Recruitment
* Recruitment needs analysis is conducted before vacancies are confirmed and all "Job requisitions" are completed.
* Job descriptions and person specifications are available for all positions and are sent with the offer letter
* Jobs are creatively advertised (internally and externally) in appropriate media and present a professional image of the organization in line with the Marriott Brand Image Recruitment Standards
* The Company's equal opportunities policy is actively promoted and implemented
* Recruitment administration and correspondence is carried out (in conjunction with Human Resources Audit) according to agreed processes and timescales
* All job applicants are dealt with courteously, equitably and confidentially
* Interviews are conducted in accordance with company / employment law standards, and candidates are assessed against appropriate job competencies.
* All necessary checks and clearances are made in accordance with company policy and legal requirements i.e. references/ Visa's & Work Permits.
* Accurate and complete records of the entire recruitment process are maintained, enabling the provision of information for regular reports, analyses and ad hoc requests - recruitment log
Human Resources - Department focus
* Business performance targets are met in conjunction with the whole Human Resources Team
* Procedures for the effective use of all resources are followed, thus ensuring cost efficiency
* Input and support is given to the DHR in the formulation of the Human Resources plan
* Human Resources Strategy is understood and implemented and where appropriate communicate to others within the hotel.
* Information is obtained and evaluated to aid strategic decision making
* Assistance is given to the identification and planning of manpower and strategic initiatives devised accordingly
* Any projects, plans etc are professionally presented
* Personal objectives are agreed and set with the Director of Human Resources
* Objectives for teams and individuals are agreed and updated within departmental meetings
* Action plans are devised to meet objectives and implementation monitored
* Awareness of national and local initiatives in training and development is demonstrated in planning
* Contribution is made to the setting of departmental objectives in relation to the business strategy
* Team meetings and other hotel focus groups are attended and actively participated in i.e. Associate Consultative Committee Meetings etc
* Appropriate Particulars of Employment and other related documentation are issued to all new starters and acceptance of terms and conditions secured, in accordance with company procedures and legal requirements
* Contracts of employment are terminated by the associate or employer, observing company procedures, contractual rights and legal requirements
* Associate consent and appropriate management authority is obtained at all stages of the contract lifecycle to satisfy audit and legal requirements
* Standards of performance are established for all areas i.e. Associate Dining & Associate Recognition/Events
* Associate notice boards are informative/educational and kept up to date.
* Communication with the rest of the HR team is undertaken and information supplied to support them in the daily management of the business
Job Details
| Date Posted: | 2013-02-05 |
| Job Location: | Amman, Jordan |
| Job Role: | Human Resources/Personnel |
| Company Industry: | Hospitality/Tourism/Travel |
Preferred Candidate
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