The hotel staff recruitment management system can be summarized as follows:

1. Recruitment purpose

To improve the company's staff recruitment management, not only to meet the company's employment needs, but also to reasonably control the staffing scale, which is convenient for the company's personnel administration department to grasp the employment situation of various centers and departments.

II. Recruitment Principles

1. The personnel administration department of the company is responsible for the batch recruitment of employees in various stores of the company and the recruitment and selection of employees in management positions. The person in charge of each department has the right to recommend people; Employees with technical posts of foot health care therapists and aromatherapy therapists are hired, and the technical director of the storefront exercises the right of technical appraisal; The employment of personnel in other management positions (above the director level) shall be appraised by the general manager; In order to broaden the recruitment channels, each store exercises the power of sporadic recruitment of ordinary employees (waiters, greeters, security guards, cleaners) authorized by the company's personnel administration department. The number of sporadic recruits in each store shall not exceed the approved staffing number, and the excess shall be reported to the company's personnel administration manager for approval. According to the staffing of each store, the personnel administration manager coordinates and arranges sporadic employees to take up their posts.

2. It is advocated to openly recruit employees in batches from the society, which can also be recommended by internal employees. After the internal referees are approved for employment, they will be assigned to the branches with shortage of personnel according to business needs;

3. When recruiting, we should follow the principle of excellent quality and morality, and select the best candidates; Recruiters should be serious, warm and gentle, be good at asking questions, and set different questions and answers for different positions. Conduct various questions and examinations according to the qualification requirements of the job application to ensure effective recruitment;

4. Personnel recruitment can only be formally employed after interview (or written examination) and departmental probation, and the management at the director level and above can only be employed after the general manager of the company personally interviews;

5. Those who are under the following circumstances shall not be employed:

(1) They are under the age of 16;

(2) It has caused adverse effects in society;

(3) being pursued for criminal responsibility by judicial organs;

(4) other personnel who do not meet the enterprise standards;

6. Regular employees engaged in management and business work must generally meet the following conditions:

(1) Technical secondary school education or above;

(2) More than 2 years relevant working experience;

(3) Generally, the age is under 41, and under special circumstances, it is not over 45.

III. Responsibilities of Recruitment

1. Responsibilities of HR Administration Department of Management Company:

1.1 HR Administration Department shall, according to the preparation plan, review whether the number of applications for recruitment requirements put forward by various stores and other departments of management company is within the preparation. If the application for employment is made due to business expansion, it shall be approved by the general manager of the company;

1.2 after determining the number of recruits, the personnel administration department selects the recruitment method that meets the needs of the enterprise according to the employment needs;

1.3 manage the personnel administration department of the company, control the overall employment demand of the enterprise according to the overall development and expansion strategic plan of the enterprise, reasonably regulate and control the personnel reserve plan, and reasonably balance and coordinate the number of personnel reserves according to the operating facilities and post conditions in addition to the establishment of various stores and departments;

1.4 the manager of personnel administration department applies for the recruitment budget and expenses;

1.5 issue the basic qualification requirements for the recruitment position, refer to the Qualification Standards for Staff Recruitment; Responsible for the investigation of the background information of the employees in important positions to ensure the accuracy of the background information of the employees;

1.6 The personnel administration manager of the company needs to go to the site to conduct a preliminary interview with the candidates, and fill in and collect the Recruitment Registration Form on site;

1.8 the personnel who pass the interview and are confirmed shall be responsible for the relevant employment work by the personnel administration manager or the authorized human resources Commissioner, including: copying the identity documents, arranging the specific company date and related reception, arranging dormitories, training arrangements, batch recruitment and employment, assignment, probation, signing contracts, etc.

1.9 to be responsible for the recruitment and salary fixing of grass-roots employees, and to work with the general manager and managers of relevant departments according to the salary policy and standards, and to fix the salary for employees in management posts and high-tech posts

1.11 to be responsible for guiding the store to establish and improve the electronic files and text files of employees. Responsible for establishing, keeping and managing the text files of the employees of the company, and the electronic files of the store and the management company (all employees);

1.11 Be responsible for regularly checking the tracking, handling and feedback of the implementation of the Management System for the Probation Period for New Employees by the heads of various centers and departments;

2. Responsibilities of managing other departments of the company:

2.1 According to the work needs and establishment of this department, reasonably determine the employment needs of employees;

2.2 be responsible for assisting the personnel administration department to determine the qualification requirements for employees' employment according to the nature of their work;

2.3 responsible for cooperating with the personnel administration department to carry out the selection of middle-level management, interview and written examination of technicians in the center and departments;

2.4 cooperate with the personnel administration department to improve the employment information and files of employees, and submit the electronic files to the personnel administration department for filing;

2.5 be responsible for feeding back to the personnel administration department the trial work status of employees in management posts and high-tech posts before the trial work period;

3. Responsibilities of the store:

3.1 All departments in the store strictly follow the approved staffing, and in October and July of each year, the resident manager submits an application for supplementary recruitment to the personnel administration department of the company in writing, indicating the positions and numbers of required personnel when applying;

3.2 under the authorization of the personnel administration department of the company, the store will recruit the staff who have lost the positions of waiter, foot hygienist, aromatherapist, welcome guest, security guard and cleaner within the establishment scope of the store; Or according to the instructions of the company's personnel administration department, assist the personnel administration department to recruit ordinary employees for the needs of the company's development and expansion strategic plan;

3.3 the resident human resources specialist writes and posts the open recruitment advertisement of the store under the instruction of the resident manager; The content of the advertisement should be sent to the personnel administration department of the company to check whether the recruitment plan is overstaffed and ensure the professional standards of the recruitment advertisement;

3.4 cooperate with the personnel administration department to improve the employment information and files of employees, and submit the texts and electronic files to the personnel administration department for filing;

3.5 The resident HR specialist carries out the recruitment procedures and standards formulated by the company (see relevant procedures and standards).

