Urgent need for hotel human resources system

Hotel human resource management system

Hotel human resource management is to effectively integrate and manage hotel human resources according to the national personnel and labor policies and the management principles and policies formulated by enterprises. In the formulation of personnel policies and systems, employee recruitment, assessment, incentive and discipline management, etc., we should mobilize the enthusiasm of employees, improve their labor quality, enhance the internal cohesion of enterprises, and build a team full of vitality and combat effectiveness, thus providing strong personnel guarantee for enterprises to achieve business objectives and economic benefits. Hotel is a people-oriented industry, and hotel management is ultimately the management of people. Using and developing hotel human resources effectively in a scientific way can improve the quality of all employees, make them get the best combination and give full play to their enthusiasm, thus improving the quality of all employees and continuously improving labor efficiency. Therefore, strengthening human resource management is of great significance to hotels.

I. Organizational Structure and Job Description To do a good job in human resource management, we must first be familiar with the internal organizational structure of the hotel. The organization chart of a general hotel is as follows: the personnel training department must analyze each job position in the hotel and determine specific requirements according to the job characteristics, including technical types, work scope, rights and obligations, etc. This job description is not only the basis for recruitment, but also the standard for evaluating employees' job performance.

Example: Job Description of Personnel Training Department

1, assist the general manager to make the hotel human resources development plan.

2. According to the needs of management, design the institutional setup of the hotel and the staffing of each department.

3. Responsible for drafting relevant personnel management systems, such as employee handbook, labor management system, training system, reward and punishment system, etc.

4. Responsible for planning and implementing employee recruitment and training.

5. Evaluate employees' performance regularly.

6, responsible for employee discipline management, reward and punishment management, handling employee complaints.

7. Manage employee files, handle employee resignation arrangements and conduct personnel statistics.

8. Do a good job in wages, welfare and labor insurance.

9. Be fully responsible for the training management of all kinds of employees at all levels in the hotel.

10, responsible for the daily management of hotel personnel, labor and training, and plays the role of coordination and control.

Second, the recruitment and selection of human resources

According to the post setting and job description of the hotel, various methods and means are adopted to recruit personnel. Of course, different positions have different requirements for personnel, so the recruitment methods adopted are also different.

(a) General recruitment and selection procedures:

(2) Human resource selection method 1, psychological test method 2, interview 3, knowledge assessment 4, scenario simulation exercise 5, analysis of candidates' application materials.

Third, hotel training management

(A) hotel training considerations

1. The targeted training content should conform to the professional responsibilities of the current position, and the theory should be combined with the operation demonstration, so that each trained employee can adapt to the work quickly.

2. Time control Hotel operations can be divided into off-seasons, and hotel training should also have obvious seasonality. "Learn less when you are busy and learn more when you are free" should be the main point of arranging training time.

3. Training should be diversified. Because the contents of hotel training are extensive, complex and targeted, and hotel employees work in shifts day and night, it is very difficult to implement the training. Therefore, the training plan should be diversified and vary from time to time, from place to place and from person to person. Special training and management training, internal training and external training, basic training and systematic training, short-term training and long-term training can be adopted. Training content should also vary from person to person, teaching students in accordance with their aptitude, applying what they have learned and combining learning with application.

(II) Types of hotel training Hotel training methods can provide different contents at different times and places according to different levels of training objects, forming a three-dimensional training model.

A) Decision management training (general manager, vice president, director and department manager) The main contents of senior management training are strategic management, market and competition concepts, marketing strategy formulation, corporate culture establishment, budget management, cost control, business decision-making and management ability improvement.

B) The training of supervision and management personnel (deputy directors, directors and foreman of each department) focuses on the training of management concepts and abilities, deepening the training of hotel professional knowledge, and training of practical skills such as how to deal with interpersonal relationships and customer objections.

C) The training of waiters and operators focuses on improving their comprehensive quality and service awareness, that is, training from three aspects: professional knowledge, business skills and work attitude.

(3), training process

Fourth, performance appraisal.

Hotel performance appraisal is to evaluate and quantify employees' business ability, work performance and work attitude against job descriptions and work assignments, and the evaluation results directly affect employees' promotion, rewards and punishments, wages, training opportunities and so on. , is conducive to mobilize the enthusiasm and creativity of employees.

(a) the content of performance appraisal:

1. Evaluate the quality of employees. It mainly tests the personality and moral standards of employees, including whether employees are self-motivated, loyal to their work, organization, discipline, professional ethics, personal hygiene and gfd.

2, the ability of employees. Classify and evaluate the business ability of employees in different positions.

3. Evaluate employees' attitudes. Mainly refers to the staff's professionalism and work attitude, including attendance, work initiative and enthusiasm.

4. Evaluate the performance of employees.

(B) the main methods of employee assessment

1, comprehensive performance evaluation method. Refers to the comprehensive evaluation of employees' performance in all aspects during the evaluation period.

2. Business performance evaluation. The focus is on the evaluation of employees' professional business ability and job performance. This evaluation method is more suitable for the sales department.

Five, employee career planning

The personnel training department has the responsibility to encourage and help employees to make personal development plans and conduct supervision and inspection in time, which is conducive to promoting hotel development, making employees feel a sense of belonging and improving employee loyalty.

Through performance appraisal, employees can know the strengths and weaknesses of their personal abilities, and then work out their own career path with their superiors in combination with their own interests, the company's business development plan and the actual situation, and gradually realize it with the strong support of the company.

Intransitive Verb Hotel Personnel Management

Hotel personnel management generally includes the following aspects:

1, employee reward and promotion

2, employee discipline management

3. Disciplinary action

4. Handling of employee complaints

5, employee file management

6. Hotel personnel statistics

Seven, salary design

Hotel salary design should follow the following basic principles:

1, create posts and personnel, just want to say, distribution according to work.

2. Personal income should be linked to hotel benefits, especially in the sales department.

3. Give consideration to the interests of different departments, and give reasonable remuneration according to the specific labor differences and contributions of different posts and types of work.

4, the correct use of spiritual encouragement and material rewards combined with working methods.