How to improve hotel management level

Hotels can take the following measures to improve the management level of hotels:

( 1)

Formulate a reasonable enterprise system. Managers of enterprises should formulate reasonable basic systems, including reward and punishment systems, according to the actual situation of enterprises. These systems are not only aimed at the external personnel of the enterprise, but also at the relatives within the enterprise. For example, people who are lazy in the Ministry of Home Affairs are given different warnings and punishments according to their actions. For employees who fail to complete the task, they will be severely punished and notified in the enterprise; For employees who leave early and arrive late, they are ordered to live in the staff dormitory, and Tiexi Hotel in Shenyang promises not to be late and leave early again. If it appears again, it will be punished according to 10% of salary, and so on. These system requirements must be sent to every employee of the enterprise so that their supervisors must follow them. Allow employees to supervise and report the implementation of superiors. If confirmed, all the rewards of his supervisor will be cancelled and notified at the staff meeting. If employees abide by these rules and have not violated them within one month, they can be praised. For example, relatives who violate the basic rules can be punished first. For example, if you go to work at eight o'clock, you can allow them to go to work one hour in advance to provide services such as cleaning and parking for employees. On the one hand, it can punish employees, and more importantly, it can set a model for enterprise employees, so that employees can personally feel the consistency and firmness of the system in "inside" and "outside". Employees who quarrel with guests must be resolutely fired because they violate the basic principles of hotel service.

(2) A reasonable selection and promotion mechanism should be established.

The existence of kinship network and the confusion of management in enterprises are all due to cronyism, so enterprises should establish a reasonable selection and promotion mechanism. When promoting managers to management, enterprises should discuss not only within the enterprise, but also among employees: whether employees have the ability to undertake the position. Setting up a promotion committee in the human resources department not only allows relatives to participate (because they know him better), but also allows non-relatives to participate, with a ratio of 2: 3. After a comprehensive analysis of the candidates' performance indicators and ability indicators, a secret ballot was subsequently held. When the number of votes exceeds half, the appointment is established, and then it is announced at the staff meeting, and the whole process is supervised by all members. This can avoid and solve the problem of internal relatives making decisions in high-level personnel meetings, such as the appointment of the manager of the procurement department, which can break the kinship network in the enterprise from the source and select qualified talents.

(3) fully authorize subordinates.

In order to break the existing kinship network and effectively command and coordinate subordinates, it is necessary for enterprises to fully empower managers. In particular, the right to appoint personnel, the manager of the finance department, the manager of the housekeeping department and other department managers can recruit and fire any employee. For the housing department, it is necessary to decide whether to let employees become their subordinates according to their actual ability. No matter who recommends it, as long as it does not meet the requirements, it can be rejected. Those who violate work discipline should be resolutely punished, no matter who violates the system, they should be resolutely expelled. When punishing subordinates, the opinions of superiors and the network of their own company will not be taken into account, and the management of enterprise managers will be flexible and strict, so that the network of relatives around managers will no longer exist, and there will be no arrangement of promoting only one relative and other relatives: brothers, sisters, nieces, etc. Any relationship no longer works. Giving full authorization can not only arouse the enthusiasm and initiative of executives, but also save a lot of personnel management costs for enterprises and give full play to the due role of functional departments of enterprises.

In addition, enterprises should recruit high-quality, professional employees from local and Hunan places, and conduct induction training for them, so that they can fill in their contacts and understand the current situation of enterprises. Managers should give them full trust and let them break the status quo, so as to enhance their self-confidence and sense of being respected, which is conducive to cultivating them into knowledge-based talents and more conducive to the future development of enterprises.

(D) Fair employee performance evaluation to reduce employee turnover.

You can refer to the selection and promotion mechanism above. Regardless of relatives or not, Tiexi Hotel in Shenyang should conduct a fair performance evaluation, respect their performance results, and find out the performance reasons. Just like the problem revealed above, the arrangement of the front office manager has produced the effect of exceeding the performance, but it has not been properly rewarded, which makes them feel unfair. Therefore, it is necessary to evaluate employees' performance fairly to reduce this sense of unfairness. No matter for old employees or new college students, all employees are required to make a "daily summary" and a "monthly evaluation" of themselves, with a small evaluation every six months and a big evaluation every year, in strict accordance with their performance. Treat relatives and non-relatives equally, conduct a fair and unified assessment of their performance, and conduct a "reward on merit." Do "know people and be good at their duties", and select competent and outstanding employees for promotion, so as to motivate other employees or managers and arouse their enthusiasm for participating in the work. A fair assessment system and promotion mechanism will gradually eliminate incompetent personnel, form benign fair competition, and establish a competition mechanism that is both blood relationship and must be faced, thus contributing to the formation of organizational culture and enhancing employees' loyalty and centripetal force. If other incentive measures are established to improve the working environment of employees and increase salary incentives, the problem of employee turnover can be effectively stopped and costs can be saved indirectly. In addition, the hotel can hold a staff meeting when assessing the performance of employees to affirm the work achievements of new employees and enhance their confidence. During the Spring Festival and Mid-Autumn Festival, employees can also carry out entertainment activities to actively participate. May Day and Eleventh Golden Week can organize employees to travel to Hangzhou, Zhoushan Islands and other places. This can enhance employees' sense of belonging, give full play to their work potential, better serve the enterprise, and the problem of employee turnover will be fundamentally solved.

In addition, the managers of this enterprise should improve their own quality and establish a democratic decision-making mechanism. In this enterprise, leaders have absolute decision-making power, and their own quality plays a vital role in the development of this enterprise. To ensure the development of enterprises, leaders must constantly improve their own qualities, including correct values, noble moral quality, excellent interpersonal skills, management skills, business skills and so on. On this basis, leaders should realize the importance of correct decision-making to the development of enterprises, think carefully when making decisions again, and change the past arbitrary practice. Establish a democratic decision-making system, make reasonable decisions on the basis of investigation and scientific evaluation, and avoid the influence of the personal quality of managers on the corporate image.

Finally, only by establishing a learning organization and realizing innovation can enterprises make a qualitative leap. The market is constantly changing. If an enterprise wants to develop in the process of change, it must establish a culture of advocating learning, establish a learning organization, improve the learning ability and creativity of employees, freely and fully exchange information, and cooperate in learning in the best way. Shenyang Tiexi Hotel can complete the task more effectively and efficiently. Only when all members of the organization can keep learning, communicate freely and share boldly can enterprises catch up with the pace of economic development.