How to reduce the loss of new employees

New employees are the fresh blood and manpower supplement of the hotel, and their occupancy will have a great impact on the human resources construction of the hotel. Therefore, the hotel personnel management department must attach great importance to the management of new employees. When new employees enter the hotel, they are more or less at a loss, and they urgently need someone to tell them what to do and what not to do. Most hotels can arrange special personnel to lead new employees to take up their posts, but the training and tracking of new employees after taking up their posts have not attracted enough attention, so that some new employees have not been on duty for a long time, that is, they have resigned or changed jobs, which has brought a lot of trouble to the personnel department and the employing department. So, how to retain new employees? Hotels should pay attention to details, effectively control the turnover rate and reduce the loss of new employees. First, give full play to the first cause effect, that is, the first impression. In people's vision, meeting for the first time is very important. The first impression mentioned here mainly includes two aspects: 1. Job seekers in the personnel department always don't want to be rejected when applying for a job in a hotel, so the personnel Commissioner in charge of recruitment should always smile, be friendly and convey enthusiasm to job seekers. Even if his qualifications can't meet the job requirements, he can only express it tactfully and can't directly hurt his self-esteem. Recruiters should be patient with all kinds of puzzles and inquiries of job seekers and avoid showing impatient expressions. If he is lucky enough to be a new employee of the hotel, he should go through the entry formalities carefully, including nameplate, locker, commuting route and dining place for employees. Never perfunctory when we meet for the first time. 2. When new employees in the employing department report to the employing department, they are more concerned about their popularity, so the attitude of department managers and old employees towards new employees is particularly important. Shaolin Zen Wu Hotel requires the department manager to introduce himself to the new employees, and introduce the new employees to the old employees of the department, and then arrange special personnel to guide the new employees to familiarize themselves with the working environment and workflow. Second, do a good job in pre-job training. After new employees apply to enter the store, the hotel should first train and then take up their posts. Within one day after the new employee arrives at the post, the department should list the detailed training plan and submit it to the personnel department, including job responsibilities, relevant regulations of the department, professional process of the post, etc. The department manager and foreman should personally train and simulate the demonstration. According to the pre-job training plan reported by the department, the personnel department will check the implementation from time to time and conduct supervision and assessment. Only after new employees receive pre-job training can they work smoothly and be more confident. Third, adhere to the return visit system. The personnel department should make a questionnaire survey. For new employees who have been in the store for three days, the personnel manager will pay a return visit in person, mainly in the form of filling out a questionnaire by name. The main contents include understanding whether the new employees adapt to the current job, whether they are popular in the department, the time for commuting, the time for changing uniforms, and the hope for the hotel's development prospects. Through the return visit, new employees can feel that they are always concerned by the hotel and will put forward some reasonable suggestions and opinions appropriately. According to the return visit, the personnel department communicates with the employing department to draw up the next training plan and carry out targeted training.