Besides performance appraisal, what other payment methods are there for hotel salary?

(1) sequence comparison method

Sequential comparison method is a method to rank and evaluate employee performance. Before the evaluation, we must first determine the evaluation module, but we are not sure about the working standards to be achieved. All employees in the same position are compared in the same evaluation module. According to their working conditions, those with good jobs rank first and those with poor jobs rank last. Finally, add up the ranking figures of several modules of each employee, which is the assessment result of the employee. The smaller the total, the better the performance appraisal results.

(2) Relative comparison method

The relative comparison method is to compare employees with each other, and any two employees make a comparison. After comparing the two employees, the relatively good employee scored "1" and the relatively poor employee scored "0". After all the employees compare with each other, add up everyone's scores. The higher the total score, the better the performance appraisal results.

(3) Forced proportional method

Compulsory proportion method refers to the method of classifying candidates into several categories (best, better, medium, poor and worst) according to their performance.

Second, the absolute evaluation method

(1) management by objectives

Management by objectives is a performance appraisal method that decomposes the overall objectives of an organization into individual objectives step by step, and finally evaluates the performance according to the completion of the work objectives by the assessed. Before the work begins, the appraiser and the appraisee should reach an agreement on the content, time limit and evaluation standard of the work to be completed. At the end of the period, the appraiser will make an appraisal according to the appraiser's work and the original appraisal standard.

(2) Key Performance Indicator Method

Based on the annual target of the enterprise, the key performance indicator method determines the key quantitative indicators reflecting the comprehensive performance of enterprises, departments and employees in a certain period by analyzing the performance characteristics of employees, and conducts performance appraisal on this basis.

(3) Grade evaluation method

According to the job analysis, the grading method divides the job content of the evaluated post into several independent modules, and in each module, the work standards required to complete the work of the module are described in clear language. At the same time, the standard is divided into "excellent, good, qualified, unqualified" and other grade options, and the evaluator evaluates the completion of each module according to the evaluator's actual work performance. The total score is the employee's assessment score.

(4) Balanced Scorecard

The balanced scorecard evaluates the enterprise from four angles: finance, customers, internal business processes, learning and growth, and gives different weights to each index according to the strategic requirements, so as to realize the comprehensive evaluation of the enterprise, enable managers to grasp and control the enterprise as a whole, and finally realize the strategic objectives of the enterprise.

Third, the description method

(1) all-angle evaluation method

All-angle assessment method (360 assessment method) is an assessment method for superiors, colleagues, subordinates, themselves and customers to assess the assessed. Through this multi-dimensional evaluation, combined with the opinions of different evaluators, a comprehensive and fair evaluation can be obtained.

(2) Important event method

Important events refer to "important events" collected by appraisers at ordinary times. The "important events" here refer to those events that will have a positive or negative impact on the overall performance of the department. These performances should be recorded in writing. According to these written records, the appraisal results will be formed finally.

Quantitative performance management method is to scientifically process data, timely and accurately assess and coordinate the implementation of income, ability and distribution relations in different periods and under different working conditions.

[Edit this paragraph] Characteristics of performance evaluation methods

Throughout the enterprise's various performance appraisal methods (or performance salary distribution scheme, etc.). ), can be summarized as the following eight characteristics:

(1) Tight-fitting type: performance appraisal and bonus distribution are highly integrated in one scheme, and it is difficult to separate them;

(2) Relationship specificity: one indicator has one share of money, and multiple indicators have multiple shares of money;

(3) light plan karyotype re-examination: when the index is issued, the estimated composition is too large or even "slapping the head", and the assessment is imposing and stressful;

(4) Strong business and weak functions: the assessment scheme is mainly aimed at sales, production and other business departments, and the functional departments are often formalized;

(5) Business-oriented indicators: indicators focus on sales, cost, output value and other business categories, while management indicators are less difficult to quantify;

(6) Paradox of index quantification: to quantify the index as much as possible for scientific fairness, but it tends to be simple and feasible due to the complexity of quantification;

(7) Recalculation over analysis: Many performance appraisal schemes are aimed at calculating bonuses, but there is no analysis of the problems;

(8) Lack of diversification of incentives: the application of assessment results is single, and various incentives such as training, promotion and welfare have little to do with assessment;

Among them, the karyotype of light plan reexamination, strong business and weak function, index business and index quantification paradox are reflected in the technical level of performance management; The diversity of close embrace, single-minded relationship, over-calculation and analysis, and lack of motivation reflects the problem of management orientation.