How to write the hotel management measures report?

The competition in today's world is the competition of talents, and high-quality human capital is the fundamental guarantee for the healthy, sustained and stable development of the hotel industry. With the continuous improvement of hotel staff's quality, ideology, self-development awareness and democratic concept, hotel, a people-oriented service industry, has exposed some problems in human resource management, such as low staff enthusiasm, poor service awareness and high turnover rate. Therefore, based on the actual situation of human resource management in star-rated hotels, this paper makes a preliminary study on the incentive mechanism in modern hotel management from four aspects: current situation analysis, material incentive, spiritual incentive and the establishment of incentive system. In addition, some strategies and measures to develop hotel human capital and improve the level of hotel human capital are put forward.

Chapter 1 Analysis of the Present Situation of Hotel Industry

The competition in the hotel industry is, in the final analysis, the competition for talents. The core problem of management is the problem of people. In hotel management, there are more and more cases of using human resource management to gain competitive advantage.

Case: Newspapers and magazines keep publishing articles to report the bad situation of the service industry. The mistakes and bad attitudes of front-line employees simply ignore customers. The service industry, which lacks skilled employees and suffers from high turnover rate, must inject new vitality into those enterprises that contact customers. Analysis and research show that when a person is highly motivated, he will work hard and actively provide customers with the best possible service; When he has no motivation, he will save energy as much as possible. The primary task of modern managers is to ignite the enthusiasm of employees, so as to drive employees to show their Excellence in their work and achieve the best performance expected by the organization. Excellent leaders in enterprises have realized this. Only people-oriented enterprise management can survive, develop and prosper in today's fierce competition. Management is an art, employee motivation is an art in art, and employees are the soul of an enterprise. Only by designing an effective employee incentive mechanism can the enthusiasm of employees be improved. Make it play its greatest potential in different corporate cultures, different organizational structures and different corporate environments, so as to achieve the expected goals of the organization. First of all, I divide the incentive methods into three categories: material incentive, spiritual incentive and the design of incentive mechanism. Through the analysis and understanding of these three categories, we can understand the role and significance of incentive mechanism and establish an effective incentive system for enterprises. Below we divide the methods of motivation into two categories: material motivation and spiritual motivation; Only by knowing and understanding these incentive methods can we realize the role of incentive mechanism.

Chapter II Material Incentive

Material motivation refers to encouraging employees to work through material incentives. Its main performance is positive incentives, such as wages, bonuses, allowances, benefits and so on. Negative incentives such as fines. Material needs are people's first needs and the basic motivation for people to engage in all social activities. Therefore, material motivation is the main way of motivation, and it is also a very common way of motivation used by Chinese enterprises at present.

2. 1 positive excitation method

Reward refers to the positive affirmation and recognition given by hotel organizations to employees' good behavior or work performance. As a means of employee motivation, reward aims to encourage the rewarded employees to maintain and carry forward their exemplary behavior, become an example for all employees, and play a positive role in improving employees' morale.

To make good use of this method, we should also pay attention to the following points: (1) Reward should be timely and reward methods should be constantly innovated. (2) Pay attention to the psychological counseling of other employees. Constantly set new goals, dilute the past and focus on the future, and establish a correct view of fairness. (3) Pay attention to the rewards for the group, and achieve the organizational goals in modern hotel activities. The personal dignity and achievements of employees need to be achieved through the Qi Xin cooperation of the group. Therefore, paying attention to group motivation is conducive to forming a unified ideological understanding among employees, enhancing cohesion and improving the competitiveness of employees.

2.2 negative incentive method

Punishment is a negative incentive and a compulsory measure taken by modern hotels to correct employees' bad behavior at work. Properly used, it can have a good deterrent effect on misconduct. However, punishment must not be based on punishment, but only as an auxiliary means, otherwise it will be counterproductive.

When using this method, we should pay attention to the following points: (1) You can't punish without teaching. We should put education first, punish those who refuse to mend their ways or cause serious consequences, and be careful not to punish them. (2) Choose a reasonable and effective punishment method, don't blow too much, and be careful not to completely deny it, which will hurt employees' psychology. (3) combine flexibility with principle, adhere to principle and strictly enforce the law. Under the premise of strictly following the prescribed system, a certain degree of flexibility is absolutely necessary, so we should be strict, reasonable and reasonable when encouraging, so as to achieve the purpose of educating a large number of people. Although material incentives are not omnipotent, we should use them rationally. For example, in Zhou Ji Group, there is such a management plan. When an employee comes to work in the company on the first day, the company will learn about the employee's family situation and economic conditions. Based on this understanding, personal data of employees will be established, and relevant personnel will analyze the data in their daily work. In the future work, managers will implement effective incentive schemes for employees according to the previous analysis. Fully understand the needs of employees and the quality of work, and constantly formulate accurate incentive methods according to the situation, so as to mobilize every employee of the hotel to achieve due performance.

