How should hotels conduct performance management?

This is a systematic project, first of all, we should avoid the idea of quick success and instant benefit. Whether hotels or other enterprises, the methods of implementing performance management are mostly similar. Most enterprises unrealistically require the immediate implementation of performance management, because leaders think it is useful, but functional departments and managers have not systematically considered it, which eventually leads to performance for the sake of performance, which is explosive. In order to effectively implement performance management, personal suggestions are as follows:

1. Step 1: The Human Resources Department organizes and cooperates with relevant departments to conduct current work investigation and work measurement. Each department will truthfully record the work content and the actual time spent, and the records will be reviewed by the heads of all departments at headquarters every day. In this process, the HR Commissioner will conduct random inspection without notice, and the heads of all departments will sign for confirmation.

2. Step 2: The Human Resources Department makes a comprehensive analysis of the post work according to the records, and looks at the workload and completion of the post to find the gap between the same or similar posts.

3. Step 3: According to the analysis, combined with the description of the company's organizational structure and post responsibilities and authority, the conclusion is compared and analyzed, and it is found that the employee's work content is inconsistent with the duties and authority, and the original organizational structure and post responsibilities and authority are adjusted to some extent.

4. Step 4: Publicize and mobilize widely, explain to employees at all levels the importance and necessity of implementing performance management, and the positive impact on the company's benefits and employees' interests, so that employees can fully understand the importance of implementation and eliminate employees' resistance.

5. Step 5: Work out specific requirements, inspection standards (the standards should be quantified as much as possible, and qualitative indicators should be reduced) and various weights (generally, the negative score system is adopted for one-vote veto items such as safety, quality and occupational health and safety, that is, the highest score is zero! And through publicity and explanation, let employees fully grasp and understand (no teaching, no punishment! )。 The establishment of work standards is the basis and premise of improving performance!

6. Step 6: Carry out trial operation, process inspection, rectification and regular notification according to work standards to ensure that employees form habits.

7. Step 7: Formal implementation, in which inspection, inspection and recording are strengthened, rectification is carried out, and evaluation is reported regularly, weekly, semi-monthly and monthly (subject to process records). The evaluation is based on the principle of direct superior to subordinate, but under the supervision of its superior, the evaluation should be conducted in the interview, and the shortcomings of employees in this evaluation cycle should be pointed out, and at the same time, employees should know the work priorities, requirements and places that need more attention. Because there is no process guarantee, the result is generally not guaranteed. Therefore, it is suggested that process assessment should be regarded as a part of employees' annual performance (the average value is suggested to be 60%). In order to prevent the unfairness of examiners, it is suggested that the examination should be carried out step by step, and employees can go beyond the level to make statements to promote fairness.

8. Step 8: Use the assessment results to link with employees' monthly, quarterly and annual income, so that the assessment can play its due role.

9. Step 9: According to the change of operation or work content, the work standard (the standard is that 75% people can finish the work smoothly) is revised in time according to the principle of gradual progress, thus promoting the improvement of overall efficiency.

10. Analyze the whole performance system regularly, and promote the development of work standards from institutionalization and compulsion to employee habituation.

In short, publicity is very important when it is out of reach at once, so as to avoid becoming a mere formality.