Department : Human
Resources
Subject : DEPARTMENTAL
TRAINERS
POLICY
Objective of Departmental Trainers
To have a team of well-trained trainers to provide skills
and knowledge training systematically to new staff, and to refresh the skills
and knowledge of existing staff.
Prerequisites of a Departmental Trainer
1. All Departmental Trainers must have
attended a Train-the-Trainer course prior to being appointed a Departmental
Trainer.
2. Departmental Trainers will be assessed
, every six months whenever possible, by respective Department Heads, the Training
Manager and Director of Human Resources.
3. All Departmental Trainers will hold
their position for a period of twelve months, if not terminated.
4. At the end of twelve months,
Departmental Trainer positions will be reviewed.
The Role of a Departmental Trainer
1. To induct or arrange for the induction
of all new staff into their area of work by the end their first week, according
to the Departmental Induction Checklist.
2. To train all staff to ensure they have
the appropriate skills, knowledge and competencies to be able to carry out
their tasks according to their job description and specification.
3. To ensure all staff have up-to-date
hotel product and service knowledge.
Continued…Policies
& Procedures for Departmental Trainers
Responsibilities of a Departmental Trainer
1. Departmental Trainers will need to
conduct at least one structured training session each month.
2. A Training Plan for Departmental
Trainers, which sets out training activities for the next month, is to be
forwarded each month to the Training Manager and then circulated to the General
Manager.
3. Departmental Trainers will meet with
the Training Manager bi-monthly to discuss training needs and critical issues
in executing training for their staff.
4. Departmental Trainers will regularly
liaise with their Department Heads on training matters requiring action and
follow up.
Departmental Trainer’s Incentive Scheme
1. An incentive scheme is to be applied,
conducive to all parties.
2. An outline of this scheme is to be
forwarded to the General Manager for reference prior to the implementation of
the incentive scheme. The General
Manager should also receive full details of any updates to the incentive
scheme.
POLICIES &
PROCEDURES
Department : Human
Resources
Subject : TRAINING
RESOURCES
POLICY
Training Library
1. To provide reference material for hotel
staff, a training library should be established and administered by Training
department.
2. Opening hours to be determined by the
Training Department.
Training Room
1. Subject to availability, the training
room will be available for departmental training activities or in-house
meetings.
2. Advanced bookings of the training room
must be made through the Training department.
3. Users are to ensure that the training
room is clean and tidy at the completion of use and re-arranged into the
original set-up after usage.
Training Equipment
1. Department may borrow training
equipment for the purpose of job related training or in house meetings. The training department must maintain records
of such movements.
2. Advanced bookings of training equipment
must be made through the Training department.
3. Borrowers shall be held responsible for
any loss or damage to training equipment.
POLICIES &
PROCEDURES
Department : Human
Resources
Subject : THE TRAINING PLAN
POLICIES
Objective of the Training Plan
- To
inform the General Manager, Department Heads and staff of training courses
and activities scheduled throughout the coming year.
- To
enable Department Heads to schedule their staff’s training well in advance,
and minimize any negative impacts on staffing levels.
The Training Plan
1. The Training Plan will be produced on
an annual basis, and reviewed every six months.
2. At the beginning of June of each year,
a draft of training plan for the following year (July present year to June
following year) will be produced and a copy submitted to the General Manager
for approval.
Distribution of the Training Plan
1.
A
copy of the training plan will be posted on the staff notice board, at least
four weeks prior to the commencement of the program.
2.
Department
Heads will distribute copies to all relevant employees.
3.
The
Training Manager will forward a copy of the completed training plan to the
General Manager.
4.
The
Training department reserves the right to amend scheduled courses and
activities based on levels of participation or need.
5.
If
the training plan is amended in anyway, the amended copies will be circulated
to persons to whom the original plan was distributed.
