HIRING PROCESS

Department        :         Human Resources

Subject              :         HIRING PROCESS

POLICY

A.  Recruitment

1.  Place help-wanted advertisements.

2.  Place a sign at the project with the pre-opening office address.

3.  Utilize other sources:

a. Executive Search Firms

b. Hotel counterparts

c. Schools

B.  Application

1.  Accept application (cover letter), curriculum vitae (résumé), and    reference/documents

2.  Log applicants into database:

a. Name

b. Address

c. Telephone

d. Position(s)

e. File trace

f. File curriculum vitae by position for which they have applied, and by division.

C.  Initial Screening

1.    Personnel to review curriculum vitae for consideration based on job specifications and description.

2.  Schedule appointments for interview by Personnel.

3.  Applicant completes XXXXX XXXX XXXXXapplication form.

4.   Interviews by Personnel Manager:

a. Discuss qualifications, previous experience and interest.

b. Provide information regarding company, hotel, wage/benefits.

c. Complete interview evaluation form.

5.  Check applicant's references.

6.  Refer qualified candidates to Department Heads.

D.  Interview

1.    Department Head to review curriculum vitae in relation to the specifications and description of the position to be filled.

2.  Schedule interviews with the applicant and Department Head.

3.  Interview by Department Head:

a.  Discuss qualifications, previous experience and interests.

b.  Provide information regarding position and performance expectations.

c.  Complete interview evaluation form.

d.  Have candidate complete psychological test.

4.  Refer selected candidate to General Manager for approval.

E.  Job Offer 

1.  Personnel to contact selected candidate for pre-employment medical examination.

a. Provide clinic information.

b. Request doctor recommendation report within one (1) week.

2.  Extend offer of employment to candidate.

3.  Schedule appointment to review employment agreement.

4.  Prepare employment agreements.

F.  Process New Hire

1.  Personnel to review employment agreement with new hire, and have them sign the agreement and other required documents.

2.  Issue company property:

a. ID card

b. Name tag

c. Locker

d. Uniforms

3.  Schedule training:

a. Orientation and employee handbook

b. Personal appearance

c. English language skills

d. Job skills   

RE-EMPLOYMENT OF FORMER EMPLOYEES

Department             :         Human Resources

Subject                   :         RE-EMPLOYMENT OF FORMER EMPLOYEES

POLICY

§  Applications for employment may be received from former employees wishing to re-join the Company. Such application is to be given the candidate’s work record with the Company, reason for leaving, and work record since leaving.

§  As a general policy, persons who have left the Company on two occasions will not be        re-employed. Possible exceptions may be where pressing domestic circumstances necessitated a termination of employment.

PROCEDURE

Ö Upon receiving an application for re-employment, the Director of Human Resources coordinates the recruitment, ensures candidates’ suitability, and before scheduling any interviews contacts the Department Head concerned for the former employee’s work record.  Should these reports be positive, the Director of Human Resources may include the former employee in the selection and interview process.

Ö The candidate’s reasons for leaving the Company should be investigated and analyzed during the interview process to determine whether or not the causes or circumstances still exist.

Ö A former employee re-appointed will commence a new period of employment without any continuous benefit, unless otherwise provided for in any related legislation, or especially approved by the Director of Human Resources and the General Manager.

EMPLOYMENT OF APPRENTICESHIP

Department             :         Human Resources

Subject                   :         EMPLOYMENT OF APPRENTICESHIP

POLICY

§  Employment of young persons (aged 14-19) i.e. in Kitchen as Cooks, is generally governed by Apprenticeship Ordinances which require a contract of Apprenticeship to be entered into.

§  It is also an XXXXX XXXX XXXXXpolicy to train young persons and supply the industry with well-trained and skilled staff.

§  On top of providing organized and systematic practical training for the apprentices, they are  to attend formal schooling at technical institutions and to pay the fees for such courses.

§  The wages of apprentices are to be increased periodically according to established rates.

PROCEDURE

§  When Apprentices are employed, Contracts of Apprenticeship are entered into with copies forwarded to the Manpower Department in Indonesia for registration.

§  Every contract of apprenticeship submitted for registration must be accompanied by a medical certificate certifying the fitness of the employee for apprenticeship  in the trade.

§  Records are to be kept and six (6) monthly reports to be forwarded to the Director of Technical Education and Manpower on the work performed, progress made, overtime worked, attendance to specified courses of instruction by the apprentices.

§  On the satisfactory completion of the period of apprenticeship, apprentices shall receive Certificates of Completion of the Apprenticeship issued by the Employer.

EMPLOYMENT OF CASUAL EMPLOYEES

Department             :         Human Resources

Subject                   :         EMPLOYMENT OF CASUAL EMPLOYEES

POLICY

§  Casual labor will be hired to cover additional ad hoc manpower needs for functions or special events with which the existing employee force cannot cope. 

§  Casual labor should not be employed for more than 20 consecutive days.

§  Payroll cost will then be contained as casual labor and will not be entitled to general employee benefits.

§  Such costs must fall within the budget provided.

§  As with salary levels, casual labor rates are to be reviewed periodically to be in line with market rates and government-mandated rates.

§  The Director of Human Resources must update Management regularly on local legislation governing the employment of casual labor e.g. certain government legislation stipulate that casual labors, if employed on a continuous basis for a certain period, will automatically become regular staff.

PROCEDURE

Department Heads are to forward Employee Requisition Forms to the General Manager for his/her approval.

