【正文】 d. These requirements can then be reviewed and discussed and ultimately modified if necessary. Examples of production standards would be: Room Attendants 15 Rooms 8 Hours Bell men 25 Movements Waiters 20 Covers 2 Hours Cooks 90 Covers 6 Hours Dishwashers 150 Covers 4 Hours Floor Supervisors 40 Occupied Rooms 8 Hours Receptionist 100 Arrivals 8 Hours Permits and Licenses This standard should be a detailed list and explanation of all Permits and Licenses necessary for the operation of a Hotel in the area in which it is located. Emergency Procedures This standard should be a detailed presentation of the Emergency procedures to be followed in the advent of either a fire, disaster or situation requiring medical urgency. It should also include a statement indicating each employee’s responsibility to read, understand and if required, duty, in the participation of an emergency. Telephone Numbers This standard should provide a list of Telephone numbers to be used for contacting Management, senior personnel and Emergency Services in the advent of an Emergency. It should be kept up to date reflecting any changes in either the personnel involved, Telephone Numbers used or Emergency Service Organizations. First Aid Many Countries are now requiring that Hospitality Service Personnel be trained in the areas of Fist Aid giving. It is remended that each establishment includes an acceptable First Aid Training course and qualification for selected Employees, including updates and refresher courses. 7. 8 Security of Property This standard should detail the required Security procedures in order to ensure the safekeeping of all Hotel property and Equipment, it should include responsibility, delegation, information on security systems and locking devices. Occupational Health and Safety This standard states the Employer’s position regarding Occupational Health and Safety and includes the pertinent provisions of Health Law for the Employees reference. A copy of the Occupational Health and Safety Act can be obtained form the local Health Department. Record Keeping For Legal and Taxation purposes, it is important for certain records to be retained for a specified period of time. This standard should detail the remendations of the Hotel’s accountant and Lawyer concerning those records which should be retained, where they are to be stored, the length of time they should be retained and disposal methods. Personnel Management This standard presents an introduction to the Personnel Management and should define what Management’s general responsibilities are concerning all Employees. General responsibilities may include. Recruitment, Selection, Training, Appraisals, Delegating, Goal Setting, Motivating, Controlling and Scheduling, depending on the anizational structure of the Hotel. Recruiting Employees This standard should detail all the pertinent information concerning the Interviewing of potential Employees. This would include who will conduct the interviews for specific positions, what details should be covered during the Interview, how the Interview will be evaluated and how the results will be processed. Employment Applications This standard should include an Employment Application Form and once pleted, its distribution for consideration by the Department Head concerned. It should also detail the retention of Applications on file and for how long they are to be retained and the subsequent replies to the Applicant. Employment of Relatives and Friends In order to ensure internal controls many operations have restrictions on the employment of relatives and friends of present Employees. This standard should detail the Management’s position regarding this so that all Employees are aware of and ply with this provision. Employment of Handicapped This standard should reflect the Management’s position on the Employment of Handicapped people and include any Anti discrimination Laws applicable within the region of operation which may be obtained from the Labor Law Office. Orientation Procedures One of the most valuable yet most neglected part of Employee recruitment is the successful orientation of each Employee. This standard should detail the procedures to be followed for the orientation of each Employee into the operation, including who is responsible for the pletion of the orientation, what is to be covered and by when it is to be pleted, it should also include a detailed check list which is to be followed during the orientation. General Hours of Work Frequently there is argument or confusion as to what constitutes the normal and actual hours worked by an Employee, this standard should detail and clarify the expected hours of work and what is considered normal working hours for each level and position within the operation. Attendance This standard should outline the Management’s position concerning Employees attendance and/or tardiness. Since non attendance and tardiness will arise with almost all Employees at least once the standard should detail the Employee’s responsibility in reporting his/her potential for absence or lateness and any disciplinary action which will result in unexcused absence or excessive tardiness. Scheduling This standard should define the Hotel’s procedure for creating the Employee’s working schedules and the Employee’s responsibility for reading and adhering to the schedule. In addition this standard should include the procedure required for an Employee to change a posted schedule.