What goals do hotel training staff need to achieve, how to do it, and why should they be trained?

Before the hotel personnel training department carries out staff training, the person in charge of the personnel department must make a staff training plan so that the training can be carried out smoothly along the established goals, and its contents mainly include:

Training objectives: The training objectives should be specific and detailed, including how many people have participated in the training, what training courses they have participated in, what standards they have reached, the supporting teaching and management objectives, and the quantitative requirements to be met in each training.

Training objectives: the training objectives of the employee training plan should be implemented for everyone, and their post work should be properly arranged during training.

Training content: The contents in the employee training plan should include political thoughts and professional ethics, professional knowledge and practical skills.

Training methods: Training methods should be listed in the employee training plan, including on-the-job training, part-time training, off-job training, and student assistance included in the training plan.

Training schedule: The employee training plan should list the training schedule, which should be known not only to the trainees, but also to all employees.

Training effect test: generally speaking, it is mainly based on examination, assessment, operation performance and comments, among which examination post is the main form of effect acceptance.

Employee evaluation

Staff assessment is an effective tool to motivate and improve management level, and it can also provide a basis for thldl.org.cn hotels to make staff training plans.

1. Employee appraisal system, in which the person in charge of the personnel department conducts performance appraisal on employees regularly. We should be fully prepared for evaluation, strive for fairness, correctness and seeking truth from facts, choose a suitable conversation environment and make good use of communication skills. Evaluation should be combined with the corresponding reward and punishment system.

2. The content of employee assessment.

(1) Evaluate the quality of employees. Mainly to test the political quality and level of employees. Including whether employees are self-motivated and loyal to their work performance; Employees' performance in organization, discipline, professional ethics and personal hygiene is gfd.

(2) Evaluate the ability of employees. The business abilities of employees of different ranks and levels should be classified and evaluated.

(3) Evaluate the attitude of employees. Mainly evaluate the professionalism and work attitude of Asian employees, including attendance. Initiative, enthusiasm, etc.

(4) Evaluate the performance of employees. It mainly evaluates the contribution made by employees, the completion of tasks and the quality of orders of magnitude, which is the evaluation of employees' morality, ability, diligence and performance, and provides decision-making basis for the hotel to implement scientific personnel diversion.

3. The main methods of employee assessment

The main methods to evaluate employees are comprehensive performance evaluation and business performance evaluation.

Comprehensive performance evaluation method refers to the comprehensive evaluation of employees' performance during the evaluation period; Business performance evaluation focuses on the performance of employees' professional business ability to evaluate the performance of their own work.

Employee motivation method

1. Create good working conditions for employees;

2. Create a relaxed and harmonious interpersonal environment for employees;

3. Reasonably distribute the labor remuneration of employees;

4. Do a good job in the collective welfare of employees and relieve their worries;

5. Do a good job in employee training plan to create conditions for employees' personal development.

Employee rewards and promotions

Reward, as a means to motivate employees, aims to encourage the rewarded employees to maintain their achievements and develop their advantages by commending their good performance. Accelerating the self-development and continuous improvement of employees, educating and urging employees to follow their example, pursuing progress and working hard will play a positive role in boosting morale.

Rewards generally take the method of combining material rewards with spiritual encouragement. For employees with excellent work performance, in addition to rewards, they also need promotion and salary increase.

When considering the promotion of excellent employees, we must comprehensively measure them according to the promotion situation, and carefully consider whether the rewarded employees are qualified for promotion and whether they can be competent for higher positions.

Staff discipline management

In order to create an orderly and responsible environment, it is necessary to establish perfect and specific rules and regulations and determine a unified code of conduct for each employee.

Rules and regulations are the sum of all kinds of rules, norms, articles of association and systems formulated by hotels according to management needs and employees' interests. He plays a guiding and restraining role in the behavior of employees.

Strict discipline and rules and regulations can make the whole hotel have rules to follow and laws to follow when dealing with illegal cases, avoid unnecessary buck passing, and help improve work efficiency and administrative management level.

The daily rules and regulations related to employee discipline management are:

1. Provisions on foreign-related disciplines:

2. Personal hygiene code;

3. Provisions on appearance and instrument;

4. Attendance system;

5. Provisions on internal documents;

6. Rules for the use of the locker room;

7. Staff canteen use regulations;

8. Rules for the use of uniforms;

9. Hotel security system;

10 other regulations-the use of employee access, the regulations on employees' activities in the hotel, and the discipline of employees at work. Regulations on the use of telephones in the workplace.

administrative sanction

Disciplinary action is an administrative punishment used by the hotel personnel department to correct employees' violations of discipline and discipline.

The principle of disciplinary action is:

Disciplinary action should adhere to the principle of combining punishment with education;

Disciplinary action is serious and prudent, seeking truth from facts;

Disciplinary action must be based on facts and take the rules and regulations (employee handbook) published by the hotel as the criterion.