How to employ people in private hotels —— Eight countermeasures for private hotels to employ people correctly

How to employ people in private hotels —— Eight countermeasures for private hotels to employ people correctly

How to understand the role of employees, how to care about the warmth and coldness of employees, how to closely unite employees (especially talents) around themselves, and how to be willing to live and die with the enterprise, the fate of * * * is a threat that any entrepreneur at home and abroad must seriously solve. Below, I will share with you eight countermeasures for the correct employment of private hotels, hoping to help you!

Through a good interview and trial, further examine whether you have real talent and practical learning.

Interviews vary from person to person and from post to post. For example, chefs can try dishes (including their own special dishes and special craft dishes that must be cooked); The service teacher can set the stage of operation or knowledge question and answer; Others can design a marketing plan or draft an activity plan.

From these, we can see that the actual level of the applicant has six or seven points. After passing the interview, you can try your job, usually for 1-3 months, so you can easily observe the candidates in depth.

It is a good practice for some enterprises to let trainees take turns to exercise in branch offices. On the one hand, they are required to write inspection reports to branches and put forward suggestions for improvement. On the other hand, they were asked to write a comprehensive evaluation of the performance of the probationer.

The combination of several reports and comments can comprehensively reflect the talents of candidates.

? Mixed with sand 、? And mud? What does the hotel want to do? All corners of the country have gathered elites from all walks of life.

In terms of proportion, the proportion of ordinary employees, intermediate employees (above the team leader) and senior employees (such as general manager, executive chef and chief accountant) should generally be 70%: 25%: 5%.

Among them, young, hard-working wage earners and working girls should be trained before taking up their posts; State-owned hotels and related enterprises divert personnel and make the best use of them.

There should also be three types of special personnel;

First, we should hire old teachers with high moral character, valued by people and fragrant peaches and plums as technical directors, rely on their authority to ensure product quality, form hot selling points, gather popularity and expand popularity;

Second, each store should have several cooking teachers who specialize in cooking, as trainers, and start classes in the west to improve the physical quality of employees;

The third is to hire experts and professors with profound insights to form a think tank and hold regular meetings to make suggestions for the major policies of enterprises.

Take advantage of various opportunities to train and improve employees.

This mainly includes: encouraging employees to use their spare time to learn cultural and technical knowledge by themselves and apply for adult secondary schools or adult junior colleges; Hold short-term special training courses in a win-win situation, focusing on breaking through weak business links; Weaving staff investigate the market and visit and study in brother stores;

Organize groups to participate in industry technical exchanges and commend winners of various competitions; Invite relevant experts to the store to make academic reports to understand the development of the catering industry; Internal job training and regular competitions;

Set up a scientific research team to reward those who create new working methods and introduce new dishes. Through these activities, we can find good seedlings, cultivate them in a directional way, and boldly promote and appoint them.

Attach importance to scientific management, formulate a comprehensive talent plan according to the hotel characteristics and development prospects, and implement it in stages.

Mainly includes:

1) What kind of talents do hotels need, and what proportion do they have?

2) What qualities these talents should have, when and from what channels;

3) How to locate, use, train, evaluate and update the knowledge of talents after taking up their posts;

4) Adhere to the principle of more pay for more work and distribution according to performance, and scientifically formulate labor remuneration standards and talent reward and punishment management methods;

5) Establish a talent reserve echelon, adjust the internal structure of employees in time, generously allow normal flow and make necessary supplements;

6) Set up a full-time labor and personnel department, establish and improve various file systems, have special reports regularly, and keep abreast of employee dynamics, and so on.

Broaden the channels for personnel to enter, and there should be necessary credit review when recruiting.

The more access channels for private hotels, the better, the wider the better. You can choose from the labor market, graduates from related colleges, acquaintances, volunteers, full-time, part-time catering professionals and generalists in related industries.

For candidates, we should not only rely on the form filled out by individuals, the praise of referees or the first impression during the interview, but also carry out the necessary credit review. For example, carefully check the certificates and certificates, carefully read the materials of self-recommendation, visit and investigate the applicant's original work unit, listen to the evaluation in the society or industry, understand and implement some unclear doubts through conversation, and then make inductive analysis to determine whether to interview. This is especially true when recruiting senior staff.

Strict management, clear rewards and punishments

It is necessary to straighten out the internal and external relations of enterprises, improve various rules and regulations, strengthen attendance and performance appraisal, and clarify the post responsibilities to people. Give spiritual or material rewards to all employees who contribute to the enterprise, so that everyone is willing to strive for the first place, love the store and be dedicated;

For those black sheep (such as those who steal property, indulge kickbacks, gamble and fight, neglect their duties, cause serious accidents and live alone), we must never tolerate and foster traitors and resolutely remove them from the list. Without rules, there would be no Fiona Fang. Now some bosses are interested in ordinary employees. Tough? For middle and senior employees who are regarded as confidants? Soft? After discovering the problem, I was delayed by various feelings. What was the result? A mouse shit ruined a pot of soup? .

Carry forward corporate culture, care for employees from all aspects, treat people with integrity and get along with each other on an equal footing.

At this point, many private hotels have done a good job. For example, some organize employees to travel, some hold Mid-Autumn Festival parties and have a family reunion dinner; Some care about the marriage of employees, and the boss comes forward to hold a banquet;

Some houses and mopeds were demolished and distributed to good performers free of charge; Some give old workers birthdays, some arrange for their children to go to school, and some give women workers health care fees and makeup fees;

Visit the injured in person and express condolences to the victims in their hometown; There are also some stores that run their own magazines, publicize food culture and team spirit, establish a public image, insist on the seniority salary of enterprises, and encourage those who have taken root in hotels for a long time.

What are these called? Emotional investment? . It has an immediate effect on improving labor relations, mobilizing employees' enthusiasm and enhancing enterprise cohesion.

Establish trade unions as soon as possible, strengthen ideological and political work, unite employees and bosses, and strive for the prosperity of the hotel.

At present, bosses have different opinions on how to establish trade unions in private hotels. However, from the results of practice, all private hotels that have done this can generally operate according to law, accept government leadership and social supervision, have a healthy atmosphere, harmonious labor relations, active democratic atmosphere within enterprises, and enhance employees' sense of responsibility and employment security;

Bosses have also expressed a lot of voices, so they can concentrate on operation, management and efficiency. So don't hesitate on this issue.

In short, the competition of enterprises is ultimately the competition of talents. How to exert the talent effect depends on selection, use and retention. In the final analysis, the way of employing people in private hotels is to recruit talents, cherish talents, treat talents with courtesy and give them a broad place to use.

All this depends on the qualities of bosses in four aspects: morality (character and moral cultivation), intelligence (flexible and circuitous, rational and enterprising decision-making behavior), beauty (appearance and demeanor, mind and sentiment) (harmonious and friendly interpersonal relationship).

Therefore, we sincerely hope that all private hotel managers should be strict with themselves, practice hard and constantly improve themselves. Only when you are rich and think hard, can the boss become a charming magnet, condense talents from all directions and achieve great things.

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