洲際酒店行為規(guī)范-wenkub
2023-04-22 23:16:14 本頁(yè)面
【正文】 Measurement of Objective:Each of the objectives will be measured out of 5 on the same basis as the performance feedback process. A 3 or higher rating will be considered evidence that you are performing the objective, a rating of 1 or 2 will be considered evidence that you are not meeting the objective.If you achieve less than a 3 on more than [insert target] objectives then we will consider our options including termination of you from your position on the grounds of poor performance.Monitoring:These objectives will continue over a period of [insert target] months and be (referred to as the “Performance Period”).During this time we will meet every 2 weeks to review and monitor your progress. MISCONDUCTWhat is misconduct and when does it apply?Misconduct is defined as behaviour that involves a breach of the type of professional and ethical behaviour which is expected by IHG.Examples of misconduct include but are not limited to: and Corporate Employee the HR Director supporting the functional group and the Regional Director for that Group Examples of Short Term ObjectivesExample 1:Objective:Improve Famp。 The objectives should be in writing ideally with the employee’s written agreementIf this is the second or third time the employee has been put on Objectives or the employee fails to meet the objectives, then if the manager wants to terminate the employee, then they should make it clear to the employee that if they fail to ply with the objectives, the manager will consider his/her options including termination.If performance doesn’t improve:In the event that there is no performance improvement, the manager will be entitled to take the following steps: Performance Standards required. Coaching/DevelopmentWhere an employee new to a role requires guidance in the development of the skills, knowledge and experience necessary to meet the required performance levels. MisconductPlease note it is not within the scope of this document to outline every scenario of performance and behaviour that may arise.GENERAL POLICY STATEMENTIHG Line Managers are responsible for managing the performance and conduct of their employees. The line manager will municate the required performance expectation. They will also take prompt and fai
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