3.6 be responsible for feeding back to the personnel administration department the trial work status of employees in management posts and high-tech posts before the trial work period;

4. Responsibilities of the Finance Department:

4.1 Responsible for reviewing the budget expense plan and providing related expenses in the budget after approval;

4.2 be responsible for the financial filing of salary and welfare standards for new employees;

IV. Batch recruitment process

1. Batch recruitment process:

1.1 Make a batch recruitment plan and determine the number of batch recruits: According to the company's overall development strategic plan, it is expected that there will be demand for labor in that year; According to the company's staffing and employee turnover rate, determine the number of employees who need to be replenished due to job flow.

1.2 apply for recruitment expenses and draw up a recruitment plan: the personnel administration department reports the recruitment plan and expense budget application to the general manager; After the approval of the general manager, the personnel administration department organizes the recruitment work.

1.3 explore recruitment channels;

1.4 implement recruitment;

1.5 training for new employees;

1.6 induction and assignment;

1.7 signing of labor agreement: after the employee's internship, the personnel administration department of the company organizes to sign a formal labor contract with the employee.

2. Sporadic recruitment process:

2.1 Employment demand presentation and review: the branch/department presents sporadic employment demand, and the personnel administration department of the company reviews it according to its established staffing establishment.

2.2 recruitment: release recruitment information, select recruitment methods and conduct on-site interviews.

2.3 employee's trial work: employees who are recruited sporadically (including managers, technical post employees and ordinary employees) will be assigned to corresponding positions for probation after passing the interview. Trial period: 11 days for managers, technicians and employees of the head office, and 7 days for grass-roots employees of other departments; Provisions on the treatment during the trial period: during the trial period, the salary will be paid by the day, and the managers and technical post employees will be paid 21 yuan every day, and the ordinary employees will be paid RMB 11 per day.

2.4 on-the-job handling and assignment: after passing the trial period, the employees will go through the formal formalities. The personnel administration department of the company interviews and recruits employees, and goes through the entry procedures in the company's human resources; All managers and technical post employees go through the entry formalities in the company's human resources; Ordinary employees who are interviewed and recruited by the branch will go through the entry formalities at the branch. On-the-job assignment, in principle, is arranged in the trial position, but it can also be assigned according to business needs.

2.5 purpose of employee's trial work: this stage is a two-way selection period, and both employees and the company can end labour relation for any reason; The direct supervisor of the post should have at least two separate communication and discussion with the employee to fully understand the employee; The direct supervisor of this post should strictly check and observe the employees' work. If there are any inapplicable factors, they should immediately report to the Personnel Administration Department and apply for transfer, so as to avoid putting them forward after the trial period as much as possible.

2.6 signing of labor agreement: after the employee's probation (internship) period ends, the personnel administration department of the company organizes to sign a formal labor contract with the employee.

5. Provisions on various work arrangements during the employee's employment period:

1. According to the position that the employee applies for, the recruitment leaders of the personnel administration department and each branch and department must ask the employee to provide and show the original ID card, copy it, take two one-inch bareheaded recent photos, and complete the application registration form and other materials. Determine whether the employee needs accommodation, and if so, coordinate and solve it before the employee enters the post.

2. Before the probation period, the applicant should know the public rules and regulations, such as "Instructions for Post Work", the company's relevant welfare policies, the company's daily management system for employees, the employee's grooming and behavior norms, the regulations on rewards and punishments, and the regulations on rewards and punishments, and sign for confirmation;

3. From the time employees enter the trial period to the end of the trial period, the heads of branches and departments shall designate post trainers and direct supervisors. The personnel administration department orders the post trainer and the post direct superior to perform the corresponding tasks;

4. Job tasks of the post trainer: to guide employees with accommodation needs to the dormitory and beds arranged for him, and to assist them in sorting out their personal daily necessities; Responsible for the meal arrangement three days before the trial period; One-on-one responsible for the training and assessment of new employees' post work instructions; Responsible for answering questions raised by new employees and related communication; Responsible for supervising new employees to learn the rules and regulations of the company's personnel administration department; Responsible for responding to the feedback of new employees' working status to superiors in a timely manner; Be responsible for the introduction and training of post basic work.

5. Work task of the immediate superior of the post: have a 1-1 encouraging conversation with the employee within 3-5 days of the trial period to help the employee adapt to the working environment; During the trial period, a material reward or spiritual reward should be given to employees according to their outstanding performance, to recognize their progress and help them build their confidence in work; Take the initiative to communicate and talk with him more than 3 times a month, and track the work situation of the employee and his post trainer; Cooperate with the post trainer of the employee to compile the performance evaluation report during the probation period, and save it in the file after the employee confirms it; Check the employee changes with the personnel administration department before 12: 11 every Monday

6. The personnel administration department of the company should perform: check the work arrangements of new employees after they join the company, whether they are implemented in accordance with the relevant regulations, and deal with them in time if there are any abnormalities, and summarize and report the problems and treatment results at the administrative meeting every week; Supervise and spot-check the performance evaluation report prepared by managers for employees, issue the overall evaluation report of work, and report to the President's Office; In the process of work inspection, those who perform well and violate the regulations must be encouraged according to the reward and punishment system; Statistics on employee change information and problem analysis report shall be reported before the regular administrative meeting every Monday; Responsible for signing employment contracts with employees who have passed the internship (internship).