How to do a good job in hotel labor management?

First, the general principles of the wage system

1. In order to embody the principle of fairness, efficiency and distribution according to work, this method is formulated in accordance with the labor law and relevant national policies and regulations, combined with the actual situation of the hotel and approved by the general manager's office meeting.

2. The establishment of hotel salary standard is mainly based on external equilibrium survey.

A) The Human Resources Department regularly knows the salary level of the same industry and position through various channels, and forms a hotel salary questionnaire as the main basis for the hotel to formulate salary standards;

B) The external salary balance survey shall be conducted once a year. According to the external equilibrium survey results, combined with the hotel operating conditions and employee performance evaluation, the hotel salary is dynamically managed.

3. These Measures are applicable to all employees of the hotel;

Second, the wage structure.

The hotel adopts a structural salary system based on post grade salary, and the system is as follows:

1) post salary;

2) Performance bonus;

3) allowance;

4) year-end award.

Third, the post salary

1. According to the different requirements of the hotel for each post in terms of working ability, skills, responsibilities, intensity and contribution to the hotel, the salary standards of different levels of posts are determined.

2. The total salary is mainly based on post salary and performance salary, of which post salary is a fixed part, accounting for 60% of the main salary, which is not directly linked to the performance appraisal results; Performance pay is a relatively flexible part, accounting for 40%, which is directly linked to the performance appraisal results.

grade

official rank

Corresponding posts and types of work

Post salary

performance pay

total

1

general manager

general manager

2

Vice president level

Deputy general manager

three

Director level

Assistant general manager and director

1800 yuan

1200 yuan

Three thousand yuan.

four

Department manager level

Comprehensive office, human resources, finance, marketing, catering, engineering (housekeeping), (entertainment)

1680 yuan

1 120 yuan

2800 yuan

five

Front office manager, room manager, ktv manager, sauna manager and security manager.

1500 yuan

1000 yuan

2500 yuan

seven

Department deputy manager level

Department Deputy Manager

1380 yuan

920 yuan

2300 yuan

eight

Assistant to department manager

1200 yuan

Eight hundred yuan

2000 yuan

10

Supervisor level

Administrative supervisor, department supervisor, administrative secretary, assistant manager of lobby, financial supervisor, chief accountant, purchasing supervisor and computer supervisor.

1080 yuan

720 yuan

1800 yuan

1 1

1020 yuan

680 yuan

1700 yuan

12

960 yuan

640 yuan

1600 yuan

13

Lead the class

Personnel clerk, sales representative, department foreman, accountant, purchasing, canteen manager, driver, cashier.

840 yuan

560 yuan

1400 yuan

14

780 yuan

520 yuan

1300 yuan

15

720 yuan

480 yuan

1200 yuan

16

Employee level

Receptionist, bellboy, engineering technician, front desk (reception, cashier), catering reservation, warehouse management, receiving goods, bartender, business center, operator, cashier, ordering food, and art designer.

600 yuan

400 yuan

1000 yuan

570 yuan

380 yuan

950 yuan

17

Staff canteen chef, bartender, housekeeping center, linen clerk, catering waiter, security guard, seafood waiter, sauna waiter, KTV waiter,

540 yuan

360 yuan

900 yuan

5 10 yuan

340 yuan

850 yuan

480 yuan

320 yuan

Eight hundred yuan

18

Pa staff canteen handyman dishwasher

600 yuan

19

youngest son

Interns and interns

300 yuan

3. The hotel implements the employment system, and the employment period is one year. According to the assessment results, each post can be promoted or lowered. Therefore, the determination of the salary level of specific posts of various personnel is also based on the principle of being able to go up and down, mainly based on my performance, work ability, work attitude and other factors.

4. The specific salary of personnel is determined according to the starting salary standard, which is proposed by the Human Resources Department and finally signed by the general manager. The salary of senior managers is directly decided by the general manager; The salary standard for special talents is proposed by the general manager and reported to the board of directors for special approval.

5. The salary of new employees during probation period is mainly determined according to the job evaluation they are engaged in. In principle, the employee level is paid in 600 yuan every month, and the managers above the foreman enjoy the post salary (employees do not enjoy the performance salary during the probation period). Special talents are specially approved by the hotel general manager.

6. The manager has two jobs and is paid according to a higher standard.

Fourth, performance pay.

1. Performance pay is based on individual post pay, accounting for 40% of the sum of post pay and performance pay. It is a relatively flexible part of the salary structure, which is linked to the performance appraisal results.

2. The specific calculation formula of individual performance pay is as follows:

Actual performance pay = accrued performance pay × calculation coefficient (performance appraisal score)

Among them: Accrued performance pay accounts for 40% of the sum of post pay and performance pay;

The calculation coefficient of performance pay is determined according to the assessment score.

3. The performance appraisal conforms to the relevant regulations of the hotel.

4. During the probation period, employees do not enjoy performance pay.

5. Performance pay is based on the principle of "no cap on the top and no guarantee on the bottom".

Verb (short for verb) allowance

1, according to the different workload of specific jobs, employees are compensated in different degrees, which embodies the principle of more work and more pay, takes into account the steady growth of employees' income, and specially sets allowances in the salary structure.

A) Special post allowance: This allowance is not universally enjoyed, and is only for talents with excellent work performance. Specific standards mainly depend on personal ability and contribution to the hotel, work responsibility, hardship and extra workload.