PERFORMANCE APPRAISAL

Department             :  Human Resources

Subject                   :  PERFORMANCE APPRAISAL

POLICY

Periodic Performance Appraisal of the confirmed employees are carried out in a similar manner for the purpose of:

Ø  Making necessary improvements to performance

Ø  Enhancing job satisfaction

Ø  Accelerating personal and professional development

Ø  Identifying training needs

Ø  Identifying strengths and weaknesses

Each employee will be invited to take part in the staff appraisal process approximately every 6 months and at the end of the probation period following hiring or any promotion.

PROCEDURE

Ö Each employee will be given one week’s notice to prepare for the appraisal.

Ö Each employee will be issued with a self-appraisal form to complete and be given the guidelines on preparing for appraisal.

Ö The self-appraisal form must be completed and returned at least three days before the agreed time of the appraisal.

Ö To the employees who pass the period of probation, confirmation letters in triplicate are issued. The first copy of the confirmation letter is handed-over to concerned employee, the second copy signed by the concerned employee is kept in the Personnel File Folder and the third copy is forwarded to the Department Head.

Ö The service of employees who do not pass the period of probation as per set standards, are not confirmed and letters of termination are issued.

p>� � p < � [ +] an>

Continued….Policies & Procedures on Staff Hiring

Application Form

Ö All Candidates for employment progressing to an interviewing stage are required to complete an application for employment form.

Employment Offer

Ö The offer of employment must follow procedures to ensure that no misunderstandings occur on the part of the prospective employee in respect to conditions of employment.

Ö A standard one-year contract/letter of appointment, confirming the employment offer and detailing employment conditions will be forwarded for acceptance and signature. This will be reviewed by the Department Manager who will decide to extend for one more year or terminate. If extended then careful and thorough consideration is required to decide whether the employee can be accepted as a Permanent employee.

Termination

Ö Termination for Assistant Department Heads, and above should be consulted with the General Manager.

STAFF HIRING, DISMISSAL, TRANSFER, PROMOTIONS & DEMOTIONS

Department   :       Human Resources

Subject         :         STAFF HIRING, DISMISSAL, TRANSFER, PROMOTIONS &

                        DEMOTIONS

 

POLICY

No hiring, dismissal, transfer, promotion and/or demotion of any employee of the hotel, whether contractual, permanent or other contract status can be made by anyone without the prior written authorization of the General Manager.

If management has approved any of the above actions, the procedures set-forth are to be followed in all cases.

The hotel will recruit and select those candidates whose skills, abilities and interest most closely match the specifications of the vacant position. Potential for future development and promotion where appropriate, will also be considered during the selection process.

To ensure the achievement of this Policy, all recruitment will be coordinated through the HRD.

The recruitment, interviewing and selection of the following Departmental/Line Managers must have the prior approval of the Head Office/Director of Operation (for the position of Financial Controller, Chief Engineer, Sales & Marketing Manager, and Director of Human Resources).

PROCEDURE

Interview and Selection

Ö Director of Human Resources or another responsible manager will conduct an initial interview of applicants and prepare a short-list of those most suitable for consideration of the Departmental Manager.

Ö The interviewing Manager and the Head of Department should make the final selection jointly after consultation with the Director of Human Resources.

Ö Selection is to be based on interviews, applications and documents received, verifications of recommendations, previous employment checks, psychological tests and medical tests.

Application Form

Ö All Candidates for employment progressing to an interviewing stage are required to complete an application for employment form.

Employment Offer

Ö The offer of employment must follow procedures to ensure that no misunderstandings occur on the part of the prospective employee in respect to conditions of employment.

Ö A standard one-year contract/letter of appointment, confirming the employment offer and detailing employment conditions will be forwarded for acceptance and signature. This will be reviewed by the Department Manager who will decide to extend for one more year or terminate. If extended then careful and thorough consideration is required to decide whether the employee can be accepted as a Permanent employee.

Termination

Ö Termination for Assistant Department Heads, and above should be consulted with the General Manager.

POLICIES & PROCEDURES ( HUMAN RESOURCES PHILOSOPHY )

Department              :         Human Resources

Subject                   :         HUMAN RESOURCES PHILOSOPHY

POLICY

In order to maintain a position of Corporate Leadership, XXXXX XXXX XXXXXmust continue to attract, develop, and retain qualified and motivated personnel. Management will meet this challenge by consistently developing and administering personnel policies and practices, which are responsive to the needs of the company while satisfying employee needs, expectations and aspirations. As a guide to formulating and developing effective policies and practices, XXXXX XXXX XXXXXis committed to the following principles:

Ø  Provide opportunities for personal and career growth to deserving employees.

Ø  Acknowledge and reward employees according to their achievements and contributions.

Ø  Assist employees to develop fully their abilities, keeping in mind that the primary responsibility for development rests with the employees.

Ø  Encourage employees to recognize and to fulfill their responsibilities to themselves, their families and to the Hotel.

Ø  Provide a comprehensive program of employee benefits and services.

Ø  Provide a work environment that is both safe, environmentally friendly and conducive to the maximization of employee contributions.

Ø  Administer a salary administration program that is competitive, fair, appropriate and reflective of the employee's skill, talents and contributions.

Through the application of these principles, XXXXX XXXX XXXXXseeks to ensure personnel policies and decision making, which can provide a rewarding and satisfying career for its employees.