -- C 培訓生&臨時工 Please refer to Manning Guide for different grades of Employees. 請查閱不同級別員工人員配備指南。 2. There a

17、re 4 categories of employees: 4種類別員工 2.1. Overseas Expatriates – Overseas Package Employees who are recruited from overseas 外籍員工－定居海外 在海外招聘的員工 2.2. Overseas Expatriates – Local Package Overseas Employees hired on a local package. 外籍員工－當?shù)鼐幼? 在本地招聘的外

18、籍員工 2.3. Local Employee 本地員工 Employees who are local people having long stay within the city concerned. 此類員工是在相關(guān)城市長期居住的本地人。 2.4. Local Expatriate Employees who are Chinese nationals hired from outside of city where the Hotel is located. 此類員工是在當?shù)鼐频旯ぷ鞯木哂兄袊鴩钠渌鞘械娜恕? Hotel Human Resource Po

19、sition Policy 人力資源職位政策 Level “SE” General Manager, 總經(jīng)理 Resident Manager, 駐店經(jīng)理 Deputy General Manager, 副總經(jīng)理 Asst. to General Manager總經(jīng)理助理 Financial Controller 財務(wù)總監(jiān) Level “A” Director of Rooms (A1), 房務(wù)總監(jiān)（A1） Human Resources Director(A1), 人力資源總監(jiān)（A1） Director of Sales & Marketing(A1), 市

20、場營銷總監(jiān)（A1） Director of F&B(A1), 餐飲總監(jiān)（A1） Director of Engineering(A1), 工程總監(jiān)（A1） Deputy Financial Controller (A2) 財務(wù)副總監(jiān)（A2） Level “B1” Chief Accountant 總會計師 Food & Beverage Manager, 餐飲部經(jīng)理 Executive Chef, 行政總廚 EDP Manager, 電腦部經(jīng)理 Purchasing Manager, 采購經(jīng)理 Human Resources Manager, 人事經(jīng)理 Trai

21、ning Manager, 培訓經(jīng)理 Director Of Sales 銷售總監(jiān) Front Office Manager, 前廳部經(jīng)理 Executive Housekeeper, 行政管家 Security Manager. 保安部經(jīng)理 Level “B2” Executive Assistant, 行政助理 Credit Manager, 信貸經(jīng)理 Cost Controller, 成本控制經(jīng)理 Asst. Purchasing Manager 采購部副經(jīng)理 Asst. Chief Engineer, 行政副廚 Sales Manager, 銷售經(jīng)理 PR M

22、anager, 公關(guān)經(jīng)理 F&B Outlet Manager (Beverage Manager, Caf Manager, Chinese Restaurant, Banquet Manager), 餐飲部營業(yè)部門經(jīng)理（酒吧經(jīng)理，西餐廳經(jīng)理，中餐廳經(jīng)理，宴會經(jīng)理）， Catering Manager, 餐飲經(jīng)理 Chief Stewarding, 管事部經(jīng)理 Outlet Chef (Western Kitchen Chef, Sous Chef, Pastry Chef, Chinese Kitchen Chef), 營業(yè)部門廚師（西廚房廚師長，副廚師長，餅房廚師長，中廚

23、房廚師長）， Asst. F/O Manager, 前廳部副經(jīng)理 Asst. F/O GSM, 賓客服務(wù)經(jīng)理 Chief Concierge, 禮賓部經(jīng)理 Asst. Executive Housekeeper, 行政管家助理 Laundry Manager, 洗衣房經(jīng)理 Health Club Manager 康樂部經(jīng)理 Asst. Security Manager, 保安部副經(jīng)理 Level SS Engineering Duty Manager(SS), 工程部值班經(jīng)理 Sous Chef(SS), 西廚房副廚師長 HR Officer, Training

24、Officer(SS),人事官員，培訓官員 GSM-Service Center(SS), 賓客服務(wù)經(jīng)理－服務(wù)中心 Asst. Pastry Chef(SS), 餅房副廚師長 Security Duty Manager(SS), 保安部值班經(jīng)理 Staff Canteen Supervisor(SS), 員工餐廳主管 Level S (Accountable for the quality of all work performed within their area of responsibility, including management Shift Leader,)

25、 （責任所在區(qū)域的所有工作表現(xiàn)及質(zhì)量，包括管理領(lǐng)班） Translator(S), 翻譯 Secretary to Executive Committee Member / Level A(S), 行政委員會成員秘書 Payroll Master(S), 工資員 A/P, A/R Supervisor(S), 應付/應收主管 EDP Assistant(S), 電腦部助理 Purchasing Officer(S), 采購官員 Income Audit(S), 收益審計 Cashier Supervisor(S), 收銀主管 Engineeri

