How to operate and manage

At present, multinational hotel groups will gradually expand to inland small and medium-sized cities and low-star hotel markets on the basis of occupying and consolidating coastal large and medium-sized cities and high-star hotel markets, directly challenging the existing hotel groups or management companies in China. In addition to Ramada International, such as DaysInn in the United States, it has entered the small and medium-sized cities and low-star hotel markets in China through franchising in recent years, and plans to host more than 50 small and medium-sized hotels in China in the form of franchising or export management in the next five years. China's hotel management group should have a sense of crisis, and the alliance will explore and establish its own business model from the following aspects:

Create a distinctive brand. Franchising is an effective, low-cost and fast-growing hotel management expansion model. The key to this expansion model is that the brand of the enterprise should be excellent. The function of a brand is that it can distinguish one product from another similar product. Brand is the medium of product quality identification, which can satisfy some special preferences of consumers. Hotel brand is a symbol of the quality and reputation of hotel products and a reflection of the ability of hotel products to meet the needs of guests. Famous brand is not only an important intellectual property, but also an important asset that can be quantified. Because brand-name products can produce brand-name effect, the trademark of hotel products can have high value or market price. However, most domestic hotel industries or hotel management companies still lack trademark awareness and brand awareness. The formation of brand must rely on CIS (Hotel Corporate Image System). The Alliance has attached importance to CIS design since its birth. MI (mind identity) is the foundation of CIS, which covers the hotel's business philosophy, including corporate purpose, corporate spirit, business philosophy, corporate culture and business strategy. BI (Motion Recognition) can be applied to the management process and operation process of hotels. VI (Image Identification) is to visualize, scale and systematize the ideas and characteristics of an enterprise by visual design, including its name, logo, standard words and standard colors, so that the market and customers can clearly identify and define it.

Establish a reservation sales network. Booking sales network is the materialized carrier of brand assets, the symbol of mature hotel groups, and the main reason for the success of multinational hotel groups in expanding their hotels through franchising. Without a strong reservation network, the franchise transformation space of China Hotel Group will be very limited. The alliance's booking and sales network and VIP customer service system can help all alliance stores control and guide the flow of tourists, book each other within the alliance, enjoy information uniformly and promote sales. The establishment of reservation and sales network is very important for the development of China hotel franchise. Information network requires hotel groups to set up their own information web pages in various news media and the Internet, regularly send information trends of hotel products and services of alliance members, and set up information files of suppliers, travel agencies, customers and individual customers.

Attach importance to the development of human resources. In recent years, some multinational hotel management groups have joined too many hotels through franchising, and at the same time, they also lack professional management talents, which makes them feel stretched. Holiday College classes run by Holiday Group in Lido Holiday Hotel are mainly aimed at cultivating hotel management talents in China. Jinjiang Group also realized the importance of talents. As early as ten years ago, it spent millions of yuan to jointly set up a tourism management department with Jiaotong University, aiming at exporting management talents for Jinjiang. The alliance also gives priority to education, training and human resources development: exploring the establishment of international and domestic talent training bases; Recruit talents for all alliance stores; From form to content, explore the establishment of new training routines.

Staff management of chain catering industry

With the social and economic changes, various chain restaurants have sprung up like mushrooms after rain. However, due to the limited market development space and fierce competition in the same industry, it is difficult for many enterprises to grow healthily and vigorously like grass under the pressure of stones. Therefore, under such a market background, how to find a way out for development has become a problem that needs to be discussed. The catering industry is a humanized service industry, and the service quality directly affects the management effect, and the service quality is created by the employees of the enterprise, so the quality of the employees of the enterprise has become an important factor leading the fate of the enterprise.

When it comes to the quality of employees in enterprises, people will undoubtedly think of exquisite and beautiful university diplomas, because this is a standard to measure whether the intellectual capital of enterprises is strong or not. The catering industry is low in technology. It doesn't need a high degree, but a kind of service quality. Moreover, serving it is not a major, so we can't get professionals directly from the talent market. It needs to establish its own professional training system within the enterprise and improve the service quality through internal training and education.

