Employee cycle & succession plan

Housekeeping
 Talent acquisition
Recruit
 Application tracking system
 Pre-employment system
 Interview & Select competitive candidate.

 Welcome the new employee

 Identify & access the employee system, have a job description.
Onboard  Job orientation and Training module (on company mission vision &core
value).
 Identify the knowledge, skill & attitude that require functioning effectively
in the organization.

Public Attendant
 Sixty (60) days probation period
 On the job training (Cleaning, Team Work & Flexibility)
 On the job performance assessment(Evaluation on applying the training)
 Keeps all public areas neat, vacuumed and dusted.
 Clean and maintain lights.

Assi. Room  After assessment made assign the employee to assist in the room.
attendant  Assess knowledge and skills together (on their skills of cleaning
procedures, timing, other related team work and attitude).

 Assess knowledge and skills together (on their skills of cleaning

Room Attendant procedures, timing, other related team work and attitude).
 Prepare her for the next level
 Evaluation on performance and file checking.
 Performance appraisal and reward

 Employee working as a middle level manager

HK Supervisor Play a key role in the absence of the department manager.
Working closely with the managers & report to the manager
 Training housekeepers on cleaning and maintenance tasks
 Overseeing staff performance on a daily basis
  Working in line with the department manager
HK Manager  Motivate the staff and lead by example.
 Work with other managers for the common goal of the company.
 It is the responsibility of the manager to ensure that each member of the
housekeeping team understands the organization’s cleaning procedure;
especially new employees.
 He/she is detailed to maintain housekeeping equipment in a good working
state and to determine the minimum standards of clothing for members of
staff.
 The housekeeping manager’s role also entails motivating, training, and
retraining of members of staff under him/her.
 Responsible for addressing complaints of members of staff on situations
preventing or inhibiting their utmost performance.