Author Topic: Procedure for Recruitment & Selection of Staff for Hotel Operations  (Read 20497 times)

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PROCEDURE FOR: RECRUITMENT & SELECTION OF STAFF FOR HOTEL OPERATIONS


Policy:
A representative from the Hotel Operations Department shall interview every prospective employee.
Senior Vice-President, Hotel Operations, will designate appropriate management staff to conduct interviews.

Objective:    
To make sure qualified staff is selected for employment to ensure guest service continues to lead industry and reducing turnover.

Procedure:

   •   Manning Agents – Agents are appointed in selected areas of the world, i.e. Philippines, India, South America, Eastern & Western Europe, etc.
 
   •   Standard Agreement – Manning Agents are independent contractors & are ‘officially appointed’ by use of a standard letter of agreement, in which particulars such as probationary periods, Manning Agents responsibilities and remuneration are addressed. The recruiter may advertise independently, however it may not use Company logo or letterhead unless authorized in advanced by the Company. The Manning Agency shall not, under any circumstance, charge the applicant an ‘employment fee’. Administrative fees (i.e. passport applications, visa processing, airfare ticket, etc., if handled by recruiter are permitted, provided the cost of these services is published to all applicants.

   •   Pre-Screening of Applicants – Manning Agents will accept applications, pre-screen the applicants and keep files on each applicant with appropriate notations and shall include confirming references, contacting past employers and verifying reasons for termination. The Manning Agent will short list the applicants based on company’s requirements (English skills, suitability for position, etc) and policies.

   •   Set Up for Interviews – Upon instruction by the Company, the Manning Agent will prepare and organize the interview sessions. Any and all expenses incurred by the recruiter for advertising, interviewing, processing, travel, hotel and other related expenses shall for Recruiters account; unless agreed and, authorized otherwise by the Company.
 
   •   Interviews – Based on company’s projections for staff needs, the Manning Agent will be advised to set up interviews accordingly. The venue, time, advertising and other formalities, which may be necessary, will be coordinated with appropriate manning agent. Hotel Ops Management staff will be assigned to conduct interviews and select the staff.

   •   Hiring Decision – Hotel Operations Management Representative will make the final section and hiring decision. Those applicants selected by the Company, as qualified personnel shall be certified as ‘fit for employment’ and must then pass a licensed physician-administered physical examination.

   •   Processing of Paperwork – The Manning Agent will ensure that all necessary paperwork, i.e. Medical reports, visas, police clearance reports, etc are in order prior to employment.
Any applicant, who falsified information, was ever terminated for cause or has a record of criminal activity will not be considered for employment. As provided by the Company, the Manning Agent agrees to review with Applicant the Company rules, regulations and conditions of employment, to ensure the Applicant understands fully the term’s conditions of employment. The approved Company application form is the only form to be used and the name of the Manning Agency should be displayed at the top of the form must be clear/legible and complete.

   •   Projection of Staff Needs – Human Resources Scheduling Staff will provide projected needs, based on the vacation schedules, turn over, new buildings, depth of employment pool, etc.
The projections shall be done a minimum of 90 & 120 days in advance & submitted to the Senior Vice-President of Hotel Operations and Director HR Personnel Office.
Based on these projections, a recruitment strategy, for the relevant period, will be formalized and appropriate responsibilities assigned.

   •   Employment Pool – A pool of pre-selected, qualified prospective employees will be established in the selected areas of the world. Human Resources Personnel Office will monitor the Employment Pool and based on company needs will advise Manning Agent &/or selected employees the date of arrival and process paperwork accordingly.

   •   Processing – HR Personnel Office will coordinate and process employment documents (employment letters, contracts, medicals, hotel confirmation, etc) with the Manning Agents.
The Manning Agent will ensure that employment/travel documents, visas, airline tickets, passports, etc of all selected employees are in order and that each applicant has an e-mail address.
The Manning agent will be required to organize and dispatch employees.

   •   Arrival Confirmation – The Manning Agent or selected employee shall e-mail or fax arrival confirmation to the HR Personnel Office (e-mail address, fax, or to e-mail address provided to Manning Agent if new hire) a minimum of 3 weeks prior to arrival. Confirmation E-mail / Fax shall contain arrival date, airline flight number, arrival time and airport, etc as listed on the Employment Documents / Arrival Confirmation Document.

   •   Failure to Confirm Arrival – Failure to confirm arrival may result in position being replaced, employment not guaranteed, and / or you may be held responsible for all expenses incurred due to no-compliance.


Responsibility for compliance:
Manning Agents
Hotel Administration
Hotel Human Resources Personnel Office
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Offline EX

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PROCEDURE FOR: RECRUITMENT & SELECTION OF STAFF FOR HOTEL OPERATIONS


   •   Arrival Confirmation – The Manning Agent or selected employee shall e-mail or fax arrival confirmation to the HR Personnel Office (e-mail address, fax, or to e-mail address provided to Manning Agent if new hire) a minimum of 3 weeks prior to arrival. Confirmation E-mail / Fax shall contain arrival date, airline flight number, arrival time and airport, etc as listed on the Employment Documents / Arrival Confirmation Document.

   •   Failure to Confirm Arrival – Failure to confirm arrival may result in position being replaced, employment not guaranteed, and / or you may be held responsible for all expenses incurred due to no-compliance.



 :D najbitniji deo, zar ne? 

Offline Jack Sparrow

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Visa aplication agencije zavode pod svoj trud i to naplacuju od kompanija iako kandidati sami odrade i plate sve sto se tice vize.

Offline Flavius

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Zar vizu ne placa kompanija odnosno refundira trosak? Tako bar pise na C-tracku od RCCL-a pod sekcijom new hire checklist.

Online CEO

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Nije napisao visa cost, nego Visa aplication, znači odlazak u ambasadu i dizanje vize u tvoje ime.
Odavno ne plovim. Sve odgovore pronađite na forumu.
http://youtu.be/gABS8a4wm9o (door=forum, ja Morpheus ti Neo)