Yushe Hotel Recruitment

Hotel preparation management experience

I. Procurement

Some equipment and articles, if not strictly controlled and inspected during purchasing, may bring immeasurable losses to the hotel business. There is a big hotel, because there is no guidance from hotel professionals when purchasing. After the trial operation of the intelligent combination switch of bedside table, it was found that even the air supply cycle was closed as soon as the air conditioning and refrigeration reached the preset value (for example, the room temperature was set at 22-250C). If the business continues, the temperature must be adjusted to 18 C0, and the hotel guests feel hot and cold, which is very uncomfortable. Less than half a year after use, more than 80% of the touch switches failed, and so on. So follow some rules to avoid such a thing.

1, in a planned way, in order, in order of priority.

This process requires a complete and detailed project list to complete. What kind of hotels of different grades and sizes should be equipped with articles and equipment of different grades and sizes of corresponding standards. How to get this complete, detailed and accurate object list? There are several better ways: ① ask the financial or warehouse management of hotels of the same grade and size, where there is a detailed registration of the functions and storage locations of each item and equipment; (2) Statistics and sorting out the managers of the recruitment department. (3) According to hotel standards, but it must be counted by experienced people according to the actual situation of our store.

With this list, according to the preparation progress of each department, prepare the supplier's supply or delivery date by category, so that the goods can return to their original positions without accumulation, waste and occupation of temporary warehouses. Never buy things without a plan, so as not to pile up in the hotel business area and affect the normal work.

2, homogeneous products, daily consumables, A can do, B and C can also do, mainly based on price comparison.

Such as: room consumables, Chinese tableware and so on. When comparing prices, you can refer to the list of friends or former employers who work in the same hotel. There is no need to shop around, which makes people hesitate and delays delivery.

3, non-homogeneous products, large-scale equipment, price comparison.

Such as: cleaning equipment, electrical appliances, electric control, sauna steam, bathroom equipment, etc. These products can be purchased without low price, but their performance stability, service life and after-sales service should be considered. Generally, these equipment manufacturers will provide a one-year maintenance warranty period. If there is a performance problem in three to five days, or it is deformed in less than one or two months, or the accessories and spare parts are insufficient, the manufacturer frequently visits the home for maintenance. On the surface, they provide good after-sales service. In a hotel I recently took over, the sauna equipment was very expensive, but the passenger flow suddenly increased and it was frequently used (not a lie). In less than half a month, the glass door was completely deformed and the electricity was always out of order. After repeated maintenance by the manufacturer, it still fails to meet the requirements. When in use, the floor can't be controlled outside, and the steam is turned on 24 hours after the guests check in, which causes a lot of energy waste and safety is not guaranteed.

4. The distance is appropriate

If you can buy products of the same brand and nature locally, even if the price is higher, don't choose suppliers from other places or far away. Unless you purchase in large quantities, the equipment will not be maintained in time and spare parts will not be supplied in time. As a last resort, if it is not available locally, it is necessary to prepare enough spare parts and wearing parts. You don't have to go out and buy it temporarily because a toilet tank in the guest room is broken or the computer door lock is broken. This may be the case.

Second, human resources.

1, optimized combination of human recruitment

A. Management

Management plays a key and guiding role. Senior managers (above department manager level) should have rich working experience and practical ability, and need to make long-term preparations, and do a good job in the management development planning of the first, second, third and even tenth phases to ensure the smooth, healthy and normal development of the hotel after its smooth trial operation.

When recruiting senior managers, some owners only consider at which stage the hotel (enterprise) will pay heavily to hire the corresponding talents at this stage. For example, in the preparatory period, they will hire professionals who have been preparing for a long time (fighting for the country). After the trial operation, they will focus on management elites (staying in the camp). When the business is not satisfactory, they will focus on sales professionals (seeking expansion and development); Give us a little fireman feeling.

I think since the natural development speed of an enterprise is like this (fighting for the country → staying in business → seeking expansion and development), there will be a new management cycle every time it develops to a new stage. We should attach importance to talents in this field, but it is an unhealthy way to employ people, because when owners reuse professionals at a certain stage, they will be given certain personnel rights and decision-making rights in order to let them play smoothly, and these managers who are good at professionals have different styles.

Therefore, a balanced combination of talents, good training and utilization, so that enterprises can have all kinds of talents at all stages to "feel the pulse" in order to develop healthily.

B, grass-roots personnel

For a large-scale enterprise, these grass-roots personnel are a pampered "fighting" team, and a large number of personnel need to be in place in one step during the preparation period. No matter how carefully selected the enterprise is, it is too late to assess and hire in an appropriate way. Please note that a pampered combat team must have a strong psychological quality and a strong sense of teamwork if it wants to win. How can we make them have this quality? In addition to spending some time training and educating them, enterprises should take.

(1) Batch off-site recruitment:

People with certain social experience have certain feelings: people in such and such places are generally optimistic, good at communication and broad-minded, while people in such and such places like to haggle over every ounce, hesitate, be unhappy and lack human feelings. Some enterprises even notice that people in some places are most likely to have unpleasant things when they work in the company, which brings a lot of trouble to the company, so they stop people from joining the company in some places to reduce the risk factor of personnel. Of course, this is an extreme example. Perhaps there is something wrong with the enterprise's employment mechanism.