POLICIES &
PROCEDURES
Department : Human
Resources
Subject : THE
TRAINING BUDGET
POLICY
Mechanism of the Training Budget
A training budget is required each year to enable hotels to
allocate funds to cover the cost of training program according to the training
needs analysis.
As a guideline, it is recommended that the annual training
budget should comprise a minimum amount equivalent to one percent (1%) of the
annual payroll budget exclusive of payroll and related expenses.
The budget must be itemized and cover the following:
Ø The name of the training
programs/courses/seminars.
Ø The cost of the
programs/courses/seminars.
Ø The duration of the
programs/courses/seminars (hours/days/weeks/months).
Ø The targeted participants.
Ø Industrial trainees.
Ø Incentives for training.
Ø Subscriptions to training magazine/journals.
Ø Books, videos, copies.
Ø Etc.
POLICIES &
PROCEDURES
Department : Human
Resources
Subject : NEW
HIRE ORIENTATION AND DEPARTMENTAL INDUCTION
POLICY
Objectives of New Hire Orientation and
Departmental Induction:
1.
To
familiarize new employees with Hotel policies and procedures, and general
working conditions.
2.
To
shorten the period taken for the new employees to be comfortable with their new
working environment, and are able to contribute effectively to teamwork.
3.
To ensure new employees have the confidence
and skills to be able to carry out their tasks according to departmental and
Hotel standards.
New Hire Orientation
1.
An
orientation session over a minimum of two (2) consecutive days will be held by
the Training department for each new employee before the employee joins his/her
department.
2. Program of the first day of orientation
should include:
§ The background of the company,
§ Policies,
§ Safety including fire safety,
§ Benefits,
§ Rules and regulations of the hotel,
§ Employee Handbook
§ A hotel tour
3. The second day will consist of:
§ an introduction of the quality improvement
process,
§ telephone & service techniques, and
§ grooming training.
Continued…Policies & Procedures on New Hire Orientation
All new employees must complete the New
Hire Orientation Program prior to the commencing work in their outlet.
4.
In
exceptional circumstances where this is not possible, the departmental trainer
will be responsible for conducting an abridged orientation program prior to
their departmental induction. The new
employee must then attend the next orientation program conducted by the
Hotel.
Management Orientation
All new Management staff will be required to attend the
first scheduled day of orientation only.
Departmental Induction
1.
After
the orientation, new employees may commence work in their outlets.
2.
The
Department Head will organize formal induction training to assist the staff in
familiarizing themselves with their working environment, equipment and
procedures.
3.
The
Department Head should assign a Departmental Trainer to provide induction
training for the new staff.
4.
A
Departmental Induction Checklist should be used to ensure proper induction is
provided.
5.
A
copy of the complete checklist will be forwarded to the Training Manager for
record purposes and follow up.
6.
After
two (2) months of service (prior to confirmation), the Department Head will
review with the employee his/her performance to-date. This information should be recorded on the
Performance Appraisal Report and forwarded to the Director of Human Resources
for action.
7.
When
training needs are identified, the Training Manager will liaise with the
Department Head concerned for further action.
Continued…Policies & Procedures on New Hire
Orientation
Probationary Staff Forum
Within the first three (3) months of employment, a
probationary employee will be given a forum in which various aspects of their
employment can be freely discussed.
The forum should be held between the eight and tenth week of
employment, and include discussion of the following subjects:.
a. Work and Related Areas
§ Any problems encountered, together with
recommended solutions
§ Job expectations (meets, does not meet,
exceeds)
§ Relationships with supervisors, peers
(harmonious, not harmonious) plus solution if applicable
§ Effectiveness of on-the-job training
b. Benefits
§ Medical
§ Uniforms
§ Quality of meals
§ Condition of change room/facilities
§ Recreational/social facilities
c. Staff Opinions
Training Manager will be the facilitator at this forum. It
will not be open to any other management or staff, other than the probationary
staff and members of HRD.
Information gathered during this forum
will be collated, analyzed and acted on appropriately and in a timely manner.
B 