Chapter III Spiritual Encouragement

Peter, an American management scientist, once pointed out that "rewards will bring side effects, because high bonuses will block news from each other, affect the normal development of work, and the atmosphere of the whole society will be unhealthy." Therefore, the material incentives of enterprises alone may not play a role, so another incentive method-spiritual incentives has emerged. I can roughly divide this kind of motivation into the following categories: goal motivation, competition motivation and participation motivation.

3. 1 target incentive method

The goal is the psychological attraction of hotel organizations to individuals. The so-called goal motivation is to induce people's motivation and behavior by determining appropriate goals, so as to mobilize people's enthusiasm. As an inducement, goal has the functions of induction, guidance and encouragement. Only by constantly stimulating the pursuit of high goals can a person launch the motivation to make progress. Motivation determines behavior, and behavior points to the goal. Goals react to motivation and behavior, and have traction and incentive effects.

In order to give full play to the role of motivation and promotion of goals, hotel managers must do the following negative work: (1) Goal setting should be scientific. Mainly manifested in the workload, whether the challenge degree of the goal can stimulate the work motivation of employees, and the degree of commitment and performance of the hotel after setting the goal for employees, so as to see whether the needs of employees have been met, and make fair performance feedback in the work, so as to make the hotel goal acceptable.

(2) The high efficiency of target execution mainly lies in the performance of enforceability, and it is necessary to shift employees' attention from multi-target to single target. There is also to improve the degree of cooperation between employees, pay attention to effective communication between employees and departments, and ensure the integrity and unity of the entire hotel goal.

(three) the evaluation of the completion of the target should be corrected. For example, hotels have such an inspection system; Self-inspection, employee mutual inspection, foreman inspection, supervisor inspection and white glove inspection. Fair and effective performance evaluation.

In the process of goal motivation, we should correctly handle the relationship between big goals and small goals, personal goals and organizational goals, ideals and reality, principles and flexibility. In the target assessment, talents should be comprehensively investigated according to the standards of morality, ability, diligence and performance, and qualitative, quantitative and graded "rigid" norms and clear rewards should be made.

3.2 Competitive Pressure Incentive Method

Competition is one of the effective ways to motivate employees. By introducing a competition mechanism, competition and competition activities will be carried out among employee departments, so that employees can feel the pressure and sense of crisis from outside, departments may be more United, and some differences among members will be put aside. Through competition, they can also learn successful experiences or lessons from their competitors. Then turn pressure into motivation, hostility into friendship, and launch the strongest sprint to higher goals.

Pay attention to the following points when using: (1) Competition should be fair. When hotels use competitive pressure to motivate employees, they should try to make competition run under fair rules and operations, otherwise competition is just a form. (2) Grasp the intensity of competitive pressure (3) Apply scientific methods to grasp the intensity, for example; The implementation of time management method can also strengthen physical exercise and relaxation training. In addition, it can also strengthen communication between organizations and get twice the result with half the effort.

3.3 Participation in incentive methods

Participation incentive method means that managers let employees participate in the formulation of organizational decision-making plans through certain systems and forms. The handling of some things, the discussion and management of some problems. Let's look at a case first: Wal-Mart is the largest private employer in the world, and in the medium-term operation, it points out that "employees are the second and leaders are the third; Portal development: let employees participate in management; Leave work, or a customer "slogan. This slogan is embodied in three complementary plans: profit sharing plan, employee stock purchase plan and loss reward plan. 197 1 year, Wal-Mart began to implement the first plan to ensure that every employee who has worked at Wal-Mart for more than one year and at least 1000 hours a year is eligible to share the company's profits. Wal-Mart uses a formula related to profit growth to put the salary of each eligible employee into this plan according to a certain proportion, and employees can take this part of cash or corresponding stocks when they leave their jobs. Wal-Mart also allows employees to buy shares at a price lower than the market value 15% through salary deduction. Now, with the help of these two plans, more than 80% of Wal-Mart employees own Wal-Mart shares. In addition, Wal-Mart also rewards the branches that effectively control losses, so that the loss rate of Wal-Mart is reduced to half of the average level of the retail industry. Wal-Mart believes that employees' understanding of their business progress is an important way for them to maximize their work. It makes employees feel a sense of responsibility and participation, aware of the importance of their work in the company and feel that they have been respected and trusted by the company. Therefore, they strive for better results.