Wise people enjoy water, while benevolent people enjoy Leshan.

People's character is caused by the environment of birth and growth. People who grew up in the mountains have a strong sense of kindness, honesty and frankness, and are diligent and conservative. In terms of reaction and sensitivity, they are not as fast as those who have been by the river and the sea for many years. People who grew up by the river and the sea are cheerful and active, giving people a sharp and flexible image.

Birds of a feather flock together.

Every country has certain cultural differences, as small as every city and village, so people living in this area have many similarities in personality.

Seek far from near, or seek far from near.

If it is not out of care, or because of government regulations, it is better to recruit people from remote areas, not people from nearby areas. This is because people in the nearby area are close to home, and what happens at home will be concerned and influenced. In addition, due to the economic conditions in this area, ordinary people are dissatisfied, picky about their work and don't want to go home by the way. Their professionalism is poor and it is not easy to go back and forth in remote areas. Family economic conditions are not allowed to go out with a temptation and hip-hop mentality. Enterprises only need to create.

Of course, a perfect personnel system can eliminate the unfavorable factors in this respect. When people in this area go to other cities, they will become distant areas. For example, people in Dongguan are close to Dongguan, and when they go to Shanghai, they will have another feeling.

The one near the ink is black, and the one near Zhu Zhechi is black.

The "Three Meng Mu Movements" revealed the secret of this environment. When a large number of enterprises introduce talents from other places, in order to obtain favorable information and facilitate management, they may wish to conduct appropriate investigations on the local area.

(2) local recruitment:

The local recruitment target is the floating population nearby, and generally there are four kinds of people: young people who have just entered the society and have never worked, those who have worked and are now changing careers, those who have worked in hotels and are now unemployed, and those who want to resign.

Young people who have just entered the society from school and have never worked.

This kind of person is curious about all industries in the real society. No matter how you test him, he always acts strong at first. When you ask him if he is afraid of being tired, whether he can adapt to this environment, how he feels about this job and so on. He said: No problem. It's no use talking! During the actual working period, he may feel that the real work is far from what he imagined. When he is dissatisfied, he will cry and complain to you, emphasizing personal freedom. If the company's personnel system, welfare and management are a little behind, such people will say goodbye to the company. You have to be mentally prepared to recruit such people.

I have already worked, and now I am changing careers.

If people who work in factories often work overtime day and night, the nature of work is monotonous and boring, personal freedom is narrower than that of the service industry, and the environment is worse, then such people will be more satisfied and diligent when they enter the hotel industry after unified training. Several big hotels where I have worked and friends who have been to some hotels all agree that due to traditional concerns, few people will switch to this group at first, but once they switch to the hotel industry.

I have done the same job and now I am unemployed.

This kind of people have to test their reaction ability and professional ethics according to the length of time they have been with their former employers, and it is also difficult to ask 5-6 career-related questions and answer 1-2, which is caused by poor reaction ability and insufficient work input. He may have been fired by his former employer, so he should be hired carefully. If you have served for a long time (more than one year) and have a strong moral concept, you can't fully answer the relevant questions, but you can understand the meaning and express it to 1, 2, 3, so you can consider hiring.

Now, I want to change my job.

This situation is generally as follows: the original unit was poorly paid, the current working environment and interpersonal relationship are tense, and there are too many mistakes in the work. It is easy to understand why you want to find a better position. If it is the second or third factor, your habits may be difficult to change, so pay attention.

Generally speaking, with perfect human resource management methods, hotels can make reasonable adjustments and allocations from the aspects of age, culture, acquaintance structure, geographical environment, etc., and learn from each other's strengths to achieve the best optimized combination.

Step 2 cultivate

The newly recruited employees come from all over the country, both with work experience, students who have just left school, and other industries. Their thoughts, motives, behaviors and habits are different, and there are great differences. Therefore, in the early stage of training, it is necessary to unify everyone's thoughts, define the incentive objectives to satisfy customers, standardize the behavior and operating standards of employees, and develop good habits of hotel professional ethics and professionalism. This training is also divided into two processes.

Human resource training: mainly introduces the enterprise background, culture, decision-making and management institutions; Understand the industry, understand the rules and regulations, etiquette, attitude, cultivation, welfare and safety rules that need to be observed; Unify employees' thoughts, establish three basic hotel consciousness (hotel consciousness, guest consciousness and service consciousness) and strong professional ethics; Clarify the company's goals and coordinate employee incentives.

Departmental training: Departmental training is a very meticulous work, which needs to combine theory with practice, skillfully fill the gap between ideal and reality, standardize employees' behavior and operation methods, make them achieve unified standard operation and form habits, and conduct simulation training for a period of time before trial operation.

Hotels should take training as a long-term systematic planning goal, and employees who have undergone systematic training have comprehensive knowledge and can stand the test and provide better services.