Catering practitioners generally have low academic qualifications and complicated ideas, so training needs to pay attention to methods. Because training involves the reconstruction of intellectual structure, we can call it the ideological genetic modification project. Let's analyze the employees' mental state and sum up the following questions:

First, a strong sense of inferiority. Affected by the living environment, there will be psychological obstacles when contacting customers. This kind of psychology affects the normal communication between people;

Second, lack of self-confidence. Many people don't believe that they have the opportunity to start a business with a weak educational foundation because of their shallow education and great pressure on social employment. They didn't dare to dream, and finally lost the opportunity;

Third, lack of discipline. Usually, I rarely ask myself strictly, but when I get to the enterprise, I am controlled by those rules and regulations, and naturally I can't adapt;

Fourth, there is a lack of logical dialectical thinking. Due to the lack of systematic thinking exercise, inefficiency and waste are prone to occur in the work process;

Fifth, lack of systematic thinking methods. Because many problems have deep-seated background reasons, if we simply consider them from the surface, we can't solve the problems, but there may be jokes about cutting meat to mend sores and robbing Peter to pay Paul. For example, some employees inadvertently pluck the hair from the dish in front of customers; Wipe the greasy tray with a public rag. These behaviors are all manifestations of lack of systematic thinking and exercise. What needs to be added is that the occurrence and change between cause and effect takes a time process, and if you don't pay attention, you may make mistakes unconsciously. "Those who are near the ink are black" illustrates this truth. This truth also reminds us not to try to do things that are not conducive to the interests of others or the collective when no one is watching. Otherwise, it will lose development opportunities and even go astray;

Sixth, lack of service awareness. Thinking about the source of drinking water, the customer is the real "boss". Many people don't understand the true meaning of customers, and treating customers is only a professional perfunctory and coping, so there is no "service";

Seventh, lack of team spirit. Influenced by the market economy, people's ideas tend to be realistic, and few people are willing to accept extra labor and services for free. In the ideological atmosphere listed above, it is easy to feel the pressure of work. In fact, this is not the difficulty of the work itself, but the problem of interpersonal relationship and mind.

In view of the above problems and symptoms, according to the systematic thinking method, we can try out the following management schemes:

First, establish a people-oriented management system and improve the reward and punishment system.

People-oriented management is a complete set of management mode with the core of people's all-round free development, creating corresponding environment, conditions and tasks, based on individual self-management and oriented by the common ideal of enterprises. If an enterprise wants to have a broad development space, it must first provide employees with a long and challenging promotion ladder. In this way, the work will not be blind, but there will be orientation; Work itself will also add a lot of value and significance. In the reward and punishment system, the people-oriented management thought should be reflected accordingly, and the rewards and punishments should be clear. It is worth mentioning that in the course of business operation, you may meet a kind of "human employees" who hold important positions with special relationships, but have no practical ability to work, and like to fiddle with bureaucratic airs. If there is no system to restrain this kind of thinking and behavior, there will be a "nibbling phenomenon" and even the perfect enterprise will be paralyzed. In people-oriented management, it is particularly important to treat employees as talents and treat everyone equally and fairly.

Second, design a systematic training program.

The design of training scheme is very important, because it is related to the success of ideological gene transformation. According to the characteristics of corporate culture, the training content can be designed as follows:

1. Corporate culture and system;

The development prospect and value of the enterprise;

3. Basic knowledge, including: ① enterprise safety production and health knowledge; ② Service etiquette; ③ On-site improvement; ④ How to implement "5S"; ⑤ Knowledge of workflow; ⑥ Customer Satisfaction (CS) development strategy, etc.

4. A correct outlook on life;

Five disciplines, including: ① self-transcendence; (2) changing the mode of thinking; (3) Establish a * * * vision; ④ Group study; ⑤ Systematic thinking;

Are the five major disciplines Peter? The training procedures and methods designed for establishing a learning organization in the Holy Five Training can achieve the purpose of understanding the deeper problems behind thinking through five trainings.

Third, the arrangement of training activities.

