How to make the hotel industry reduce staff and increase efficiency?

Hotel staff reduction is to improve efficiency, but some hotels have not achieved the purpose of improving efficiency after staff reduction.

Two years ago, I worked in a Sino-foreign joint venture three-star hotel. High efficiency and fast pace are the most remarkable characteristics of joint ventures. As early as 1995, the hotel boldly reformed the personnel system, implemented competition for posts, and minimized staffing. In order to give full play to the subjective initiative of each employee, the housekeeping department in charge of me has also tried to take some measures to reduce staff and increase efficiency. If the boundary between regular workers and temporary workers is broken, regular assessment should be conducted according to personal work performance and the actual needs of hotel job preparation. If the examination fails, the contract will not be renewed when it expires, and it will be eliminated naturally. In order to arouse the enthusiasm of employees, monthly bonus payment is linked to work efficiency, comprehensive assessment, strict rewards and punishments and so on. After a period of practice, many employees have indeed been laid off and the survival of the fittest has been achieved. But at the same time, some new problems and hidden dangers have emerged: employees are depressed, and some employees are worried about being laid off? Quot not seeking merit, but seeking nothing ",the work enthusiasm and creativity are greatly reduced." When the hotel is facing a decline in efficiency and new problems in operation, employees are unwilling to make suggestions, think of new ideas and explore new ways to tide over the difficulties with the hotel. Instead, they are afraid of taking responsibility, and the foreman and supervisor are also shirking their responsibilities when they encounter thorny problems, or directly pushing them to the department manager. The more prominent problem is that due to the decrease of personnel, the workload of employees increases, psychological pressure increases, mental burden increases, mood is unstable, work is unstable, and there are many work mistakes. Especially in the case of large reception tasks, due to the decline in psychological and service quality, it will appear? Quot Usually complaining about the shortage of customers, once the guests come, they can't receive them, which directly leads to the decline of service quality. Practice has proved that to ensure the stability of service quality after layoffs, managers at all levels must attach great importance to training and ideological education before layoffs. In addition to the necessary assessment and training of employees' skills, we should also strengthen ideological and political work and carry out some active labor competitions to boost employees' morale. In addition, after layoffs, the workload of employees will increase, and their income should also increase accordingly, reflecting the principle of more work and more pay, so that employees can experience their own labor value. If we only reduce the number of employees without increasing income, it will inevitably affect the enthusiasm of employees and it is difficult to improve work efficiency. It is true that layoffs are to increase efficiency, especially when hotels are in recession. It is more important to reduce redundant staff and layoffs. Because downsizing not only saves a lot of personnel expenses, but also makes employees work efficiently by promoting full-load work. The key to the problem lies in the rational reduction of staff. The case mentioned earlier only emphasized the layoffs unilaterally without estimating the passive situation brought by layoffs, so that the service quality declined. Therefore, the problem of attrition is not simple, it not only needs to calculate the number of employees needed for each type of work scientifically and accurately, and achieve a reasonable proportion, but also needs to select on-the-job employees through technical competitions and assessments, so that employees in each position can achieve an optimal combination and can achieve the top two. Of course, for employees who have optimized their positions, the assessment should not be relaxed. The quality inspection department shall conduct spot checks or inspections on the service quality of each post regularly or irregularly, and find the problems of declining quality and correct them in time. For employees who are incompetent and often make mistakes, we can also suggest adjusting their posts or even provide them with off-the-job training. In a word, whether layoffs can achieve benefits is a complex issue, which involves the management level and service level of a hotel, as well as the comprehensive quality of employees. We need to explore in practice and practice in exploration.

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