B) Other subsidies:

1). Age allowance: employees who have worked in the hotel for one year can enjoy 50 yuan/month age allowance for up to four years. (Employees who have been absent from work for more than one month or one year 1 time will be disqualified from increasing their capital year by year. )

2). Housing subsidy: Non-Wenzhou employees can enjoy the housing subsidy of 50 yuan/person (if the hotel arranges accommodation, the housing subsidy will be cancelled automatically).

Sixth, the year-end award

1. The hotel implements the year-end reward system of double salary at the end of the year, that is,1February pays two months' salary as an encouragement. The specific payment amount is determined according to the individual's working time in the hotel. Less than one year, according to the actual number of working months.

Calculated according to the following formula: monthly year-end bonus = monthly salary/12.

2. According to the hotel incentive mechanism, in addition to the above-mentioned year-end bonus, you can also extract a certain proportion of the general manager fund as a special reward for those who have made outstanding contributions to the hotel at ordinary times.

Seven. Salary adjustment

Salary adjustment is divided into regular salary adjustment, promotion and salary increase and reward salary increase.

1, regular salary increase:

A) At the beginning of each year, according to the business situation of the previous year (including annual turnover, operating profit and per capita turnover, operating profit growth, etc.). ) and other hotels in the same industry, combined with the needs of hotel development, the hotel determines whether it is necessary to adjust the salary standard and the fluctuation range;

If it is agreed to adjust the wage standard through research, the wage adjustment date is generally set as March1every year;

The approval period for salary adjustment is one year, that is, from March of last year 1 to February 28th of that year;

Those who meet the salary adjustment conditions are the registered employees of the hotel on the day of salary adjustment, except those who meet one of the following conditions:

Employment dissatisfaction 1 year;

Absence in that year exceeds 15 days;

Having been punished during the examination and approval period;

Other personnel who are not suitable for salary adjustment.

2. Promotion and salary increase:

When an employee is promoted to a post, his post salary will be raised to the corresponding salary level of the new post from the next month of promotion. If special circumstances require a high salary, it needs to be studied and decided by the general manager's office.

3. Reward salary increase:

Employees who have made outstanding contributions can be given a certain degree of reward and salary increase at any time after discussion and approval by the general manager's office.

VIII. Calculation and Payment of Wages

1. The calculation period of salary is monthly. The average working day per month is 25 days. If you need to calculate the daily wage, you can calculate it according to the following formula:

Daily wage = current month's wage /25

2. The salary of new employees in the hotel is calculated from the date of reporting for work.

3. The salary of the employee after the probation period is calculated from the date of formal confirmation.

4. The salaries and subsidies of hotel employees are uniformly distributed by the hotel finance department. Personal income tax of employees is withheld and remitted by the hotel.

5. The hotel adopts the form of next salary payment, that is, monthly 12 salary of last month.

6. Resignation (dismissal, suspension and dismissal) personnel will be paid twice a month, that is, 12, 25 days a month.

7. Wages and benefits during employees' leave (personal leave, sick leave, work injury, wedding and funeral, maternity leave, vacation) shall be handled in accordance with relevant state regulations and hotel attendance system.

Nine, temporary wages

Temporary workers only enjoy the hotel fixed salary, and do not enjoy other related benefits and performance pay.

In which: 600 yuan, pushers, porters, garbage workers, employees, restaurant handyman/month killed 650 yuan/month seafood workers 65,438+0,000 yuan/month, and the hotel hired employees on payday.

X. Salary payment of trainees

Intern's starting salary is 300 yuan, three months later 150 yuan. If the employee continues to be employed after the end of the six-month training period, it shall be implemented in accordance with the salary and welfare management measures for employees employed by the hotel. Hire hotel staff on payday.

XI。 supplementary terms

The Human Resources Department shall be responsible for the interpretation of these Measures.

Attached:

1- 19 in the above content is a form with the theme of performance pay. This can be set according to your own situation.

Order specifying the duties of labor supervisors:

1, responsible for monitoring and managing the salaries and benefits of hotel employees, and external liaison with relevant personnel and labor agencies;

2. Under the leadership of the department manager, formulate the labor plan, put forward the scheduled plan for the annual total wage increase, formulate and improve the payment form and calculation method of wages, organize the implementation, and supervise the implementation;

3. To study and analyze the changes in the labor market and personnel wages in the same industry, and put forward specific amendments to hotel wages, bonuses, welfare and labor employment;

4. Responsible for the transfer of salary supply relationship when employees are hired and transferred, and the review of employee job transfer and salary changes;

5. Understand the changes of employees and prepare monthly and quarterly reports on the number and salary of all kinds of employees on time;

6, responsible for employee attendance, rewards and punishments, overtime, holiday overtime and salary review and approval, and supervise their distribution;

7. Review the transfer procedures of employees' resignation, retirement and resignation benefits, supervise the declaration and management of employees' "four funds" appreciation and other benefits, and coordinate the withholding and payment of personal income tax of employees in the finance department;

8. Be responsible for statistics of labor insurance supplies, employee birthday gifts, tooling, work number plates, etc.

9, responsible for the guest house related personnel and salary payment;

10, do a good job in personnel and salary files of guest houses and hotels.

1 1, and complete the tasks temporarily assigned by the department.