Work plan of hotel personnel administration department

Work plan of hotel personnel administration department

Time flies, and the blink of an eye passes. What will meet us is a new life and new challenges. It's time to seriously think about how to write the work plan. I believe everyone is worried about writing a work plan again! The following is the work plan of the hotel personnel administration department I compiled, hoping to help you.

Work Plan of Hotel Personnel Administration Department 1 I. Strategic Objectives of the Personnel Department

Combined with the domestic economic development trend and the actual hotel operation situation, the strategic orientation of the personnel department in 20xx is "internal recuperation, management improvement and execution enhancement". Focusing on the strategic positioning of enterprises, the strategic goal of 20xx human resources is to improve the overall quality of enterprise human resources, form an enterprise human resources team with outstanding core values, professional skills, strong management ability and orderly flow, and highlight the core competitiveness of enterprises in terms of "talents".

Second, human resources development planning

(1) Cultivate and form an orderly talent echelon within the enterprise, fully tap the potential of internal employees, and train internal employees in 2-3 years, focusing on training management positions and professional skills positions. The development channel of employees is the dual channel of management positions and skill positions. Technical posts can achieve personal development breakthrough through personal skill level appraisal, and different levels can enjoy the technical post skill allowance specially set by the hotel. Key management positions are mainly supplemented internally, that is, there are job vacancies. Through the selection of internal echelon, the candidates who match the positions can stimulate the enthusiasm of hotel employees and their passion for self-learning and promotion, thus improving the overall quality of the team and creating a learning team atmosphere. Everyone is scrambling to catch up with each other and make positive progress.

(2) Policy, system and project support

1. Establish an internal competitive recruitment system, set up an internal competitive recruitment interview team, and evaluate the comprehensive quality of the competitors to determine whether they meet the employment conditions.

2. Recruitment and training development

(1) Recruitment The main purpose of 20xx recruitment is to supplement the planners of the enterprise. Recruitment methods mainly include internal staff recommendation, campus recruitment, network resources, recruitment publicity and other recruitment channels, mainly with free or low-cost investment;

A. When there is a vacancy, the personnel department will issue a supplementary notice in the hotel, and employees can recommend people who meet the requirements of the position to apply or recommend themselves;

B, the advantages of campus recruitment are concentrated resources, less investment and value-added effect, and 20xx years will be a key point of recruitment;

C. Online recruitment mainly publishes recruitment information through Jiayu hotline, focusing on supplementing grassroots service personnel and professional skilled personnel;

D. Recruitment publicity will be another focus of the recruitment work. Publicity through leaflets, newspapers, advertisements and other forms will not only publicize the recruitment work, but also give the hotel a good publicity.

E. Other recruitment channels: recommendation of laid-off re-employment centers and information release of talent exchange centers.

(2) Training development

① According to the annual departmental training plan of 20xx, complete departmental training on time and in quantity, focusing on: job responsibilities, smiling service, communication, service skills, service awareness and enterprise concept training.

(2) Promote internal skills competition for employees, promote skills competition for employees in technical posts, and organize skills competition for employees in combination with specific work conditions; Carry out post debriefing and organize it once every six months. Generally, after the annual and semi-annual meetings, the job responsibilities and work objectives will be further clarified through debriefing.

(3) Establish training management system, personnel department training management system, strengthen training management, cooperate with various departments to establish departmental training mechanism, and implement the mode of combining departmental training with hotel training, so that employees can enjoy training everywhere and train every day, making training integrated, institutionalized, structured and effective. The personnel department will actively cooperate with and supervise the training work of various departments, so that all hotel employees will have a qualitative improvement in all aspects.

Third, the construction of human resource management system.

(1) Establish a normative system for each module of human resources, formulate and improve various operating procedures, which have certain periodicity, and refine the workflow and standards of each module in a year or so; 20xx annual key systems standardize the recruitment management process and personnel file management process; Improve the rules and regulations of the hotel: employee leave management regulations, employee welfare system, etc.

