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A complete set of employee incentive programs

A complete set of employee incentive plans

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A complete set of employee incentive plans 1

Employee incentive plans

In the hotel industry, incentives play a vital role in employee management and preventing employee turnover. role, especially for front-line employees. However, due to the short start-up time and low education level of grassroots employees, there are various problems. There are still many shortcomings in the motivation of grassroots employees in hotels in my country, such as a single incentive method and unreasonable incentive methods. These shortcomings are more or less affecting the development of my country's hotel industry. This article takes Jinshi International Conference Center as the research object. Based on the investigation, it analyzes in detail the current status and problems of the hotel's grassroots employee incentives. It conducts a systematic analysis of the problems and proposes solutions.

1. Basic situation of Jinshi International Conference Center

Jinshi Conference Center is located in Jinshitan Tourist Resort and enjoys a certain degree of popularity as a long-established local hotel brand in Dalian. The center currently has more than 400 employees, a construction area of ??47,000 square meters, various luxury guest rooms and 20 villas, and can provide large-scale conference facilities, sports and entertainment facilities. However, due to its geographical location far away from the urban area and located in a tourist attraction, the hotel has distinct business seasons.

In terms of employee labor security, Jinshi Conference Center has signed labor contracts for all regular employees, and provides employee dormitories, employee canteens and convenience stores for corporate employees. Hotel employees implement an 8-hour work system. Although there is a phenomenon of overtime, employees can basically take days off or take turns according to their personal wishes. At the same time, the center also provides marriage leave, maternity leave and bereavement leave for front-line employees, so employees' rest time can be guaranteed. Since the hotel is closed during the off-season (January to March each year), employees also take holidays during this period. Due to the aging of the equipment in the staff dormitories and canteen, the quality of food provided in the canteen cannot meet the needs of employees.

2. Research Methods, Conclusions and Reasons

(1) Research Methods and Conclusions

This study adopted the interview survey method, directly with Jinshi International Conference Frontline staff of the center conducted interviews to obtain the most direct information. This interview was conducted with ***10 people, covering the three departments of the hotel: Chinese food department, Western food department, and beverage department; the positions involved front-line service personnel, foremen, and department managers. The survey uses dialogue, records, question responses, etc. to quantify the current status and existing problems of employee motivation in Jinshi International Conference Center.

At present, Jinshi International Conference Center can basically meet the basic needs of employees at work, but it cannot effectively ensure that employees fully realize their value in the hotel. The reason why most employees work in the center is because it is easier to work here and the natural environment is better. They use this place as their base to find better opportunities. Most employees lack satisfaction and loyalty to their jobs, let alone the happiness that their jobs can bring them. In other words, the current understanding of work by employees is only work and not career. It can be seen that the satisfaction of employee relationship needs in Jinshi Conference Center is not perfect.

(2) Reasons

First, there are certain barriers to employee communication. Most of the communication among front-line employees is limited to the department, which leads to a narrow scope of communication and the formation of numerous "small groups". The foreman only communicates with the foreman, the waiters only communicate with the waiters, and the chefs only communicate with the chefs. The organization lacks the construction of corporate culture, and employees lack the feeling of being "cared for by the company". Although hotels symbolically distribute in-kind subsidies such as moon cakes or meal subsidies to front-line employees during major festivals such as the Mid-Autumn Festival and National Day, the company is still not as good as similar hotels in this regard.

Second, employees’ social needs cannot be met. Due to the relatively remote location of the Jinshi Conference Center, entry and exit are completely dependent on the company shuttle bus, which results in a narrow social circle for employees. After work, they have nowhere to go except the employee dormitories, which can easily cause social and psychological barriers for employees, which reflects the hotel's Not paying enough attention to employee welfare.

Third, the center pays little attention to corporate employees. The center almost never organizes any spare time activities, which makes it difficult for employees to have a collective sense of honor and belonging. They cannot be proud of being employees of Jinshi Conference Center. The collective sense of belonging needs to be strengthened urgently.

3. Countermeasures to improve the effectiveness of motivation for hotel employees at the grassroots level

Incentive is the most commonly used and most effective method to mobilize the enthusiasm and creativity of employees in modern hotel management. In order to improve the effectiveness of motivating grassroots employees, it is necessary to change many aspects of the enterprise, such as the internal system of the enterprise and the concepts of managers.

(1) Incentives needed for survival

For hotel front-line employees, salary incentives are the most direct and effective means of motivation. Therefore, a scientific salary system can most directly stimulate hotel employees and mobilize their enthusiasm for work. According to Victor Vroom's expectancy theory and Adams' equity theory, a scientific salary system should have three necessary conditions: fairness, attractiveness, and reasonableness. According to the equity theory formula, employees will compare their own input and reward ratios with the input and reward ratios of other employees around them, and then act based on the conclusions they draw. When they think they are in an "unfair" situation, they often choose to change their input to achieve balance (either work harder or leave early). The difference is that if fairness cannot be achieved after such behavior, employees will actively seek fairness from their organizations, such as asking their leaders for a salary increase. When all methods fail to achieve fairness, employees will leave. Therefore, objective and fair factors must be fully taken into consideration when constructing a remuneration system.

