What are the types of hotel human resource management?

The hotel is a people-centered industry. In the final analysis, hotel management is the management of people. It uses scientific methods to effectively utilize and develop the hotel’s human resources to improve the quality of all employees and make them more efficient. It obtains the optimal combination and exerts maximum enthusiasm, thereby improving the quality of all employees and continuously improving labor efficiency. Therefore, strengthening human resource management is of great significance to hotels.

1. Organizational structure and job description

To do a good job in human resources management, you must first be familiar with the hotel's internal organizational structure. The organizational chart of a general hotel is as follows:

The personnel training department must analyze each job position in the hotel and determine specific requirements based on the job characteristics, including technical types, work scope, rights, obligations, etc., and prepare job descriptions. This job description is not only the basis for recruitment, but also the standard for evaluating employee performance.

Example: Job description of the personnel training department

1. Assist the general manager in formulating the hotel's human resources development plan.

2. Design the hotel's organizational structure and staffing of each department according to the needs of operation and management.

3. Responsible for drafting relevant systems for personnel management, such as employee handbooks, labor management systems, training systems, reward and punishment systems, etc.

4. Responsible for planning and implementing employee recruitment and training.

5. Regularly assess employee performance.

6. Responsible for employee discipline management, reward and punishment management, and handling employee complaints.

7. Manage employee files, handle employee resignation arrangements, and do personnel statistics.

8. Do a good job in employee wages, welfare and labor insurance.

9. Be fully responsible for the training and management of all types of employees at all levels of the hotel.

10. Responsible for the daily management of hotel personnel, labor and training, and perform the coordination and control function.

2. Recruitment and selection of human resources

Use various methods and means to recruit personnel according to the job settings and job descriptions in the hotel. Of course, different positions have different requirements for personnel, so the recruitment methods adopted are also different.

(1) General recruitment and selection process:

(2) Human resources selection method

1. Psychological testing method

2. Interview

3. Knowledge assessment

4. Scenario simulation exercise

5. Analysis of applicant application materials

3. Hotel Training management

(1) Key points to consider in hotel training

1. Targeted

The training content is required to be professionally aligned with the current job responsibilities, and the theoretical description and operation The combination of demonstration and demonstration enables each trained employee to adapt to the job he or she is engaged in quickly.

2. Time control

Hotel operations have off-peak and peak seasons, and hotel training work should also have obvious seasonality. "Learn less when you are busy, learn more when you are free" should be Key points for scheduling training.

3. Training should be diverse

Because the content of hotel training is extensive, complex and highly targeted, and hotel employees working around the clock work in shifts, it is very difficult to implement training. Therefore, training programs must also be diversified and adapted to the time, place, and individual conditions. Special training and management training, internal training and external training, basic training and systematic training, and short-term training and long-term training can be combined. The content of training should also vary from person to person, teach students in accordance with their aptitude, apply what they have learned, and combine learning with application.

(2) Types of hotel training

Hotel training methods can provide different content at different times and locations according to different levels of training objects, forming a three-dimensional training model.

a) Decision-making management training (general manager, vice president, director and department managers)

The main contents of training for senior managers are strategic management, market and competition concepts, Topics such as marketing strategy formulation, establishment of corporate culture, budget management, cost control, business decision-making and improvement of management capabilities.

b) Supervise the management (deputies, directors and foremen of each department)

The training focuses on the training of management concepts and abilities, in-depth training of hotel professional knowledge and how to deal with interpersonal relationships, Practical skills such as handling customer objections.

c) Waiter and operator level

The training focus is to improve their overall quality and service awareness, that is, from three aspects: professional knowledge, business skills and work attitude.

(3) Training Process

4. Performance Appraisal

The hotel’s performance appraisal is based on the employee’s business ability based on the job description and work assignment book. , work performance and work attitude are evaluated and quantified. The assessment results directly affect employee promotion, rewards and punishments, wages, training opportunities, etc. It is conducive to mobilizing the enthusiasm and creativity of employees.

(1) Contents of performance appraisal:

1. Evaluate the quality of employees. It mainly tests the personality and moral standards of employees, including whether they are self-motivated, loyal to their jobs, employee organization, discipline, professional ethics, personal hygiene and appearance.

2. The ability of employees. The professional abilities of employees in different positions must be assessed in categories.

3. Evaluate employees’ attitudes. It mainly refers to employees’ professionalism and work attitude, including attendance, work initiative and enthusiasm, etc.

4. Evaluate employee performance.

(2) Main methods of employee evaluation

1. Comprehensive performance evaluation method. It refers to a comprehensive and comprehensive evaluation of employees' performance in all aspects during the evaluation period.

2. Business performance evaluation. The evaluation focuses on employees' competency in professional business and their performance in completing their jobs. This assessment method is more suitable for the sales department.

5. Employee career planning

The personnel training department has the responsibility to encourage and help employees to formulate personal development plans, and to conduct timely supervision and inspections, which will help promote the development of the hotel and enable employees to have Sense of belonging and improve employee loyalty.

Through performance appraisal, employees can know their personal strengths and weaknesses, and then combine their interests with the company's business development plan and actual situation to formulate their own career path together with their superiors. And it will be gradually realized with the strong support of the company.

6. Hotel personnel management

The contents of hotel personnel management generally include the following aspects:

1. Employee rewards and promotions

2. Employee discipline management

3. Disciplinary sanctions

4. Employee complaint handling

5. Employee file management

6. Hotel personnel statistics

7. Salary design

Hotel salary design should follow the following basic principles:

1. Define positions and staff, assign talents according to job requirements, and distribute according to work .

2. Personal income should be linked to hotel performance, especially the sales department.

3. Take into account the interests of different departments and provide reasonable remuneration based on the specific labor differences and contribution of different positions and types of work.

4. Correctly use the working method that combines spiritual encouragement and material rewards.