26、ng Section Supervisor(S), 工程部區(qū)域主管 Doctor(S), 醫(yī)生 Staff Canteen Chef(S), 員工餐廳廚師長 PR Assistant(S), 公關(guān)部助理 Sales Executive(S), 銷售助理 Reservation Supervisor(S), 預訂部主管 F&B Secretary(S), 餐飲部秘書 F&B Outlet Supervisor(S), 餐飲部各餐廳主管 Stewarding Supervisor(S), 管事部主管 Chef De Partie(S), 廚房主管 Front Desk Supe

27、rvisor(S), GSO Supervisor(S), 前臺主管，賓客服務(wù)主管 Club Floor Supervisor(S), 行政樓層主管 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（樓層主管，公共區(qū)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，總

28、出納 Level G1 (Possess specialized skills and /or trade qualifications) 擁有專業(yè)技能和行業(yè)認證 Purchasing Assistant采購助理 Asst. Income Audit 收益審計助理 Night Audit 夜間審計 Engineering Senior Skilled Worker 工程部高級技工 Storekeeper, 庫管員 Training Assistant 培訓助理 Hygiene Officer

29、 衛(wèi)生官員 Canteen Senior Cook, 員工餐廳高級廚師 Sales Coordinator, 銷售聯(lián)絡(luò)員 Artist 美工 Reservation Clerk 預定員 F&B Outlet Captain 餐飲部各營業(yè)部門領(lǐng)班 F&B Hostess 餐飲部領(lǐng)位 Butcher 肉案廚師 GSO-Reception 前臺接待 PABX Operator 總機接線員 GSO-Lobby, Welcome Officer 大堂門迎 Driver 司機

30、 Bell Captain 行李房領(lǐng)班 Level G2 (Basic manual duties across all work areas) 所有工作區(qū)域的基本工作職責 Department Clerk, 各部門文員 Cashier 收銀員 Engineering Basic Skilled Worker 工程部普通技工 Staff Canteen Cook 員工餐廳廚師 F&B Service Attendant 餐飲部服務(wù)員 Butler 貼身管家 Bartender 吧員

31、 Commis Chef (qualified) 廚師助手（有資格的） Bakers 面點師 F&B Kitchen Cook 餐飲部廚師 Kitchen Artist 廚房冷盤雕花 Bellman 行李生 Order Taker 點單員 Floor Room Attendant 樓層服務(wù)員 Health Club Attendant 康樂部服務(wù)員 Guest Laundry Checker 客衣檢查員 Tailor 裁縫 Security Guard 保安 Gardener 園

32、丁 Boiler Attendant 鍋爐工 Poutary Preparation粗加工 F&B Kitchen Help 餐飲部廚房幫工 PA Attendant公衛(wèi)服務(wù)員 Window Cleaner 門窗清潔員 Steward 管事員 Timekeeper 打卡員 Vegetable Cleaner 蔬菜清洗員 Cafeteria Attendant, 員工餐廳服務(wù)員 Laundry Attendant (Washer, Presser, etc.) 洗衣房服務(wù)員 Linen Room At

33、tendant, 布草房服務(wù)員 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 Exec

34、utive 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. 對與人力計劃及招聘相關(guān)的各項控制細則作出明確規(guī)定，從而達到酒店對人力的最佳利用。 Policy Statement 政策說明 It is the

35、policy of the Goodwin Hotel to clearly outline the procedures pertinent to the recruitment and employment of personnel within the Hotel. 嘉盛酒店政策規(guī)定：對與酒店員工招聘及雇傭有關(guān)的所有程序應進行明確說明。 The approved manning guide is to be strictly adhered to. No position can be physically filled without an approved “Personnel

36、Requisition Form”. 嚴格遵守已獲得批準的人員配備指南。在人員請雇單未獲批準前，不得對任何職位空缺進行補充。 Selections should be based on qualifications, experience and skill as specified in the approved personnel specifications. 對人員的選擇應基于獲準的人員請雇單上所列各項資歷、經(jīng)驗及技能要求。 Promotion should be from within the Hotel whenever possible. 升職應盡可能首先考慮酒店內(nèi)部員

37、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. 總經(jīng)理批準后，人力資源總監(jiān)負責對與酒店員工招聘及雇傭相關(guān)的人力資源標準運行程序進行壽命、執(zhí)行和修改。  Pr