In the process of recruitment management, the quality model of management positions in various departments is highlighted, and the quality model of management positions focuses on measuring the comprehensive quality of management positions, such as personality characteristics, value orientation and various abilities. When selecting managers through external recruitment or internal promotion in 20xx, the following quality requirements were emphasized:

1, the key requirements for managers are management skills (PDCA), communication and coordination skills and other comprehensive qualities, and it is impossible to be competent for management positions by relying solely on one aspect;

2, management positions focus on execution, in the performance appraisal, the average score of execution items is less than half of the score, and it is not qualified for management positions;

3. If it is verified that there are personal life problems', the one-vote veto system will be implemented, and it is not qualified for management positions; After verification, the post has personal life problems, and the post is adjusted;

4. If the records have integrity problems, the one-vote veto system shall be implemented, and they are not qualified for management positions.

(2) Assist all departments to formulate and improve the work flow and work standard, clarify the operation flow of each work, improve the work efficiency and quality, and make the operation of all departments of the hotel smoother and more efficient through a year of systematic combing.

Fourth, salary work.

1. Improve the salary structure of basic posts in hotels.

2. Improve the positive incentive points of performance appraisal, and highlight the positive incentive function of performance appraisal; Pay attention to the positive motivation in personnel training and workflow optimization; At the same time, strengthen the supervision of departments that pay insufficient attention to the training of talent echelon in their own departments.

Verb (abbreviation of verb) quality check:

In 20xx, the personnel department will establish a perfect quality inspection system, solicit opinions on the detailed rules of rewards and punishments for quality inspection, and make reasonable revisions and improvements. Overcome the difficulties of fewer quality inspectors, focus on the key points, grasp the reality, cultivate the quality inspection backbone of departments, increase the quality inspection quantity, expand the coverage, increase the items and contents, and move towards comprehensive quality inspection management.

Six, logistics management

The personnel department will formulate new management plans and policies for the hotel logistics department in 20xx, especially for the management of hotel staff quarters and staff life. The management of staff dormitories will be improved in the following aspects: ① Regarding the accommodation safety of dormitory staff, the personnel department will conduct a safety inspection on all staff dormitories in the first quarter of 20xx to ensure the personal safety of the accommodation staff. ② The establishment of dormitory hygiene management makes our staff dormitory clean, tidy and sanitary. (3) Establish dormitory management system, so that staff dormitory management has rules to follow. In terms of employees' life, the personnel department will establish employees' amateur life plans, such as outings, birthday parties, sports meetings, skill appraisal, picnics, etc. The personnel department will also establish an employee voice plan to understand the employee voice in a timely and in-depth manner.

20xx We have a long way to go, and the personnel department will continue to adhere to the guiding ideology of General Manager Deng on hotel management, improve all the work of the department, and accomplish all the work in a down-to-earth manner according to the established departmental goals; At the same time, we should constantly improve ourselves, learn and update in time, and make the management methods more scientific and reasonable. Strengthen communication and cooperation with various departments to promote mutual understanding and coordinated development. In short, the personnel department will inherit and carry forward the positive work enthusiasm and team spirit in the past in 20xx. Make the work requirements of our department move towards standardization and standardization. So that personnel work can move forward. In order to achieve our goal, we are ready to meet new challenges.

In order to ensure the sustainable development of the hotel and do a good job in the service and daily management of human resources, on the basis of continuing to improve the existing work, our key work plan for 20xx is as follows:

First, under the premise of ensuring service quality, strictly control personnel costs.

In general, hotel personnel costs account for about 23% of operating income and 50% of total costs. Personnel cost is an important expenditure besides energy cost. Moreover, in recent years, due to the "labor shortage" in the whole industry, the wage cost of personnel has formed an upward trend year by year. Therefore, our department will continue to adhere to the purpose of streamlining and efficient employment, further calculate the number of posts, rationally adjust the number and methods of employees according to the off-peak season, strictly control the recruitment time, overtime and daily attendance, grasp the budget variables of fixed manpower and flexible manpower in time, and adjust the human budget accordingly.

