【正文】 TRAININGPOLICIES amp。 PROCEDURESPOLICIES AND PROCEDUREST TRAINING NEEDS ANALYSIST TRAINING PLANT TRAINING MEAL ALLOWANCET TRAINING CONTRACTS AND BONDINGT TRAINING REQUESTST TRAINER OF THE YEART CROSS DEPARTMENT TRAININGT CROSS HOTEL TRAININGT PREOPENING TASK FORCET TRAINING EXPENSEST TRAINING EQUIPMENTT STAFF ORIENTATIONT TRAINING HOURST TRAINING ON HOTEL TIMET TRAINING ROOMST TRAINING RECORDST EMPLOYEE DEVELOPMENTT DEPARTMENT BUDDYT DEPARTMENT TRAINERT SUCCESSION PLANNINGT EMPLOYEE TRAINING amp。 DEVELOPMENT PROGRESSIONPUDONG SHANGRILA HOTEL SHANGHAIHUMAN RESOURCES POLICY amp。 PROCEDURE MANUALSUBJECT : TRAINING NEEDS ANALYSIS 培訓(xùn)需求分析PREPARED BY : George ZhangTMREVIEWED BY : DHRDATE PREPARED : May EFFECTIVE DATE : June APPROVED BY : GENERAL MANAGERPOLICY NO. : HR/DISTRIBUTION : ALL DIV/DEPT HEADSPAGE NO. : 1 OF 1COMMUNICATE TO : ALL HOTEL EMPLOYEESI. PURPOSE 目的To ensure that Training Department is actively seeking and analyzing training needs in a constant and consistent manner.確保培訓(xùn)部能積極，持續(xù)不斷地為飯店分析培訓(xùn)需求I. GUIDELINES 政策 i. Training Needs Analysis should take place on a continuous basis. Identified needs will be addressed in the Training Plan.培訓(xùn)需求分析要持續(xù)有序，而分析出來的需求要在培訓(xùn)計劃上有所體現(xiàn)ii. Training needs can be identified by using the following sources of information :培訓(xùn)需求可以用以下方式進行分析： Observation 觀察 Guest Questionnaires 客人意見調(diào)查表 Guest Comments 客人評估 Meetings with employees 員工會議 Management reports 管理報表 Management amp。 Employee Surveys 管理人員與員工調(diào)查 Audits/Inspections 檢查 Performance Appraisals 工作評估 Records : Accidents / Absenteeism / Labor Turnover 記錄：事故、缺勤，員工流動 Exit Interview Reports 離職面談 Standards of Performance 工作標準 Job Descriptions 職位描述 Department Goals Programs 部門目標 Productivity Statistics 生產(chǎn)力統(tǒng)計 Training Course Evaluations 培訓(xùn)課程評估 Minutes of EXCOM Meetings 執(zhí)行委員會會議記錄 Feedback from Trainers’ Meetings 培訓(xùn)員會議 Introduction of Changes . New technology / services 新技術(shù)，服務(wù)的引進 Training Needs Analysis Questionnaires (to all levels) 培訓(xùn)需求分析問卷 PUDONG SHANGRILA HOTEL SHANGHAI HUMAN RESOURCES POLICY amp。 PROCEDURE MANUALSUBJECT : ANNUAL TRAINING PLAN 年度培訓(xùn)計劃PREPARED BY : George ZhangTMREVIEWED BY : DHRDATE PREPARED : May EFFECTIVE DATE : June APPROVED BY : GENERAL MANAGERPOLICY NO. : HR/DISTRIBUTION : ALL DIV/DEPT HEADSPAGE NO. : 1 OF 2COMMUNICATE TO : ALL HOTEL EMPLOYEES I PURPOSE 目的To ensure that training needs are systematically addressed and budget is maximized to achieve the planned training. The plan will also serve as a direction for training goals and provide a mechanism for follow up and measurement of effectiveness of training. 