38、ocedures 程序 1. Replacement of Employees 人員更換 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

39、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 co

40、py of the approved Personnel Requisition Form. 出現(xiàn)空缺后，相關(guān)部門經(jīng)理須填寫人員請雇單并由其部門總監(jiān)審批后轉(zhuǎn)給人力資源總監(jiān)。人力資源總監(jiān)審批后將人員請雇單轉(zhuǎn)至總經(jīng)理處。人力資源總監(jiān)/人事經(jīng)理收到由總經(jīng)理批準的人員請雇單后，進行人員招聘補充空缺并將獲準的人員請雇單的復印件反饋相關(guān)部門。 2. Additional Employees 追加員工 Under special circumstances, it may be necessary to recruit additional resources not budgeted for.

41、 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 appropria

42、te 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. 特殊情況下，會有必要招聘預算外的員工。此時，相關(guān)部門經(jīng)理須將人員請雇單連同一份書面說明遞交部門總監(jiān)進行批示后轉(zhuǎn)至人力資源總監(jiān)。人力資源總監(jiān)與部門總監(jiān)就其申請進行研究后，作出必要說明轉(zhuǎn)交財務(wù)總監(jiān)及總經(jīng)理審批。審批通過后，人力資源

43、總監(jiān)將采取必要行動填補空缺。 3. Filling of Vacancies 填補空缺 The Human Resources Director should ensure that the following priority will be given in filling vacancies: 人力資源總監(jiān)在填補空缺時，應首先考慮以下因素： 3.1 existing employees of the Hotel 酒店現(xiàn)有員工 3.2 qualified Employees within the Hotel who apply for transfer 酒店內(nèi)部申請調(diào)職且符合要

44、求的員工 3.3 qualified applicants who are referred by existing Employees 酒店員工推薦的合格人選 3.4 external applicants 店外申請人 4. External Recruitment Hiring Procedures 外部招聘雇傭程序 4.1 Employment Application Form 求職申請表 External applicants are required to complete the Employment Application Form detail

45、ing 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

46、to Human Resources Office directly in strict confidence without putting any comments that could possibly lead to a biased conclusion on the applicant.店外申請人須在求職申請表上詳細填寫其個人信息、資歷、工作經(jīng)歷并附一張本人近照。發(fā)放及收轉(zhuǎn)求職申請表應由人力資源部負責。經(jīng)由其他部門經(jīng)理或員工的申請表須直接轉(zhuǎn)給人力資源部，同時嚴格保密，不做任何可能導致對求職者判斷偏差的評論。 4.2 Screening of Applications篩選

47、求職申請 Prior to the first interview, the Human Resources Department will screen all the applications. 第一次面試前，人力資源部頒將對所有求職申請進行篩選。 The following applicants will not be considered.以下列出的申請人將不予考慮： - Immediate family members of current Employees在職員工的直線親屬 - Employees who were dismissed

48、 by the property under Goodwin Hotel or other hotels被嘉盛酒店或其他酒店開除的人員 - Employees who resigned from the property under Goodwin Hotel within the last 3 months從嘉盛酒店辭職不三個月的人員 - Applicant who are physically unfit to work for the job they have applied for 身體狀況不適合其所申請之職位的人員 - Applicant who were previous

49、ly convicted of a crime 有犯罪前科的申請人 4.3 First Interview 初次面試 All applicants have to be initially interviewed by the Human Resources Department. The Human Resources Department shall verify the personal data provided by the applicants and also inquire the applicant’s salary expectation with the form o

50、f Interview Evaluation. 所有申請人須首先經(jīng)過人力資源部面試。人力資源部將使用面試評估表核實申請人的個人信息詢問其工資要求。 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 docum

51、ents. 如認為適合，人力資源部將安排申請人與相關(guān)部門經(jīng)理進行復試，同時附上已填寫的面試評估表、簡歷、相關(guān)證明及其他文件。 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. 如認為申請人不合適或不能及時反饋意見，人力資源部須真誠、直接并及時向申請人說

52、明情況。 4.4 Second Interview第二次面試 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. 相關(guān)部門經(jīng)理應負責對人力資源部推薦的申請人就其個性、專業(yè)水平及工作

53、技能方面進行考察，確定是否符合要求。 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. 面試者應在求職評估表的相應欄目內(nèi)清楚填寫對申請人的評分及評語，并簽字。 If the applicant is found suitable for employment, the responsible Department Heads sh

