Punishment for poor management of department managers

Punishment for poor management of department managers

The ultimate goal of enterprise management is actually to survive and develop the enterprise itself, that is to say, to plan the enterprise through management. It is necessary to formulate a punishment system in management. The following is the punishment of the department manager for poor management.

The department manager was punished for poor management 1 1, and failed to manage materials according to regulations. -Two points,

2. Failure to complete the instructions or orders of supervisors at all levels within a limited time without justifiable reasons or improper handling. -Three points,

3. There is no strict management of employees using passenger elevators without permission. - 1,

4, the work log is not serious, not in accordance with the provisions. - 1,

5. Due to insufficient supervision, the personnel on duty doze off, which brings security risks to the hotel. -Two points,

6. Management personnel have adverse consequences due to unfavorable supervision. -Five points,

7. Failing to make daily, weekly, monthly, quarterly and annual inventory of materials as required. -Four points,

8. Poor management will lead to data loss and damage. -Five points,

9, not on duty in accordance with the provisions. -Five points,

10, sleeping on duty. -Four points,

1 1. Failing to report the work beyond one's authority in time, changing the authority without authorization or not asking. -Four points,

12, the work inspection is irresponsible and perfunctory. -Two points,

13, the manager on duty handled the problem, and the inspection work was not serious. -Three points,

14, only punish the problems found without investigation and finding solutions. - 1,

15, improper command, resulting in mistakes and general accidents. - 1,

16, concealing the signs of accidents, failing to take measures in time, and failing to nip problems in the bud. -Two points,

17, the inspection work was not thorough and serious, and the unqualified products were spared. -Two points,

18. Stand in the position of employees and arrange their work. -Three points,

19, found violations of discipline-including areas not in charge and departments not in charge, and failed to correct them immediately. - 1,

20, from the supervision site to deal with other things that have nothing to do with the field work, to perform their duties is not in place. -Three points,

2 1, the problem was not handled at the scene, and there was no investigation, only listening to the report. - 1,

22. Deal with things in different ways instead of dealing with people. -Two points,

23, after being criticized by the superior, do not take the initiative to take responsibility, directly blame the subordinates. -Three points,

24. Go to work with emotion and rob employees and jobs with anger. -Three points,

25. Agree with subordinates to close files before guests leave and do a good job after work in advance. -Four points,

26. Failing to ask for instructions and handle problems and difficulties raised by subordinates for guests or guests themselves-including things beyond their authority. -Two points,

27. There is something wrong with the work at the lower level. The superior protects the lower level during the investigation and conceals the explanation for the fault. -Four points,

28. Important-large-scale, activities are not inspected in advance according to the prescribed time limit or not supervised and inspected on site during the activities. -Two points,

29, emergencies-complaints, accidents, not immediately rushed to the scene, delaying the opportunity. -Five points,

30, not on-site supervision and inspection during holidays or important activities. -Two points,

3 1. Rough and simple management, abusive or corporal punishment of employees. -Three points,

32, can not be timely in the "three keys" in place for investigation. -Two points,

33, the use of authority, fraud, jobbery, take revenge. -Five points,

34. Poor management in this department has led to employees' slacking. -Three points,

35, the department in charge of the area of general liability accident. -Two points,

36. See subordinates violate discipline, do not correct or punish, roll with the punches, roll with the punches. -Three points,

37. Don't stop to participate in the discussion when you hear subordinates talking about the private affairs of employees or guests or talking about things that are not conducive to work and unity. -Three points,

38. After being punished by the hotel, severely punish subordinates within the department and even return the responsible person to the Human Resources Department. -Three points,

39. Mistakes in service or management lead to misunderstanding of the hotel and affect its reputation. -Two points,

40. I don't care about the difficulties of my subordinates-employees, life and work, I can't solve them myself, and I don't reflect and report to my superiors. -Two points,

4 1. Reveal information that should not be communicated to employees. -Three points,

42. The construction affected the guests and the leaders ignored it. -Three points,

43, don't urge the report for instructions, and an excuse to shuffle. -Four points,

44. The production department didn't check carefully when producing a food, which led to bugs in the food and caused customers' complaints. -Two points,

45. Failing to report the problems in the work of this department in time or the report is untrue. -Three points,

46. The superior investigation instigated the subordinate collective to tell lies and perjury. -Five points,

47. Don't talk to employees who quit and don't do retention work. -Two points,

48. Push the problem to subordinates. -Four points,

49. Subordinates are impatient for instructions and even reprimand subordinates. -Four points,

50. Ask for instructions on the work reported by subordinates, neither approving nor reporting, and dragging it out. -Three points,

5 1. instruct and hint subordinates-employees, drive away guests or do not act according to hotel regulations. -Five points,

52. Encourage and abet subordinates to make trouble. -Five points,

53, inspection work is not serious, to check out the problems-accidents, guest complaints, not rectification, not reported. -Five points,

54. The manager abused his power, resulting in little loss of hotel property. -Five points,

55. Those who use their authority to accept bribes or seek personal gain by improper means-including kickbacks, gifts, etc. -Five points,

56. Poor sense of responsibility or poor management leads to the loss or damage of hotel materials. -Five points,

Punishment for poor management of the department manager. Punishment measures for managers' poor execution and work mistakes

In order to promote the smooth development of all work, ensure the implementation of the company's documents and work plans, and enhance the sense of mission and responsibility of managers, this method is specially formulated:

1, responsible department

The Human Resources Department organizes monthly follow-up inspection of the formulation of the company's work plan and the implementation of various documents, collects relevant information, and puts forward punishment opinions for managers who are ineffective in implementation and work mistakes.

