Hotel personnel work summary 202 1

202 1 summary of hotel personnel work

Over the past X years, under the correct leadership of hotel leaders, the personnel department of our store has adh

202 1 summary of hotel personnel work

Over the past X years, under the correct leadership of hotel leaders, the personnel department of our store has adhered to the important idea of "respecting and understanding difficulties, forging ahead and creating brilliance together" and thoroughly implemented the guiding spirit of General Manager X on hotel work over the past X years. Under the new situation of increasingly heavy personnel work and greatly improved hotel management level, through the joint efforts of departments and hotel staff, the expected work objectives have been basically achieved and certain achievements have been made.

First, attendance management

In X years, according to the instructions of General X, the personnel department carried out attendance management by combining fingerprint attendance with paper attendance, carefully tracked and checked the attendance cards of personnel in various departments every day, promptly fed back the abnormal phenomena found in the inspection to all departments, and actively communicated with all departments in time, which greatly improved attendance management and achieved very good results. However, while some achievements have been made in attendance management, there are also some problems. Department attendance management is chaotic, managers are not strict with the attendance management of department employees, and employees who violate the attendance system are not handled promptly and strictly. These problems will be regarded as a key work for the personnel department to improve attendance management in X year. The personnel department will strengthen the supervision of attendance of all departments in X year, strictly implement the hotel attendance system, and will never tolerate violations of the attendance system.

Second, the file management

The management of all kinds of hotel files is an important, complicated and meticulous work of the personnel department. On the original basis, the personnel department has made a detailed classification of all kinds of files. From the entry of employees to each link, the information is sorted, numbered and filed in detail in strict accordance with the positions of departments. In the custody and management of all kinds of files, scientific subdivision and warehousing make the management of all kinds of files easy to find and clear at a glance, improve the efficiency and quality of file management, avoid missing items, solve the phenomenon of littering, and make the management of all kinds of files more standardized and systematic.

Third, establish hotel rules and regulations.

In X years, the personnel department formulated a series of rules and regulations according to the actual situation of the hotel, gradually standardized the hotel management, so that all the work of hotel human resources had rules to follow, and formed a good mechanism of "relying on system management and doing things according to system". In X years, the personnel department will strengthen the study and implementation of various systems by various departments, and integrate systems and management with employees as soon as possible.

Fourth, establish the corporate culture of the personnel department.

In X years, the personnel department completed the initial establishment of hotel corporate culture according to the relevant instructions of General X, which made the guiding ideology of "respect, understand, overcome difficulties and forge ahead" deeply rooted in people's hearts and greatly improved the quality and cultivation of hotel employees.

Analysis of the present situation of human resources in five or x years

Job distribution: As of X, X, X, there are X employees in the hotel, and the proportion of functional department personnel, business personnel and front-line service posts is X.

List of recruitment and training of intransitive verbs

(1) recruitment channels and expenses.

1, on-site recruitment.

This year's recruitment effect is not obvious. In the later period, we mainly used online recruitment and distributed leaflets for recruitment. Recruitment will be strengthened in the form of leaflets, on-site job fairs, job advertisements and employee recommendations within X years.

2. Newspaper recruitment.

* * * conducted X newspaper recruitment this year, mainly aimed at the shortage of management talents and service personnel in hotels. In addition, through newspapers, the hotel has also done corresponding publicity work.

3. Online recruitment.

I have used X-net for several months this year, and found that it is more suitable and stable to recruit people for grass-roots posts.

4. Introduction of internal personnel.

In X years, employees came to work in our hotel through the introduction of internal staff. In X years, we will increase the introduction of internal staff and do a good job in publicity.

(2) Training.

In the second half of X year, the hotel mainly carried out the following training work:

Ten, senior management personnel; X people in functional departments; X people in the sales department; X people are in front-line positions.

1, fire knowledge training and drills.

In X years, the hotel was organized by the personnel department and led by the security department, and held a large-scale fire training and fire drill for most employees of the hotel's catering department and housekeeping department. Through organizing training and learning, employees' awareness of fire safety has been improved, some self-help knowledge has been mastered, and their awareness of introspection at work has also been improved to a certain extent.

2. Service skills and etiquette training.

In X months, the personnel department organized many trainings on the service etiquette, gfd and service skills of the housekeeping department and the catering department, which improved the service quality of the housekeeping department and the catering department.

Seven, salary inventory

1, salary structure adjustment. In X years, the overall salary level of the hotel industry rose. For x months, the hotel adjusted the salary of each position of the hotel according to the actual social wage changes, with an increase of x.

2. Conduct internal and external salary surveys, adjust the salary system and improve the salary competitiveness. In order to improve the competitive advantage of hotel salary and balance the professional satisfaction of employees in the process of enterprise development, the personnel department will begin to investigate and analyze the salary data of X months at the end of X year.