Three. Personnel welfare and incentive mechanism

Some enterprises always put the issue of personnel welfare and incentive mechanism to the last discussion, and there is no development result, let alone welfare conditions. Enterprises believe that employees must create more value for enterprises; The boss's mentality is that you have to work hard and the company has to develop, so that you can have better welfare benefits. Moreover, employees think that you can work hard for the company only if you solve my worries, provide certain guarantees and meet my living conditions. This is an eternal contradiction. If we do not pay attention to adjustment, brain drain will also cause great losses to enterprises.

Money and material things can't satisfy people. Satisfaction is a state of mind. Smart enterprises will not provide employees with high salaries and excessive material benefits. They know that if there is no suitable incentive mechanism, more material money will only make people pay attention to pleasure, and it is easier to induce people's natural inertia and get less and less satisfied.

Maslow is divided into five levels according to human needs: physiology, safety, belonging, respect and self-realization. If we regard the enterprise as a human-like living body and apply Maslow's theory to the enterprise, I think we can flexibly correspond to the establishment, growth and development of the enterprise at all stages, and then focus on providing corresponding hierarchical needs according to the corresponding period.

The physical safety of enterprises belongs to those who respect self-realization.

The development period should require necessary key senior managers.

Growth requires important middle management.

Essential, Important and Necessary Grass-roots Management in Stable Period

At the initial stage of operation, excellent employees are mainly needed.

In the preparatory period, the important and necessary demand should be ordinary employees.

Ascending process: need-need-necessity-main-important.

Preparation period: At this stage, because people enter the enterprise in batches, they have a feeling of "new person", "new enterprise", "new look" and "everything is new", and everyone has a warm, curious and equal mentality, so morale is easy to rise, teamwork consciousness is strong, and it is easy to understand the difficulties of enterprise establishment. As long as you join this enterprise, you will have welfare benefits and preparation requirements. If enterprises attach importance to physiology, food, clothing, housing and transportation, vacation, personal and occupational safety, employees will be very satisfied.

Initial stage of operation: From the preparatory stage to the initial stage of operation, employees generally have a sense of pride and accomplishment. If enterprises are not properly managed in this period, people are the easiest to flow. You might as well visit and observe. The turnover rate of some hotels during this period exceeded 65,438+000%. What is the reason?

① The hotel did not allocate the number of designers according to posts and standards when preparing the recruitment plan. From the trial operation to the initial opening, there are often fewer passengers and poor business performance. In order to achieve the purpose of reducing costs, the hotel laid off a part.

(2) On the contrary, because of the new opening, guests like to try new things, and many guests turn to spend money from other hotels (Dongguan has this phenomenon of new things being hot). At the beginning of trial operation, people are not skilled in business operation, and naturally they will be very busy and tired. At this time, the management lacked patience, neglected care and encouragement, and the employees could not bear the pressure from self-financing to the initial stage of their business, so they resigned one after another.

(3) Excellent employees, from preparation to the initial stage of starting a business, are proud of their achievements and gradually become complacent. They began to feel that the company was not good here, there were problems there, and there were all kinds of dissatisfaction, which could not be reconciled and they resigned.

(4) After the hotel opened for a period of time, the business was dull and the performance was poor. Some employees who came with good hopes felt a little disappointed at this time, so they thought of another place that was more suitable for their hearts, so they also resigned in a daze.

In order to solve these problems, the company should focus on stabilizing people's hearts, improve the labor mechanism in time, and allocate personnel in a reasonable and balanced manner according to the weak and prosperous. In addition to providing employees with normal 24-hour five meals and a good accommodation environment, they should also provide employees with more labor security and safety, such as signing labor contracts in time, purchasing social medical welfare insurance and adjusting wages in time. We should not neglect our concern for our employees. Only by doing ideological education step by step, boosting the morale of the team and stabilizing the morale of the army can we improve our business skills.

Stability period: after a period of running-in and adjustment, the hotel will be relatively stable in all aspects. At this time, it is necessary to take the opportunity to strengthen employees' sense of loyalty, and create an environmental atmosphere of a big family through the spread of corporate culture and corporate cultural activities, paying attention to the sense of belonging.

Growth period and development period: enterprises can't stand still for a long time. If an enterprise wants to develop and grow, it must have a group of employees with high quality and strong business ability to ensure that the hotel has sufficient talent support in the process of development and growth. How did you get such a high-quality and professional employee? Through the establishment of systematic training, training, encouragement and innovation mechanism, employees' desire for personal self-realization is stimulated, so that they can actively learn and improve their business skills, tap their potential, and finally achieve their self-management ability; Through the discussion and analysis of various problems, we can stimulate employees' innovative ideas, and let employees have a sense of accomplishment of self-realization and honor of being respected by enterprises while making suggestions and solving problems for enterprises.

In short, to do a good job in human resources management can not be achieved by human resources departments alone. Employees are more exposed to department managers, and their words and deeds, work style and ideas deeply infect employees. Therefore, it is necessary for managers of various departments to learn and master certain management skills and some non-material incentives to make people do things better. The top management should lead the managers of all departments to formulate long-term human resources development and management plans.