At present, the staffing of 20xx years has been completed, and our department will rationally adjust the staffing according to the actual situation and operating conditions of the hotel to make the labor cost and hotel income more reasonable; Further adjust the existing salary structure to improve the enthusiasm and efficiency of employees.

In addition, in line with national policies, taking into account the wishes of enterprises and employees, timely and appropriately adjust the payment methods of social insurance for employees. Compared with xx years, the number of hotel participants decreased by as many as 100. On the one hand, it saves a lot of money for enterprises, but it also brings some difficulties to departments when doing annual social security review. But we strive to exchange more benefits for the enterprise at the lowest cost.

Second, personnel recruitment.

1. According to the staffing and hotel operation in 20xx years, the number of hotel staff should be maintained reasonably, and strict checks should be made to recruit high-quality and stable employees.

2. While maintaining and consolidating the existing recruitment channels, further explore other recruitment channels to ensure timely recruitment of departments.

3. Actively contact colleges and universities, recruit interns for front-line departments before the arrival of the hotel peak season, ensure sufficient service personnel in the peak season, supplement high-quality employees, and gradually improve the overall quality of hotel employees. At present, we have contacted Xi 'an Foreign Affairs University to establish a "school-enterprise cooperation" employment practice mode.

4. Develop more flexible and efficient forms of employment, and try to employ interns, weekend helpers and temporary helpers in addition to regular workers to ease the pressure on hotel employees and reduce the cost in peak season.

5. Further establish employment information channels with surrounding communities, sub-district offices, employment centers of labor bureaus and other government departments to provide stable human resources for hotels; At the same time, keep information channels open with major talent markets and talent websites, and participate in job fairs to supplement personnel in due course.

6. Pay attention to the internal recruitment methods of the hotel, so that the hotel staff can flow reasonably internally, give employees more opportunities to improve their abilities and promote a virtuous circle of talents.

Third, employee benefits.

While the enterprise is growing, employees should also enjoy the fruits of their labor. In order to further embody "let employees work with dignity", improving various welfare benefits has become the leading direction that employees are most concerned about and enterprises are most concerned about.

1. By adjusting the current salary structure, the hotel ensures the best interests and reasonable income of employees, and enhances the influence of wages and benefits on work enthusiasm and work efficiency.

2. It is planned to increase the salary standard of employees' store age, birthday, labor insurance and other standards in the 20xx annual salary and welfare. In addition, the salary of employees will be adjusted according to the salary survey level of the industry and the employment situation of individual positions in the coming year. So that the salary level of our hotel has the same competitive advantage as that of the same star and surrounding hotels.

3. I hope that through the above enrichment and improvement of employee benefits, we can establish a five-star standard welfare treatment, attract high-quality employees to join, and then enhance the competitiveness and corporate image of our hotel.

Fourth, refined management, quality inspection work is more professional and meticulous.

Inherit the business philosophy of "Quality Improvement Year", carry out the refined management mode in depth, and constantly scrutinize management measures and methods. Starting from the most basic employee gfd, we will manage it in strict accordance with industry norms and establish a five-star professional image of Tianlang people. On the basis of successful experience in the past, we should sort out the existing systems one by one, re-establish and improve various management systems, formulate the assessment system for personnel in various positions, and manage them in strict accordance with the new system, so as to truly achieve refined, strict and professional management. At the same time, strictly control the expenses of our department, focus on the cost of staff canteen, work hard on the variety of colors, and try to control the expenses on the basis of ensuring employees' dining. For example, do a good job in daily cooperation with the purchasing department, and plan to purchase edible oil with high daily cost from Maideyou, so as to achieve good quality and excellent price. For another example, toilet paper, as one of employees' labor insurance, is also ready to switch to high-quality and cheap substitutes.