The general manager's work department organizes monthly follow-up inspection on the implementation and operation of the quality system, collects relevant information, and puts forward punishment opinions for managers who fail to implement and make mistakes in their work.

The work of the human resources department and the general manager's work department is assessed by the relevant vice president.

2, the punishment method

According to the different results, it can be divided into two properties. One is to cause direct economic losses, and the other is to cause indirect economic losses. If direct economic losses are caused, the relevant responsible person shall bear10%-50% of the loss amount according to the seriousness of the case; To cause indirect economic losses, according to the importance of the work and the seriousness of the case, impose a fine of 30-500 yuan, warning, transferring from the post, waiting for the post, transferring from the post.

The above two punishments can be combined according to the corresponding circumstances.

3, the punishment procedure

On the basis of finding out the facts, the Human Resources Department and the General Manager's Work Department put forward punishment opinions, which were reviewed by the relevant vice presidents and issued after the approval of the General Manager. Those who are fined will be deducted from the corresponding salary or bonus by the Finance Department.

Punishment for poor management of department managers

According to the severity of negligence, punishment can be divided into verbal warning, demerit recording and dismissal. (The above penalties may be accompanied by economic penalties).

Second, employees of the company must fulfill their duties and safeguard the interests of the company. In case of any of the following circumstances, the Company will investigate the responsibilities of the directly responsible person in charge and the directly responsible person according to these regulations:

1. In any of the following circumstances, give a verbal warning:

AWOL during working hours without approval, AWOL or doing things beyond the scope of work; Work mistakes caused by personal negligence, and the circumstances are minor; Obstructing work or company order, if the circumstances are minor; Do not wear clothes according to company regulations during work;

Smoking in the non-smoking area and engaging in recreational activities in the work area during working hours; Instructions to superiors or orders with deadlines are not completed on schedule without reason;

Make noise in the workplace, make noise, hinder others' work, and refuse to listen to advice; Failing to follow the procedures at work, resulting in losses;

Failing to reply to the instructions and reports received for one day without reason, which affects the normal development of the work; Deliberately failing to reply within the prescribed time limit, which affects the normal development of the work, shall be given administrative demerit;

Failing to complete the to-do list on time without any reason, causing adverse effects; Deliberately delay the completion of the backlog of work, resulting in adverse effects, given administrative demerits;

Being impolite, contradicting, violating or disobeying the work arrangement of the direct supervisor or superior leader; Talk openly about salary income to other personnel of the company or outside or ask others about salary income; If you are late or leave early three times a month, you will be given a warning; Other acts that should be given warning and punishment.

Note: Two or more verbal warnings will be punished by administrative demerit.

2. In any of the following circumstances, administrative demerits shall be given.

Negligence causes losses to the company's public property, which is relatively large; Those who intentionally wear or destroy the company's public property shall be dismissed;

Create rumors that damage the reputation of the company or maliciously slander colleagues or employees in other departments of the company; Those who are absent from work for more than 1 day (inclusive) and less than 3 days each month will be given a demerit;

It is found that other employees have violated the company's rules and regulations and harmed the company's interests, and failed to stop them in time or deliberately concealed or sheltered them;

Being given three or more warnings within one year;

Do not do a good job of unity, cliques affect normal work or seek the interests of small groups; The direct supervisor conceals, covers up or fails to report the graft of subordinates;

Work-related injuries to himself or other employees due to operational errors; If he intentionally causes work-related injuries to himself or other employees.

Other acts that the company thinks should be punished.

Note: Those who have accumulated two or more administrative demerits will be dismissed.

3. In any of the following circumstances, be dismissed:

Dereliction of duty, violation of relevant management regulations of the company, causing serious accidents or serious adverse effects or heavy casualties to the company;

Dereliction of duty or other reasons, seriously damaging the reputation of the company;

Negligently disclosing the business, management and other confidential information of the company, resulting in serious consequences or intentionally stealing the business, management and other confidential information of the company; Inciting strikes, destroying or provoking labor relations; The applicant conceals his true identity or falsely reports personal information;

Taking advantage of one's position to accept bribes or seek personal gain by improper means (including kickbacks or gifts); Serious violation of various safety systems or habitual violations;

Absenteeism for more than 3 consecutive days (inclusive) or accumulated absenteeism for more than 3 days in one year (inclusive); Stealing the company's or colleagues' finances, which is verified;

Revealing company secrets without authorization, causing heavy losses to the company;

Establishing labor relations with other employers, which seriously affects the completion of one's own work or refuses to make corrections after being put forward by the company;

Fraud in the name of the company, causing losses to the company; In violation of national laws, decrees and regulations, criminal cases occur; Lying, concealing the facts of the accident, providing false information or framing others;

According to the company's performance appraisal management system, the annual appraisal result is "unacceptable"