洲际酒店行为规范

1、2022年-2023年建筑工程管理行业文档 齐鲁斌创作POLICY PURPOSEInterContinental Hotel Group (IHG) strives to create an innovative and stimulating working environment for all employees. This policy will provide clear guidelines on performance and behaviour management for IHG employees.APPLICABILITY/SCOPEThis policy applies to all corporate and hotel based permanent employees, contractors, casual employees and temporary employees of owned, managed and leased hotels in the InterContinental Hotels Group in Asia Pacific.

2、This document provide information on performance and behaviour management. IHGs approach to managing performance and behaviour make a clear distinction between: Unsatisfactory performance; and 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 communicate the required perfo

3、rmance expectation. They will also take prompt and fair action to address unsatisfactory performance or unacceptable behaviour.Any employee who is subject to disciplinary procedure should be treated fairly and in accordance with this procedure with any necessary modifications in the circumstance. In particular, the employee will also be fully aware of any allegation made, and given an adequate opportunity to respond to allegations.Refer the appendix in the separate attachment to this policy for

4、a flowchart on unsatisfactory performance and misconduct. PROCEDURE(S)As outlined in the policy. ADMINISTRATIVE RESPONSIBILITYThe responsibility for the development of and amendments to this policy resides with Asia Pacific Corporate Human Resources.UNSATISFACTORY PERFORMANCEWhat is unsatisfactory performance and when does it apply?Unsatisfactory performance is performance that falls below acceptable levels of quality, quantity, timeliness and cost effectiveness. Examples: Failure to meet deadli

5、nes Failure to achieve set quotas/targets Unsatisfactory level of errors/defects/complaints Performance improvement solutions:Performance management may involve one or more of these steps below: 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. Corrective CounselingA problem solving discussion to eliminate the barriers to performance where an employee is adequately tr

6、ained and experienced yet has failed to meet required performance levels. RedirectionRedirect and refocus the employee where they lack clarity of understanding of their role, responsibilities and/or tasks. Do this by identifying the: Main requirements of the job as clearly and concisely as possible, and Performance Standards required. Performance Improvement PlanThese are short term goals which are agreed with the employee and monitored regularly to measure and whether the employee is correcting

7、 its performance issuesThe objective of the performance improvement process is to educate and correct employee behaviour and/or performance.In order to help measure and monitor whether the employee is correcting their behaviour sometimes Short Term Performance Objectives need to be agreed and put in place.Key points to remember when agreeing any objectives: The objectives need to be reasonable in that the employee can meet them within the agreed timeframe The objectives should be measurable The

8、objectives should be in writing ideally with the employees 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 comply with the objectives, the manager will consider his/her options including termination.If performance doesnt improve:In the event that there is no performance improvement, the

9、manager will be entitled to take the following steps: set a new performance plan terminate the employee if available, talk to the employee about alternative jobs which better suit the employees skill setHowever prior to terminating the employees employment or offering an alternative position the manager must obtain the following approvals:Hotel Employee - the approval of the General Manager and HR Director of the Hotel; and Corporate Employee- the HR Director supporting the functional group and the Regional Director for that GroupExamples of Short Term ObjectivesExample 1:Objective:-Improve F&B Service GSTS Rating to insert target or less by insert date 200insert year.Measured:-Review of GSTS for F&B at the end of each month.Example 2:

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