News & Insights

POLICY The communication between staff and management must be maintained through various of communication channel PURPOSE Ensuring the flow of communication in the Hotel and to provide opportunity for all staff to be informed and to state their opinion PROCEDURES In order to achieve an effective communication, the following models of employee communication are utilized: Employee Notice Boards General Employee Meeting Departmental Meetings All employees will be informed in adv

POLICY Staff career growth will not only determine by job performance, but also on several key factors such as attendance, attitude, work relation, etc.  PURPOSE Determining staff performance management system which will be closely monitored by Human Resources Director and Personnel Manager PROCEDURES Performance Appraisal should consolidate the employee’s strengths and develop program to improve weak areas. Both Management Performance Appraisal and Employee Performance Appra

POLICY Human Resources Division will be responsible for the maintenance and security of all employee personal files/data as personal files constitute an important source for personnel information. PURPOSE Providing professional, efficient and systematic employee database through the accurate up keeping of employee records and related reports. PROCEDURE All personal files of General Manager, EXCO, and Senior Managers will be kept by Human Resources Director, while from Manager

POLICY Human Resources Office will be responsible to maintain staff career record for any future reference PURPOSE To keep track of all key positions and update their current status for future manpower planning  PROCEDURES Personnel Manager will be responsible in maintaining and recording the updated career profile Career profile form will be kept at each staff Personal File This exercise will be conducted periodically based on needs

POLICY The company encourages staff development in forms of promotion, transfer, or departmental cross exposure. PURPOSE All staff development will be reflected and documented on Personnel Action Form, and administered by the Personnel Manager PROCEDURES Personnel Action Form will be utilized to state staff status change Personnel action form will be consist of : Staff identification (department, position, ID number, starting date Current salary New position, grade, and new s

POLICY   Employment Certification  An Employment Certificate will be issued to leaving employees by the Human Resources Department certifying mainly the periods of employment, position held, the department worked and the reasons for termination, if appropriate.  All Employment Certificates will be issued by the Director of Human Resources. In accordance with the relevant ordinance, the Hotel shall distribute to the existed employees of the employment certificate upon the comp

POLICY   Exit interviews will be conducted for all employees terminating employment with the hotel, whether voluntary or involuntary.   Exit interviews serve the function of gathering data on the causes of terminations and provide the hotel the opportunity to rectify any controllable factors. A representative from Human Resources Department will conduct exit interviews for all employees.   A standard Exit Interview Form will be used as a guide to conduct these interviews. Hum

POLICY Involuntary termination covers all separations initiated by the hotel.  Involuntary termination will only be effected on the grounds which regulated in Indonesian law; the employee’s performance is certified not up to the employment requirement during the probationary period, commits the breach of duty seriously and thus results in outstanding loss to the Hotel involvement in the criminal issues, etc. There are some types of behavior that may result in immediate termin

POLICY Termination of employment may be initiated by the employee by giving notice of resignation in writing or pay in lieu of notice as stipulated in the employment contract. As per the newly published authorized policy, should the employee is on probation, she/he needs to raise resignation 1 days prior to her/his departure from the hotel in writing; after probation, she/he needs to render the resignation 30 days prior to her/his departure. Should the employee terminate the

POLICY The Company recognizes interdepartmental staff transfer In line with the operational needs PURPOSE Determining a compulsory requirement for employee transfer process PROCEDURES The company has a full right to transfer and or rotate an employee based on the employee skill within a Department to a different Department / Section in line with the company’s operational needs and requirement Transfer shall be conducted in consideration of the following: An employee’s career

POLICY  A promotion occurs normally when an employee presents a position of greater responsibility which results in a higher salary grade.  The Hotel employees are considered with first priority for promotion whenever possible. As a policy, the hotel encourages promotion of existing qualified employees to attain the following: to attract and retain better qualified employee; to utilize employee skills, capacities, and training to the fullest; to provide opportunities for prog

POLICY   A newly appointed employee to a permanent position must satisfactorily complete a period of probation in accordance with the employment contract from the date of hire, before his appointment is confirmed. The Hotel only can give probation to the same employee one time. Probation provides the opportunity to determine whether an appropriate match has been made between a new staff member, the position and the work environment, and whether the staff member is able to per

POLICY Prior to an employment, a prospective employee must submit a Health Certificate. The purpose of this policy is to ensure that all prospective employees are in excellent condition. PURPOSE Medical Check Up is prevention that can be done to avoid disappointments and losses caused by a sudden illness. The Company will employ only a medically healthy employee to ensure productivity and contribution to the Company PROCEDURE All selected candidates are to undergo pre-employm

POLICY It is the policy of Kalihara Hotels Group to insure the appropriate involvement of the management in the search process for filling hotel vacancies at the department of the Hotel, and to encourage the application of affirmative action guidelines to all major phases of this process. PURPOSE Providing guidelines in sourcing candidates for any available vacant position PROCEDURE Human Resources Manager is responsible to update any vacant position at the Hotel and sourcing

POLICY It is the policy of the Golden Tulip / Louvre Hotel Group to reemploy former employees who performed satisfactorily when previously employed and who are eligible for rehire, if doing so will benefit the employing department and the company  PURPOSE To enable an ex-employee whose performance and attitude was consistently good and beneficial to the hotel operation. Former employees of Kalihara Hotels Group may become candidates for re-employment provided certain criteria

POLICY Human Resources Division will be responsible for the coordination and control of all recruitment, interviewing and evaluation of applicants for vacant positions.   PURPOSE The purpose of this policy is to ensure that Golden Tulip & Lovre Hotel Group recruits and develops the best available candidates at all levels through a consistent and professional selection procedure. PROCEDURE The following priority will be given for satisfying job opportunities : 1st  priority -

POLICY Kalihara Hotels Group is an equal opportunity employer and seeks to employ individuals based upon their attitude, qualifications, experience, and ability to perform the position responsibilities. All applicants can expect a fair and completed evaluation of their application PURPOSE All persons being considered for employment need to fill out an Employment Application Form. HRD is responsible for screening applicants ans maintaining application files. PROCEDURE The Empl

POLICY The Golden Tulip / Louvre Hotel Group desires to recruit the best possible employee for each available position.  This policy should guide and control the employment process PURPOSE: The purpose of this policy is to establish procedures and responsibility for the staff requisition, recruitment and selection of employee using proper staffing levels as part of the yearly budgeting process and must be approved by General Manager. This provides for a clearly defined employ

Kalihara Hotels Code of Ethics & Business Conduct Introduction At Kalihara Hotels we believe that strong ethics and good business should go together naturally. We are committed to operating our company with integrity and in accordance with the highest ethical standards. Our reputation is built upon the trust and confidence of all our stakeholders, and is an integral part of vision of our group. This Code of Ethics and Business Conduct (‘The Code’) sets out the principles and

OBJECTIVE To establish proper procedures to handle promotional goods (samples) provided by vendors for sales promotion or introduction of new product, and gifts received   POLICY 1. Samples that are provided by vendors for sales promotion or introduction of new products should be delivered to the purchasing department, and should not be directly delivered to storeroom staff, the Executive Chef or other departments.   2. Samples provided should be tested by appropriate departm