54、all consult with the Human Resources Director to determine the starting salary in accordance with the following guidelines: 如認為申請人可勝任，相關(guān)部門經(jīng)理須與人力資源總監(jiān)根據(jù)以下方針商定其起始工資： - The salary scale applicable to the position 此職位所對應的工資級別 - Internal relativity i.e. salaries of other Employees holding same/similar

55、position 內(nèi)部對比—目前任相同或相似職位員工的工資 - Qualification, experience , present salary and salary expectation of the applicant. 申請人的資歷、經(jīng)驗、目前工資及工資要求 The responsible Department Head shall inform the successful candidate the following during the interview. 相關(guān)部門經(jīng)理應在面試時，向面試成功的申請人告知以下事項： - The position(s)

56、 offered所提供職位 - An oral indication of the proposed starting salary without commitment對起始工資的口頭提議而非承諾 - The applicant’s proposed commencement date對申請人到職日期的提議 Employees selected for Department Head level positions shall be introduced to the General Manager before final confirmation of employm

57、ent:為部門經(jīng)理級別挑選的申請人須在最終確認雇傭前，介紹給總經(jīng)理： The following hiring positions have to be interviewed by our General Manager finally 以下職位的人員雇傭必須最終由總經(jīng)理面試決定: Chief Accountant 總會計師 Credit Manager 信貸經(jīng)理 Purchasing Manager 采購經(jīng)理 Assistant Director of Engineering 助理總工程師 Personnel Manager 人事經(jīng)理

58、 Training Manager 培訓經(jīng)理 Assistant Director of Sales & Marketing 營銷副總監(jiān) Sales Manager 銷售經(jīng)理 Public Relations Manager 公關(guān)經(jīng)理 Food & Beverage Manager 餐飲經(jīng)理 Food & Beverage Outlet Managers 餐飲營業(yè)部門經(jīng)理 Assistant Food & Beverage Outlet Managers 餐飲營業(yè)部門副經(jīng)理 Catering Manager 宴會經(jīng)理 E

59、xecutive Chef 行政總廚 Chinese Executive Chef 中廚廚師長 Assistant Front Office Manager 前廳副經(jīng)理 Front Office Supervisor 前廳主管 Assistant Managers 大堂經(jīng)理 Guest Service Managers 客戶服務(wù)經(jīng)理 Club Floor Manager 行政樓層經(jīng)理 Reservations Manager 預定經(jīng)理 PABX Supervisor 總機主管 Chief Concierge 禮賓部經(jīng)理 Executive Housekeeper

60、 行政管家 Assistant Executive Housekeeper 行政副管家 Security Manager 保安部經(jīng)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

61、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. 完整的求職申請表及面試評估表連同其他材料須放入信封內(nèi)密封后送返人力資源部進行必要后續(xù)程序。如申請人是由相關(guān)部門經(jīng)理所派代表面試且認可的，則其申請須再轉(zhuǎn)交相關(guān)部門經(jīng)理/總監(jiān)最終審批。 If the

62、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 “l(fā)etter of regret” is required. 如申請人未通過第二次面試，相關(guān)部門經(jīng)理應盡量口頭告知。部門經(jīng)理應在求職評估表上注

63、明“已告知結(jié)果”或“請告知結(jié)果”說明是否需要書面通知申請人。 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. 所有文件均須送返人力資源部進行后續(xù)工作。書面通知書必須由人力資源總監(jiān)簽發(fā)。 In the event that requesting Department Head cannot d

64、ecide 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. 如部門經(jīng)理無法在面試當時作出決定，可在評估表上注明“待定”或“保留”并送交人力資源部。 5. Tentative Offer and Employment Contract 5.1 Upon receipt of the selected applicant’s file, the Human Reso

65、urces 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. 收到選定申請人的資料，人力資源總監(jiān)將在求知評估表上簽字，確認獲取所有信息且與酒店政策及相關(guān)勞動法規(guī)保持一致。 5.2 Human Resources Department shall arrange to notify the applic

66、ant orally the position offered, the starting salary and commencement date and the Employment Notification will be issued to the confirmed applicants later. 人力資源部將口頭通知申請人所提供職位、起始工資、到職日期，隨后向已確認雇傭的申請人發(fā)出雇傭通知書。 5.3 Where 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. 無論任何原因需要做背景調(diào)查，人力資源部將在得到候選人同意后口頭或書面進行調(diào)查。 5.4. The candidate shall be required to attend