The common forms in modern hotel management are: participation in children's design, profit sharing, staff meeting, etc. Participation can improve employees' sense of identity, responsibility and accomplishment. Then promote the hotel's expected organizational goals.

The fourth chapter introduces the design of employee incentive mechanism.

Management is an art, employee motivation is an art in art, and employees are the soul of an enterprise. We should design an effective employee incentive mechanism to improve the work enthusiasm of employees, so that they can play their greatest potential in different corporate cultures, different organizational structures and changing corporate environments. Enterprises should pay attention to the influence of various changes on employees' needs, make corresponding adjustments to the incentive mechanism and design the incentive mechanism that best meets employees' needs.

4. 1 The design of incentive mechanism should proceed from reality and change with development. The principle of incentive mechanism is the same and simple, that is, starting from the premise of self-interest, linking personal interests with personal performance and paying according to contributions. But when this principle is applied to reality, it is not so simple. The situation in the real world is very different and ever-changing, and the incentive mechanism plays a role in various ways. There is no universal incentive mechanism in the world. Whether an incentive method is good or not depends on its usefulness, just like whether a drug is good or not depends on its curative effect. Judging whether an incentive mechanism is successful depends on whether it can improve efficiency. Therefore, when designing the incentive mechanism, we must proceed from reality and adopt an effective incentive mechanism according to the specific actual situation. In other words, the factors of designing a successful incentive mechanism are not only understanding the theory, but also understanding the actual situation and applying these basic principles flexibly. At present, China's hotel industry is in the middle stage of transformation and development, and the shape and structure of the hotel industry are not very standardized. Therefore, the only correct way to design the incentive mechanism is to proceed from the reality of the hotel industry and follow the effective and practical principles. With the continuous development of the hotel industry, it is necessary to establish an incentive mechanism that keeps pace with the times. When a small hotel turns into a chain hotel, the incentive mechanism must not be static. Carving a boat for a sword is always a fool's practice. Hotels are advancing in constant change and innovation, which also includes the change and innovation of incentive mechanism. With these principles, enterprises can create their own incentive mechanism and operate it effectively.

4.2 Comprehensive use of various incentive mechanisms

Hotels can adopt different incentive mechanisms according to their characteristics. For example, they can make use of work incentives, try to put employees in suitable positions, and rotate jobs when possible, so as to increase the freshness of employees, thus giving them greater challenges and cultivating their enthusiasm and enthusiasm for work. Inayama Yoshihiro, a famous Japanese entrepreneur, pointed out that "the reward of work is the work itself" when answering "what is the reward of work", which shows that work motivation plays an important role in stimulating employees' enthusiasm. Secondly, participation incentive can form employees' sense of belonging and identity to the enterprise through participation, and further meet the needs of self-esteem and self-realization. There are many channels for employees to participate in enterprise decision-making and enterprise management in China, among which it is more common for employees to participate in major enterprise decisions through representatives in the "workers' congress". However, there is a phenomenon that the "workers' congress" is a mere formality and cannot play its due role, which still needs further improvement and perfection. Nowadays, enterprises generally adopt the method of honor incentive, which is a more effective method and widely used in western enterprises. For example, IBM in America has a "100% Club". The employee of the company completed the annual task and was approved to be a member of the "100% Club". He and his family were invited to a grand party. Therefore, the employees of the company will regard the membership of "100% Club" as the first goal to win this honor. This incentive measure has effectively utilized the honor demand of employees and achieved good incentive effect. In fact, there are various ways of motivation, mainly to adopt a way suitable for the background and characteristics of enterprises, formulate corresponding systems and create a reasonable corporate culture. In this way, we can strengthen the establishment and implementation of multi-track and multi-level incentive mechanism while comprehensively applying different types of incentive methods, which will certainly stimulate the enthusiasm and creativity of employees and further develop the hotel.

summary

Management is more scientific and artistic. Human resource management is the art of management, and it is the art of mobilizing people's emotions and enthusiasm with the most scientific means and more flexible system. No matter what kind of enterprise wants to develop, it is inseparable from people's creativity and enthusiasm. Therefore, hotels must attach importance to the encouragement of employees, comprehensively use various incentive mechanisms according to the actual situation, combine the means and purposes of encouragement, change the way of thinking and boldly conceive the design. Only in this way can we truly establish an open incentive system that adapts to the characteristics of our hotel, the characteristics of the times and the needs of employees, and ignite the fire of employees' inner enthusiasm for work, so as to drive employees to show their Excellence in their work and achieve the best performance expected by the hotel. Only by establishing effective incentive mechanism in modern management can we survive, develop and prosper in today's fierce competition.