Five, focus on improving the overall quality of management personnel

At present, hotel staff training mostly focuses on the training of grass-roots staff, but as an important part of management, the training of middle-level managers is rare. Therefore, adhering to the mode of "please come in and go out", it will also be one of the plans for the next three years to arrange internal training for middle-level managers of enterprises from time to time, invite professionals to teach, or arrange key middle-level managers to observe the mode in other senior hotels.

Training of intransitive verbs

1, orientation training for new employees

Training content: hotel product knowledge, hotel gfd regulations, personnel policies and procedures, fire safety knowledge, tourism knowledge and service awareness.

2. Hotel English training

Training time: once a week throughout the year.

Training target: on-the-job employees

Trainer: Human Resources Department

Training Content: Hotel Professional English

Topics of professional English training in various departments:

Front office: hotel courtesy English, vocabulary related to front office service, reception English, reservation English, cashier English, business English, travel English,

Housekeeping Department: Hotel courtesy English, vocabulary related to room service, floor service English, room service center English and travel English.

Chinese food: hotel etiquette English, Chinese food service related vocabulary, Chinese food menu, catering service English, travel English.

Western food: hotel etiquette English, western food service related vocabulary, western food menu, catering service English, travel English.

Sales: Hotel Polite English, Sales English.

Safety: Hotel Courtesy English

3, public * * * course training

1) Staff-level public course:

Training time: conducted in batches every month throughout the year.

Training target: on-the-job employees

Trainer: Human Resources Department, Security Department and foreign inviter (free lecture training)

Training contents: hotel gfd regulations, code of conduct, polite language, service awareness, service details, health knowledge, communication skills, staff quality, staff working attitude, work safety, energy-saving awareness, happy working belief, service value, understanding the types and characteristics of guests, telephone etiquette, expression skills, service attitude and skills, key points and principles for handling guest complaints, hotel quality service, service concept, hotel awareness, and so on. Clerk office automation training and attendance training; Team consciousness development training; Cross-post training; Fire safety knowledge training and fire drills; Makeup artist, health knowledge and first aid knowledge training.

2) Supervise public * * * courses:

Training time: every quarter in batches.

Training target: on-the-job managers

Trainer: Human Resources Department

Training content: supervisor quality training: supervisor training, leadership art, creativity training, incentive training, foreman training, supervisor training, leadership style, leadership function, how to manage employees, time management training, personality and communication, winning in execution, confident speech training, lecturer quality training and lecturer skills training.

Work Plan of Hotel Personnel Administration Department 3 I. Strategic Objectives of Administration and Personnel Department

Combined with the domestic economic development trend and the actual operation of the hotel, the strategic positioning of xx Administration and Personnel Department is "internal recuperation, management improvement and execution enhancement". Focusing on the strategic positioning of enterprises, the strategic goal of xx human resources is to improve the overall quality of enterprise human resources, form an enterprise human resources team with outstanding core values, professional skills, strong management ability and orderly flow, and highlight the core competitiveness of enterprises in terms of "talents".

Second, human resources development planning

(A) to cultivate and form an orderly talent echelon within the enterprise

Fully tap the potential of internal staff, and train internal staff through 2-3 years' efforts, focusing on training management posts and professional skills posts. The development channel of employees is the dual channel of management positions and skill positions. Technical posts achieve personal development breakthrough through the identification of star waiters. Key management positions are mainly supplemented internally, that is, there are job vacancies. Through the selection of internal echelon, the candidates who match the positions can stimulate the enthusiasm of hotel employees and their passion for self-learning and promotion, thus improving the overall quality of the team and creating a learning team atmosphere. Everyone is scrambling to catch up with each other and make positive progress.

