Summary of hotel management experience

Summary of hotel management experience As a traditional industry with fierce competition, labor-intensive and capital-intensive, the hotel's human resources policy should generally adhere to the principle of internal training as the main factor, supplemented by external introduction. To this end, hotels should adopt various ways to provide employees with a platform for growth. I have compiled articles summarizing hotel management experience for your reference. Please refer to them.

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? ? To sum up, in some domestic hotel enterprises, we often hear a saying that only promising people can have jobs? . I think this is an idea that every employee should establish. Ability is not boasting, but shining in practice; The position is not given by the leader, but won by performance; The salary is not issued by the enterprise, but created by itself. However, as an organization, it should be established? Only someone can do it? Hotel enterprises should follow the concept that development is the last word, pay attention to the sustainable development of enterprises and create space for the promotion of employees; At the same time, we should pay attention to the management of career and provide a platform for the development of employees. To this end, hotel enterprises must do the following:

1, hotel room management gives employees the right to work.

A person's work performance, in addition to the constraints of the objective environment, subjectively depends on both his own strength and his own efforts. The degree of a person's efforts mainly depends on his interest and love for work. According to the theory of behavioral science, people will have the greatest subjective initiative only if they do what they like; Only when the work suits his personality can he give full play to his abilities. Therefore, in order to stimulate the enthusiasm of employees and give full play to their talents, enterprises should respect everyone's right to choose as much as possible when conditions permit, and warmly encourage everyone to be brave? Recommend yourself? In the use of hotel room management, we should try our best to meet the legitimate requirements of talents in terms of growth and target selection, and strive to create the necessary conditions to make them enter the best psychological state as soon as possible and become useful talents.

2. Make career plans for employees.

The new employees in the hotel are in the stage of career exploration and lack objective understanding of their careers. In this regard, hotels should establish a scientific career planning system, set reasonable and feasible goals and ways to reach the standards, and help them plan their careers correctly. Specifically, first of all, hotels should establish a scientific performance evaluation system, understand their existing talents, specialties and performance, and evaluate their hotel room management and technical potential. Secondly, hotel room management should help them set reasonable career goals and provide necessary career development information. Thirdly, the hotel should establish the necessary communication system, unify the values and visions of both parties, and help employees with low job satisfaction to correct their deviations. At the same time, accept employee complaints to avoid the adverse effects caused by suppressing employees for various reasons.

3. Give employees the opportunity to perform.

As a highly competitive, labor-intensive and capital-intensive traditional industry, the hotel's human resources policy should generally adhere to the principle of giving priority to internal training, supplemented by external introduction. To this end, hotels should adopt various ways to provide employees with a platform for growth. There are many temporary projects in hotel operation, such as festival celebrations and public relations planning. Hotel room management can be based on a certain theme, and hotel room management can be freely combined by employees to form a project team to participate in the design and organization of activities. The hotel should give full authorization and trust and allow failure. The employee participation mechanism established in this way can not only meet the needs of employees' self-achievement, but also stimulate employees' enterprising spirit; It also allows them to test their actual level, hone their will and cultivate their ability in practice.

Of course, hotels can also change employees' jobs through job rotation and arranging temporary tasks. And provide employees with various experiences, make them familiar with diverse jobs, master the service skills and service processes of various positions, which will help improve the coordination ability of employees and create conditions for promotion to management positions in the future. In addition, the hotel can also provide trainee hotel room management positions for employees who have worked in grass-roots posts for a certain period of time and have a bright future, which can not only stimulate the enthusiasm of employees, but also exercise their hotel room management ability; Enterprises can also examine the comprehensive quality and management ability of employees through their work performance during the probation period, so as to provide a basis for the promotion of employees. It should be said that the probation period is an effective means to provide employees with management practice and develop their potential.

Summary 2 1. The post division of labor is clear.

Reasonable division of labor is the premise of ensuring kitchen production. The kitchen floor should be protected according to the production situation and the layout of facilities and equipment, and then clearly defined according to the functions and requirements of the reserved posts, so that each employee can know his responsibilities, what the constitution is and who he is responsible for.

Second, the goodness and supervision system of the Constitution.

After the establishment of the system, it should be gradually improved according to the operating conditions, and the more sensitive terms such as rewards and punishments for employees should be clear and clear. In order to avoid the system becoming a mere formality, we should strengthen supervision. We can set up supervision and management personnel to assist chefs in implementing and executing the standby system (the ratio of managers to employees should refer to 1: 12), so as to correct most common management problems in the kitchen, ensure that the daily work is carried out in strict accordance with the regulations, and make the kitchen work rearranged and strictly implemented. The rules and regulations of the kitchen floor are the guide for employees to work. After the job responsibilities, rules and regulations, and supervision measures are formulated, there are rules to follow when further strengthening personnel management.

Third, people-oriented management

Only a reasonable division of posts, a sound system and high-quality personnel can make it work, and the modern kitchen floor should change the traditional concept of focusing only on skills and not on its own cultural literacy. You know, the skill level can only represent the past, and it is difficult for craftsmen with educational experience and lack of theory to make achievements. Moreover, in the smoky kitchen, if the quality of personnel is not good, it is very easy to breed right and wrong. Admittedly, the kitchen can't ignore the real skill base when recruiting employees, but it should raise the requirements in culture and education. Only with rich working experience, solid technical foundation, effective theoretical guidance, and instilling the operator's concept, can dishes have a breakthrough, form a style, and communicate and coordinate more easily in daily life.

Fourth, cost management direct raw material costs

In addition to quality inspection and price supervision, using leftovers is also a way to reduce costs. Specifically, we can use and sell leftovers to make banquet dishes through a certain process, such as making handmade dishes and arranging working meals. For some leftovers that cannot be disposed of in time, you can contact some canteens, coffins, feed processing plants, etc. Used for take-away processing, such as fish head, meat head, black oil, etc. , to reduce costs. In addition, the chef should make a set of balance sheet, make financial analysis and calculation, regularly compare the large fixed raw material expenditure with the turnover, and control the raw material cost.

Indirect expenses mainly refer to fuel, water, electricity, washing, maintenance, goods consumption, office expenses, etc., which belong to the management category of chefs. First of all, we should accurately formulate various expenses according to the business and actual situation. For example, fuel accounts for about 1.6%- 19% of the business of vegetable finance, and hydropower accounts for about 1.2%- 1.5% of the business of vegetable finance. If the expenditure report exceeds the planned target, it is necessary to find out the reasons and make rectification. With regard to kitchen equipment, the chef must have the knowledge of maintaining the tomb and set standards for its use. Clean methods, and then put the responsibility to the post leader. In terms of maintenance, the general plumber is not familiar with the professionalism of kitchen facilities and equipment. Therefore, it is suggested that hotels should train or equip with professional engineers to cope with practical failures and reduce maintenance costs. Improving the utilization rate of kitchen equipment is equal to improving hotel efficiency.

Verb (abbreviation for verb) departmental coordination

Today's kitchen should not only ensure the supply of products, but also coordinate with relevant departments. In order to get cooperation and support from many aspects, ensure the smooth operation of the kitchen and get better sound, especially in the front hall, public relations sales department, engineering department and so on. In addition, the chef, as the main manager of the catering department, should be familiar with a working link of preparing the front office, often consult the feedback of service personnel and guests on the dishes, and regularly organize kitchen experts to communicate with the front office attendants to promote understanding and cooperation between kitchens.

Finally, as a chef, we should also communicate with employees frequently to understand their ideological fluctuations and help them establish good interpersonal relationships.

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