Principles and methods of humanized hotel management

Lead: The so-called humanized management is a management mode that pays full attention to human factors in the whole enterprise management process and takes fully tapping human potential as its own responsibility; Its core idea is people-oriented, which requires managers and employees to carry out a thorough psychological and behavioral revolution, so that enterprise management can completely change from management concept, management system, management technology, management attitude to management efficiency.

Principles and methods of humanized hotel management 1 the importance of employees in hotel management

First of all, the purpose of establishing rules and regulations should be clarified here, that is, rules and regulations are used to restrain employees' words and deeds, and the ultimate goal is to provide customers with high standards and high quality services. Of course. Now? Branch line? Not physically, but mentally. Therefore, when formulating rules and regulations, we should fully consider the feelings of employees. Too much? Have a certain degree of relaxation? These two words best embody the rules and regulations? Degree? The importance of.

1. 1 Does the employee belong to the hotel? Master?

Employees are the main body of the hotel, and their relationship can be used. Water can carry a boat and overturn it? To show that the welfare of employees has greatly affected the overall efficiency of the hotel. The improvement of hotel service level largely depends on the improvement of employees' own quality and ability. Because hotel service personnel often face customers in the front line, their ability to deal with emergencies will often have an important impact on the success or failure of service. Therefore, only by training employees in advance and cultivating their ability to deal with emergencies can we get better service results.

At the same time, when employees have? Master? After realizing this, they will put the overall interests of the hotel in an important position, and even give up their personal interests selectively for the overall interests, provide services to customers with their heart, and contribute their abilities to the development of the hotel.

1.2 employees participate in the formulation of various rules and regulations.

Rules and regulations are, in the final analysis, systems that restrict employees' behavior. Therefore, employees need to participate in the formulation and implementation of rules and regulations. Managers should encourage employees to put forward reasonable suggestions so that employees can have seeds? Master? This feeling. At the same time, it is necessary to help employees overcome their negative understanding of rules and regulations, that is, let employees make their own cages. In fact, the existence and implementation of rules and regulations is to make employees willingly obey various regulations formulated with their consent in their future work. It restricts not one person, but everyone, in order to further develop the hotel and ensure that employees can do their jobs wholeheartedly. On the other hand, obeying the rules and regulations is only for the hotel.

2. Humanized management in hotel management

2. 1 Humanization and Humanization

The current management method has a humanized side, so we should pay attention to grasping a scope of application. Humanization? It's not true? Humanization? I don't mean to chew on words, but to say that the two words have different meanings. Humanization means taking care of most people and giving them proper care in special circumstances. It can be used as an example of the same incident and can be widely publicized. Humanization means taking care of a few people. Because of connections or connections, people with conditions can take care of a few people, but most people will be chilling and the prestige of managers will be wiped out. Therefore, in daily management, we should grasp the degree of management, not only to make employees feel constrained, but also to prevent employees from being bound in their work. Service requires employees to maintain passion and creativity without losing discipline.

2.2 the scale of humanized management

Give full play to the enthusiasm of employees to participate in management. When dealing with violations of rules and regulations, we should not only strictly abide by the rules and regulations, but also consider the feelings of employees. So we need a communication system, not just a small mailbox, but a Committee composed of employees, so that the management can listen to the voices of employees. Further, can we properly combine Chinese studies? Middle way, compromise? Method, thus hidden in the depths of the' invisible contradiction'. Generally speaking, humanized management needs to put rules and regulations? Rigid? With humanity? Soft? Organic combination, paving the way for the development of employees and hotels.

3. Several principles that should be paid attention to in humanized management

3. 1 Collective interests outweigh individual interests

Collective interests are always greater than individual interests, just like the lights at night. Everyone contributes a little light. The more light, the more people illuminate. Collectives include individuals. Individuals want to get benefits, but what they get through personal efforts is always limited. Only by relying on the collective can they gain greater benefits.

3.2 Payment and Return

Hotel profits are earned by employees through hard work, and the healthy development of the hotel is inseparable from everyone's contribution. Therefore, hotel managers should know how to provide certain returns for employees' efforts and pay attention to the combination of material rewards and spiritual rewards. Sometimes verbal rewards are not enough, but also combined with certain material rewards.

3.3 ? Cake? How to allocate

Does the distribution system have a tradition? One size fits all? According to the statement, hotels should take care of the distribution rights of most people and distribute them according to the amount of individual contributions to avoid the disadvantages of one-size-fits-all distribution. However, it is difficult to measure the contribution with specific quantitative values, so it is impossible to satisfy every employee. At this time, it is necessary to take care of the interests of the minority and the interests of the majority.