(2) Policy, system and project support

1. Formulate and implement the evaluation of star-rated waiters in restaurants and guest rooms.

2. Recruitment and training development

(1) Recruitment

The main purpose of recruitment in xx year is to supplement the planned personnel adjustment of the enterprise. Recruitment methods mainly include internal staff recommendation, campus recruitment, network resources, recruitment publicity and other recruitment channels, mainly with free or low-cost investment;

A. If there is a vacancy, the Administration and Personnel Department will issue a post supplement notice in the hotel, and employees can recommend people who meet the job requirements to apply for or recommend themselves;

B, the advantage of campus recruitment is that resources are concentrated, investment is small, and there is value-added effect, and xx years is regarded as a key point of recruitment;

C. Online recruitment mainly publishes recruitment information through Chaoyang Personnel Network, focusing on supplementing grassroots service personnel and professional skilled personnel;

D. Recruitment publicity will be another focus of recruitment. Publicity in the form of leaflets and advertisements can not only promote recruitment, but also give the hotel a good publicity.

(2) Training development

(1) According to the department training plan for xx years, complete the department training work on time and in quantity, focusing on: employee engagement, execution and team building.

② Establish a training management system.

Establish the training management system of the administrative personnel department, strengthen the training management, establish the training mechanism of each department in cooperation with all departments, and implement the mode of combining the department's own training with hotel training, so that employees can enjoy training everywhere and train every day, making the training integrated, institutionalized, structured and effective. The administration and personnel department will actively cooperate with and supervise the training work of all departments, so that all hotel employees will have a qualitative improvement in all aspects.

Third, the construction of human resource management system.

(1) Establish a normative system for each module of human resources, formulate and improve various operating procedures, which have certain periodicity, and refine the workflow and standards of each module in a year or so; Xx annual key system standardizes the recruitment management process and personnel file management process; Improve the rules and regulations of the hotel: employee leave management regulations, employee welfare system, etc.

(2) Assist all departments to formulate and improve the work flow and work standard, clarify the operation flow of each work, improve the work efficiency and quality, and make the operation of all departments of the hotel smoother and more efficient through a year of systematic combing.

Fourth, performance appraisal work

Improve the positive incentive points of performance appraisal, and highlight the positive incentive role of performance appraisal; Pay attention to the positive motivation in personnel training and workflow optimization; At the same time, strengthen the supervision of departments that pay insufficient attention to the training of talent echelon in their own departments.

Verb (abbreviation of verb) quality check:

In xx, the administrative personnel department will establish a perfect quality inspection system, solicit opinions on the detailed rules of rewards and punishments for quality inspection, and make reasonable revisions and improvements. Overcome the difficulties of fewer quality inspectors, focus on the key points, grasp the reality, cultivate the quality inspection backbone of departments, increase the quality inspection quantity, expand the coverage, increase the items and contents, and move towards comprehensive quality inspection management.

Six, corporate culture construction:

The administration and personnel department will make plans for employees' spare time, such as outings, birthday parties, fun sports meetings, etc. The Administration and Personnel Department will also establish a staff voice plan to understand the voice of employees in a timely and in-depth manner.

Seven, logistics management

The administrative personnel department will formulate new management plans and policies for the hotel logistics department in xx years, especially the management of hotel staff quarters and staff canteens.

Xx, we have a long way to go. The administration and personnel department will continue to adhere to the general manager's guiding ideology for hotel management, improve all the work of the department, and accomplish all the tasks in a down-to-earth manner according to the established departmental goals; At the same time, we should constantly improve ourselves, learn and update in time, and make the management methods more scientific and reasonable. Strengthen communication and cooperation with various departments to promote mutual understanding and coordinated development. In a word, in xx, the administrative personnel department will inherit and carry forward the positive work enthusiasm and team spirit in the past, so as to standardize and standardize the work requirements of the administrative personnel department and carry forward the administrative personnel work into the future. In order to achieve our goal, we are ready to meet new challenges.

;