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【正文】 ase of an employee having violated the rules and regulations of the hotel, the Assistant Manager shall inform the Department Head at once. 一旦有員工違反飯店規(guī)章制度，部門副經(jīng)理須即刻通知部門經(jīng)理。 ? Without any delay, the Department Head concerned shall consult the HR amp。 Training Mgr for the appropriate action to be taken. 有關(guān)部門經(jīng)理須立即與人力資源培訓(xùn)經(jīng)理商量應(yīng)采取的處理辦法。 ? Prior to any dismissal, the approval from the GM / DGM is necessary. 采取解雇行為前，須得到總經(jīng)理和副總經(jīng)理的批準(zhǔn)。 ? All separation of employment shall be processed through the exit interview which contains the termination check list for the proposal of the last salary payment. 全部退職行為之前均須先進(jìn)行離職面試，討論解前應(yīng)處理問題提請最后一次工資申請。 26 DIVISION : HUMAN RESOURCES DEPARTMENT : PERSONNEL 部門： 人力資源部 部門： 人事部 EXIT INTERVIEW (1/1) 離職面試 (1/1) _____________________________________________________________________ PROCEDURE PURPOSE : EXIT INTERVIEW STANDARD SETUP 制訂程序的目的： 制訂離職面試程序 ? Level 1 staff members shall be interviewed by the GM / DGM 崗位等級為一級的員工辭職前須經(jīng)總經(jīng)理和副總經(jīng)理作離職面試。 ? Level 2 and Level 3 staff members shall be interviewed by the DGM, the Department Head concerned and the HR amp。 Training Mgr. 崗位等級為二級和三級的員工須經(jīng)副總理、有關(guān)部門和人力資源培訓(xùn)作離職面試。 ? Level 4 to Level 8 staff members shall be interviewed by the Department Head concerned, the HR amp。 Training Mgr 崗位等級為四 級至八級的員工須經(jīng)有關(guān)部門經(jīng)理和人力資源培訓(xùn)部經(jīng)理作離職面試。 27 OPERATIONS MANUAL DEPARTMENT POLICIES 工作手冊與部門制度 PROMOTION amp。 TRANSFER 提升與調(diào)動 28 PROMOTION amp。 TRANSFER 第三章 提升與調(diào)動 TABLE OF CONTENTS 目 錄 _____________________________________________________________________ OPERATIONS MANUAL amp。 DEPARTMENT POLICIES 工作手冊與部門制度 VOLUME 1 第一卷 PROMOTION 提升 INTERNAL PROMOTION 內(nèi)部提升 ACCOR (CHINA) INTERNAL TRANSFER 雅高 (中國地區(qū) )內(nèi)部調(diào)動 INTERNAL TRANSFER 內(nèi)部調(diào)動 29 DIVISION : HUMAN RESOURCES DEPARTMENT : PERSONNEL 部門： 人力資源部 部門： 人事部 PROMOTION (1/1) 提升 (1/1) _____________________________________________________________________ PROCEDURE PURPOSE : STAFF RECOGNITION POLICY SETUP 制訂程序的目的： 制訂提升員工制度 ? The Management Team (either the GM / DGM, and the HR amp。 Training Mgr) shall sign the letter of announcement for a promotion and present it in person to the promoted staff member. 管理層 (總經(jīng)理 /副總 經(jīng)理及人力資源培訓(xùn)經(jīng)理 )需在提升通知書上簽字，并親自交給提升員工本人。 ? The HR amp。 Training Mgr shall upgrade her/his recent ID card, name tag and uniform, then the GM / DGM shall present her/him with a new ID card, name tag and new uniform set. 人力資源培訓(xùn)經(jīng)理須負(fù)責(zé)更換得到提升員工的工卡工牌，工服，而后總經(jīng)理 /副總經(jīng)理將親自把更換過的工 卡工牌和新工服發(fā)給員工。 ? The event may take place during the Staff Party, any appropriate birthday party, any morning briefing meeting or any staff activity whenever and/or wherever appropriate. 選擇合適的場合舉行儀式，如選擇員工聚會生日晨或其它任何合適的時間和場合。 ? Photo has to be taken and put in the employee notice board. 員工照相后，將相片在員工公告欄內(nèi)公布。 30 DIVISION : HUMAN RESOURCES DEPARTMENT : PERSONNEL 部門： 人力資源部 部門： 人事部 INTERNAL PROMOTION (1/2) 內(nèi)部提升 (1/2) _____________________________________________________________________ PROCEDURE PURPOSE : _ INTERNAL PROGRESS REVIEW STANDARD SETUP 制訂程序的目的： 制訂內(nèi)部提升評估制度 ? Prior to her/his promotion, any employee to be promoted from Level 8 to Level 7 and upwards to Level 2 shall be required to take the supervisory test at the Training Centre within 3 days of the issuing of the related memo by the Personnel Department. 任何從 8 級升到 7 級直 至到 2 級的員工得到提升前，須在收到人事部相關(guān)備忘錄后三天之內(nèi)，參加培訓(xùn)部主持的管理考試。 ? Once the supervisor has obtained the test result, the employee shall be appraised as to whether she/he deserves promotion. 被提升員工的上級主管在收到考試結(jié)果后須對員工作評估，以便考察他 (或她 )是否有資格得到提升。 ? If the new position is confirmed, the Personnel Department may adjust the salary as per the minimum scale of the new level after the probation period of the new position has been pleted. 如新職務(wù)得到確認(rèn)，人事部可在新職務(wù)試用期滿之后根據(jù)的最低工資標(biāo)準(zhǔn)調(diào)整員工的工資。 ? There is a mandatory 4 months performance review instead of the traditional 3 months probation period for all internally promoted staff. 所有得到內(nèi)部提升的員工均須經(jīng)過四個月的工作表現(xiàn)考察，而非原 有的 3 個月的試用期考察。 ? Once the required 4 months have been pleted in the new position, any salary adjustment shall be subject to a satisfactory uptostandard performance and at the discretion of the Department Head. 四個月的工作表現(xiàn)考察期滿后，工資調(diào)整須參考作表現(xiàn)是否合格并聽從部門經(jīng)理的意見 . ? The annual increment of any employee promoted from Level 8 to Level 7 and upwards to Level 2 shall be based on the effective date of the new 從 8級到 7級直到 2級的提升人數(shù)需以新任命的有效期為基礎(chǔ)。 31 DIVISION : HUMAN RESOURCES DEPARTMENT : PERSONNEL 部門： 人力資源部 部門： 人事部 INTERNAL PROMOTION (2/2) 內(nèi)部提升 (2/2) _____________________________________________________________________ PROCEDURE PURPOSE : _ INTERNAL PROGRESS REVIEW STANDARD SETUP 制訂程序的目的： 制訂內(nèi) 部提升評估制度 ? Any internally promoted employee shall not be exempted from the Minimum Required Training Credit hours during the 4 months in the new position. However, the MRTC program shall be adjusted as per the new level. 新近得到提升的員工不能免去在新崗位上為期四個月的受訓(xùn)。限可根據(jù) 崗位的需要調(diào)整。 ? A minimum 6 months internal task performance shall be pulsory for any further promotion at any level. 第二次提升前，須要通過至少六個月的工作表現(xiàn)考察。 32 DIVISION : HUMAN RESOURCES DEPARTMENT : PERSONNEL 部門： 人力資源部