為了確保培訓(xùn)需求得到系統(tǒng)的滿足，最大的限度地利用培訓(xùn)預(yù)算實施計劃的培訓(xùn)項目。培訓(xùn) 計劃也是培訓(xùn)目標實現(xiàn)的指導(dǎo)，為培訓(xùn)跟進與培訓(xùn)效果的衡量提供了依據(jù)。 II GUIDELINES 政策1. The training plan should mence in September/October each year.培訓(xùn)計劃的制定開始于每年的九，十月份。2. The following factors will be taken into consideration:應(yīng)考慮以下因素：(a) Impact and effectiveness of current training programs目前培訓(xùn)項目的影響與有效性(b) Training and Development needs resulting from the Hotel’s business plan and goals.源于飯店經(jīng)營計劃與目標的培訓(xùn)與發(fā)展需求(c) Training and Development needs arising from the Performance Evaluation process.源于工作評估的培訓(xùn)與發(fā)展需求(d) Training and Development needs resulting from the Training Needs Analysis源于培訓(xùn)需求分析的培訓(xùn)與發(fā)展需求3. The Training Plan will consist of four sections : 培訓(xùn)計劃應(yīng)包括以下四個部分：(a) Management Development 管理人員的發(fā)展(b) Supervisory Development 主管人員的發(fā)展(c) Nonmanagement Staff Development 非管理人員的發(fā)展(d) General . Orientation, fire, safety, languages etc. 普通課程如入職，消防，安全與語言等4. To simplify follow up and implementation, the Training Plan should be broken down into 12 monthly plans.為了簡化跟進與實施，培訓(xùn)計劃應(yīng)細為月度計劃5. The Training Plan will include evaluation tools to ensure that effectiveness of training is measured resulting in improved performance.培訓(xùn)計劃應(yīng)包括保證培訓(xùn)效果的評估手段 PUDONG SHANGRILA HOTEL SHANGHAIHUMAN RESOURCES POLICY amp。 PROCEDURE MANUALSUBJECT : ANNUAL TRAINING PLAN 年度培訓(xùn)計劃PREPARED BY : George ZhangTMREVIEWED BY : DHRDATE PREPARED : May EFFECTIVE DATE : June APPROVED BY : GENERAL MANAGERPOLICY NO. : HR/DISTRIBUTION : ALL DIV/DEPT HEADSPAGE NO. : 2 OF 2COMMUNICATE TO : ALL HOTEL EMPLOYEES6. Some examples of Evaluation Tools are :下面是幾種可行的評估方式：(a) Performance Monitor 服務(wù)質(zhì)量評估(b) Management Reviews 管理回顧(c) Labor turnover 員工流動(d) Productivity statistics 生產(chǎn)力統(tǒng)計 III. PROCEDURES 程序1. The Training Department will conduct Training Needs Analysis.培訓(xùn)需求分析應(yīng)由培訓(xùn)部制作2. Based on the data collected from the TNA, the Training Department will prepare a Hotel Training Plan taking into consideration.按照培訓(xùn)需求分析的統(tǒng)計數(shù)字，培訓(xùn)部將制作飯店培訓(xùn)計劃。3. The Training Plan will be presented to all Division and Department Heads for their feedback.培訓(xùn)計劃將分發(fā)到所有表明總監(jiān)或經(jīng)理處以正確意見。4. The Training Plan will be revised incorporating the feedback and presented to the Ex for approval. 培訓(xùn)計劃將根據(jù)表明總監(jiān)或經(jīng)理的反饋進行修改，再呈給EXCOM以獲得批準。 PUDONG SHANGRILA HOTEL SHANGHAI HUMAN RESOURCES POLICY amp。 PROCEDURE MANUALSUBJECT : TRAINING MEAL ALLOWANCE (CROSS/OVERSEAS TRAINING) 培訓(xùn)用餐補助 （交叉，境外培訓(xùn)）PREPARED BY : G