(2) Guarantee requires incentives

In terms of the guarantee system, the employer should clarify the work system and responsibilities of front-line employees, ensure the stability of working hours and rest times, and ensure the safety of employees Personality is fully respected. A formal labor contract must be signed with employees to clarify their rights and obligations in terms of medical care, housing, insurance, and pensions. It is necessary to strengthen the sense of collective identity, eliminate the idea of ????"transit station", and encourage employees to serve the hotel for a long time. Hotels should pay attention to the construction of environmental facilities and ensure the health and safety of employees' food and accommodation. The quality of employee working environment directly affects employee mobility and loyalty. At the same time, try to enrich employees' lives as much as possible and build some cultural and sports facilities that employees can come into contact with daily, such as table tennis or billiards rooms, gyms, etc.

(3) Incentives for relationship needs

When employees need to be respected and communicated, corporate culture becomes the fundamental condition for meeting this incentive need. The culture of a company determines the need for employee respect. For example, the famous Foxconn Company failed to properly handle the need for employee relations, which led to a series of tragedies. In a sense, the nature of the work of hotel employees is the same as that of Foxconn employees. The way to improve is to establish a people-oriented corporate culture environment. Corporate culture refers to an organization's unique values, beliefs, and work styles that represent the company. As a management method, corporate culture has been widely used in contemporary hotel management, and it motivates corporate employees to varying degrees and serves as their code of conduct.

(4) Incentives needed for development

Incentives needed for employee development refer to creating more opportunities for employees so that they can become better than their past selves. Applied to the corporate management level, employee development incentives refer to the company providing opportunities, giving employees training, promotions, and salary increases, allowing employees to continuously improve their abilities, so that they can be competent in more meaningful tasks and create more value opportunities. Work. A complete set of employee incentive plan 2

Employee incentive plan

1. Selection method

The restaurant department has set up a "Personalized Service Case Record Book" to record every day Personalized services that occur are recorded. Calculated once a month. The restaurant will evaluate the number of personalized services (more than 10 times) and quality recorded by the restaurant, and the general office and business management will review the "Personalized Service Star" for the month.

2. Reward Methods

The manager will announce the list of employees at the monthly employee meeting, report their achievements, praise them and award them 60 yuan in cash. Also serves as an excellent employee candidate.

Sales No. 1

1. Selection method

The restaurant department will provide monthly statistical information for high-end wine promotions, review it with finance and business management, and approve it with the general manager.

2. Reward Methods

The department will commend and issue a bonus of 60 yuan.

Advanced pacesetter

1. Selection method

No customer complaints in the month, the most praise, no disciplinary violations, the person with the highest score in the democratic evaluation is the restaurant department business model. The materials submitted by the restaurant will be reviewed by the general office and business management, and approved by the general manager.

2. Reward Method

Reward 50 yuan in cash and serve as an outstanding employee candidate.

Daily incentives

1. Guests praise the service

Each case will be rewarded with 5-10 yuan and recorded in the "Restaurant Department Case Record". Bonuses will be issued after the case is reported to the enterprise management for review.

2. Guests complain about service

A fine of 5-20 yuan per case will be imposed and recorded in the "Restaurant Department Case Record". In serious cases, penalties will be increased based on the hotel's losses. Cash penalties will be imposed after the case is reported to corporate management for review.

3. Friendly (personalized) service

Cases are reported by the restaurant department and submitted to the enterprise management department for review. Each case will be rewarded 5-10 yuan.

Lost money

Each incident of picking up money will be reported by the restaurant department. After being submitted to the enterprise management for review, a reward of 5-30 yuan will be given according to the situation.

Employee Motivational Words

1. Stocks may rise and fall, but stocks marked with confidence will keep you up and down forever.

2. Obstacles and failures are the most reliable stepping stones to success. If you are willing to study and utilize them, you can cultivate success from failure.

3. Action is the ladder of success. The more actions you take, the higher you climb.

4. If people will laugh whether we do it or not, and if people will laugh whether we do it poorly or well, then we should simply do better and make people laugh!

5. Don’t wait for opportunities, but create them.

6. Those who lose money lose little, those who lose health lose much, and those who lose courage lose everything.

7. Great achievements are not accomplished by strength, speed and physical agility, but by the power of character, will and knowledge.

8. If you want to dig a well, you must dig it until the water comes out.

9. If you want to succeed, use perseverance as your good friend, experience as your counselor, caution as your brother, and hope as your sentinel.

10. Positive people believe that only by pushing themselves can they push the world, and by pushing themselves can they push the world.

11. The environment will never be perfect. Negative people are controlled by the environment, but positive people control the environment.

12. Money can be recovered once lost, but it is difficult to recover once credibility is lost.

13. Endure the pain that others cannot bear, and endure the hardships that others cannot endure, in order to gain what others cannot.

14. Poverty does not require planning, but getting rich requires a careful plan - and practicing it.

15. Having dreams is just a kind of intelligence, and realizing dreams is a kind of ability.

16. No one is so rich that he does not need help from others, and no one is so poor that he cannot help others in some way.

17. The lamp of life is lit by passion, and the boat of life moves forward by hard work.

18. Belief is power, doubt will only inhibit ability, and faith is power.

19. The world is not in the hands of those who ridicule, but in the hands of those who can withstand ridicule and criticism and still keep moving forward.

20. The rule of success is extremely simple, but simple does not mean easy.

21. People who are afraid of suffering are already suffering because of their fear.

22. When a person starts fighting from his own heart, he is a valuable person.

23. A wise man seeks everything from himself, while a fool seeks everything from others.

24. When promoting products, you should target the customers’ hearts, not their heads.

25. Every day the price you pay is higher than the previous day, because your life is shortened by another day, so you must be more active every day. Today is too precious to be consumed by bitter worries and bitter regrets. Lift your chin and seize today. It will never come back.

26. The most important thing is not to look at the fuzzy things in the distance, but to do the things that are clear at hand.