How hotel management theory can improve employee loyalty and enhance enterprise competitiveness

(1) shaping a people-oriented corporate culture. Every enterprise will consciously or unconsciously form its own unique corporate culture. Through the construction of corporate culture, it will establish a kind of values that are conducive to the development of enterprises and enhance the loyalty of employees, implement family management and humanized management, retain people with affection, shape the core culture of "people-oriented", create a good working atmosphere and unite people. Enterprises must strengthen their business philosophy. Really take the needs of employees as the starting point and the end result, instead of taking "people-oriented" as an empty talk, we should embody "people-oriented" in various systems and mechanisms. Finally, we must take "honesty" as cohesion. Only by taking "honesty" as the principle of enterprise implementation from beginning to end, can the enterprise be in an invincible position in the competition, and can employees repay the "honesty" of the enterprise with their own "honesty".

(2) Establish a competition mechanism combining individuality and team spirit. Every employee in an enterprise has his own way of thinking and action goal. If it is not integrated, not only can it not form a joint force, but it will also form a blind, disorderly and colliding chaotic situation. In order to give full play to the enthusiasm and initiative of employees, enterprises should establish an open, fair and just competition mechanism, provide them with free space to give full play to their individual requirements, and enable those employees with real talents to stand out.

(3) Establish a scientific and reasonable performance evaluation mechanism and an effective talent incentive mechanism. Fair and effective performance appraisal can not only make an objective and fair evaluation of talents' achievements, but also make outstanding talents get material and spiritual recognition and reflect the realization of value through the fulfillment of performance appraisal results. Therefore, enterprises should establish a scientific and rigorous performance evaluation system that is suitable for their own reality, combine qualitative and quantitative methods, improve the reward and punishment system, and design their occupations and positions according to each employee's own needs, so as to ensure that enterprises and employees are in harmony.

(4) Establish effective communication and create a good organizational atmosphere. Internal communication of enterprises is very important to construct the psychological contract between enterprises and employees. Communication plays an important role in enterprise management. The establishment of smooth communication channels and formal and informal communication within the organization can make the next situation known, the upper situation released quickly and accurately, and the departments can exchange information more quickly and effectively, and employees can speak freely and freely. This good organizational atmosphere is an important factor to attract and retain employees.

(5) Strictly carry out recruitment activities and ensure "recruitment". Enterprise recruiters should truthfully and objectively introduce the development status of the enterprise (including favorable and negative information) and the main contents of the labor contract, so that candidates can form a clear evaluation of the future enterprise and the work to be done; At the same time, in the recruitment stage, enterprises should select job seekers and establish employment relationship with qualified job seekers, but also allow candidates to conduct field visits to enterprises, so as to further understand the situation of enterprises and positions, reduce their unrealistic expectations, and further make the expectations of candidates conform to the actual work, which is more conducive to the formation of appropriate psychological contracts for employees and reduce the turnover rate.

(6) Provide competitive salary and benefits. In modern society, salary and welfare are not the most important for people, but they are the key factors that affect employee loyalty. Paying employees competitive salaries and benefits is an effective measure to stabilize employees. The salary and welfare paid by an enterprise to its employees should proceed from the reality of the enterprise and be improved with the continuous development of the enterprise. Employees who have made different contributions to the enterprise should enjoy different levels and different amounts of salary, and the principle of incentive difference should be fully embodied in the salary system. At the same time, enterprises should take the initiative to shoulder some family and social responsibilities of employees, such as caring for and solving some life difficulties of employees' children and the elderly, properly organizing some "family talks" and carrying out various activities such as "family trips" to ease family conflicts and solve worries, so that employees can truly feel the care and warmth of the enterprise and the care and help of the organization, thus enhancing their sense of belonging and loyalty.

(7) Encourage employees to participate in decision-making and enhance their sense of belonging. Every employee wants to participate in the decision-making of the team at different levels, so that they have a sense of control, not just passive mechanical execution. This sense of control brought by participation can greatly enhance their recognition of the enterprise and regard the enterprise as their place of belonging from the heart. If there is no participation and lack of communication, employees will have different degrees of antagonistic psychology, because they can't understand the work background, master the work ideas and significance, and gradually alienate the management team and enterprise organizations, so it is difficult to establish loyalty.

(8) carry out emotional management. Respecting employees is the essence of emotional management. Respecting employees will bring employees' loyalty and trust to the enterprise, and caring is an indispensable spiritual need. Emotional management is a management method that managers enhance the emotional connection and ideological communication between managers and employees with sincere feelings, meet the psychological needs of employees and form a harmonious working atmosphere. Emotional management organically combines enterprise goals with employees' personal psychological goals. When enterprise goals are realized, employees' personal psychological goals can also be realized. Emotional management can best reflect the affinity of managers, and its core is to stimulate the enthusiasm of employees, eliminate their negative emotions, and achieve effective management through emotional two-way communication.