The purpose of training activities is to strengthen consciousness and develop good behavior habits. The content may include:

1. Organize daily meetings. The contents of the regular meeting generally include: ① the whole team; ② Check gfd③ Cultivate corporate culture awareness; ④ Summarize the work of the day before yesterday; (5) Deploy tasks, etc.

4. Simulation management personnel training. Let grass-roots employees imitate managers to learn to arrange management work, such as presiding over regular meetings and on-site supervision. The advantage of simulation training is to give grass-roots employees the opportunity to get in touch with management, learn to look at problems from the perspective of management, and also lay a good foundation for promotion.

3. Conduct training courses once a week. The content of the subject is a systematic training scheme. The way of teaching is to combine learning with application, providing employees with more opportunities to exercise in front of everyone. Let them slowly improve their courage, learn to think and express, and cultivate a higher level of ability in the process of learning and practice.

4. Job changes. After staying in a post for a long time, the thought is easy to be patterned, which will make people feel boring. By changing jobs, employees will have the opportunity to experience the work style of the new job, thus increasing the freshness of the work and maintaining the work efficiency.

5. Organize outdoor collective activities. After all, the unit is a workplace, isolated from the outside world, and the supervisor should organize outdoor collective activities within a certain period of time to keep the information circulating with the outside world, so as to achieve the purpose of regulating emotions and enhancing unity.

Fourth, set up a special meeting mode.

The traditional meeting mode is not so much a form as a waste of time. An effective meeting can not only solve many problems, but also improve the ideological level of the participants. Influenced by traditional culture, participants generally have habitual defensive psychology. This mentality leads participants to be unwilling to speak their true thoughts and to review whether the thinking mode behind their thoughts is correct. In such an ideological environment, it is impossible to exercise individuals, and it is not conducive to enterprises to carry out their work and solve problems. Peter. The mode of "in-depth discussion" in the Holy Five Chapters provides us with a good reference method. At the meeting, the real thoughts of the participants should be spread out in front of everyone for everyone to ask questions and observe; For the problems that have been identified, we need to discuss and reflect on each other; Need to discuss in groups, 4-5 people in each group. Discussions should be intense, and constructive conflicts are allowed. A tutor should preside over the meeting, grasp the discussion direction of the meeting and control the situation of the meeting. You can determine the direction of the meeting agenda.

Pro: Views on company culture and system; Views on the existing problems of the company; Conception of the future; How to explore and innovate; Views on superiors and subordinates; How to motivate subordinates effectively. After the meeting determines the plan, it must be implemented and tracked. Otherwise, even the best meeting mode is just empty talk. Proper use of the function of the conference and the function of the special conference structure will achieve unexpected results.

Fifth, establish a system of upgrading and eliminating talents.

Some new employees can't adapt to the enterprise culture and system, while some old employees may form stubborn forces. In order to prevent these employees from affecting the normal operation of the company, we must establish a system of upgrading and eliminating talents, artificially create a "catfish effect", so that all employees can always maintain their vitality and actively face any problems encountered in operation. Enterprise development needs to constantly eliminate unqualified personnel and tap new talents. By eliminating unqualified employees, we can also continuously improve the overall quality of employees and increase the intellectual capital of enterprises.

Sixth, establish effective information feedback channels.

As an administrator, if you don't know the situation at the grassroots level, it is a blind command; As a grass-roots employee, if you don't have a chance to express your true thoughts, your company is in jeopardy. In general enterprises, important information at the grass-roots level is often ignored or suppressed, so that some schemes formulated by senior leaders are unrealistic and ineffective. Therefore, if we want all employees to integrate into it, it will form1+1> 2 To manage performance, we must establish effective information circulation channels.

Summarize the staff management methods of chain catering industry, which are mainly reflected in the following three aspects:

First, mold the enterprise into a family;

Second, cultivate enterprises into educational places;

Third, take "customer satisfaction" as the development strategy. Culture is tomorrow's economy, and the vitality of enterprises comes from rich internal management culture. The value of culture always exceeds the actual economic value, because culture is potential and eternal. Only by creating a profound cultural environment for employees can we retain talents; Only in this way can employees go all out to explore and innovate.

Hahan international clothing