Chapter II Summary of Hotel Personnel Work 202 1

Over the past X years, under the correct leadership of hotel leaders, the personnel department of our hotel has adhered to the important idea of "people-oriented" as a guide, thoroughly implemented the guiding spirit of the hotel work report of General Manager X in the past X years, and achieved certain results through the joint efforts of all the staff in this department under the new situation of increasingly heavy personnel work and greatly improved hotel management level.

First, in-depth study, and constantly enhance the consciousness and initiative of implementation.

This paper comprehensively analyzes the internal and external situation of hotels in X area and even the whole province, scientifically summarizes the basic experience of hotels in X years, further expounds the fundamental requirements of "people-oriented" in personnel management, resource development and survival competition, puts forward the goal of "managing hotels with talents and striving for survival with talents", and makes arrangements for hotel personnel work, which is the action program of hotel personnel work in China in the new century and new stage.

After General X's report, our department cooperated with the General Office to seriously organize various departments to study and help them formulate their learning opinions in time. This department, in particular, has adopted the methods of centralized study and individual self-study. On the basis of the original study and preliminary understanding, our department organized a small exchange meeting on learning experience, and looked forward to the bright future of personnel work described by General Manager Kang in his report. All the colleagues in the Human Resources Department have further stimulated their work enthusiasm and enterprising spirit, provided strong spiritual motivation for the comprehensive completion of tasks, and promoted the comprehensive, healthy and balanced development of all the work of the Human Resources Department.

Two, strengthen personnel policy propaganda, so that "customers, employees" to achieve qualitative unity.

Propaganda work is an important part of the construction of social spiritual civilization. Strengthening the propaganda of hotel staff personnel policy is to improve the competitive consciousness of managers and ordinary employees, which is of great practical significance for the smooth and healthy development of the hotel's "flat-handed, capable and mediocre" employment mechanism. The hotel takes employee satisfaction, guest satisfaction and owner satisfaction as the criteria, and seeks the rate of return through the combination of asset management and capital management, which makes the hotel have a broader development prospect, all of which are closely related to the employment policy. Years ago, the hotel first put forward the slogan of "customers, employees".

Some people point out its contradiction logically, thinking that there is only one, not two. Perhaps in formal logic, it violates the laws of logic. The juxtaposition of the two shows that our hotel has different perspectives on management. As far as the service object of the hotel is concerned, of course, it is based on the needs of customers. As far as management is concerned, employees are the first. Employees are a valuable asset of the hotel from the bottom up. Only employees can create "customers". Employees are the foundation, and customers are the display and achievements of employees.

In this year, we carried out extensive publicity, advocated the coexistence of "customers and employees", and adopted the principle of "giving full play to the talents" to fully mobilize the enthusiasm of employees and stimulate their potential to the maximum extent. We never let two people do what they can, and make full use of the principle of "rather short than excessive", which makes the hotel staff more and more neat and the quality of employees greatly improved. In terms of employing people, our department is open to ideas and talents. We used to only use people shorter than ourselves. This year, this employment model was completely eliminated. In interpersonal work, a good interpersonal work atmosphere has been established, the channels for employees to provide information to management have been unblocked, the pressure and unhappiness of employees have been reduced, and the sense of participation of employees has been increased.

This year, we made rational use of the relationship among "logistics, front desk and customers", advocating "logistics serves the front desk, ladies serve her husband, and gentlemen serve her husband", improving the status of employees, establishing their self-confidence in the service process, and advocating "guests are always right, guests are friends, not gods, and giving vanity to guests". We have done the following things to our employees.

Third, new achievements have been made in key service links and service quality improvement projects.

In order to ensure that the service quality of key service links meets the hotel standards, the human resources department has comprehensively implemented the service quality promotion work in the hotel. At the beginning of this year, especially at the end of the quarter, the human resources department visited several large hotels around the hotel in view of the reality of the service quality of hotel employees, thus determining the "etiquette re-improvement project", "food hygiene re-improvement project" and "work efficiency re-improvement project". These three projects have achieved good results with the attention of hotel leaders and the active participation of all staff.

Politeness and etiquette are the core of hotel service quality. A hotel lacks advanced and perfect equipment and cannot be a first-class hotel. However, if it has modern equipment, but it can't provide high-quality services, then no matter how magnificent and complete the facilities are, they can only be in name only. Under the same equipment conditions, service becomes the decisive factor for hotels to win the competition. If the hotel wants to improve the service quality, it must pay attention to politeness and etiquette.

Chapter III Summary of Hotel Personnel Work 202 1

In 20XX, it was officially transferred from the hotel sales department to the administrative personnel department. Although the time is not long, after taking over the work, with the correct guidance and careful help of the general manager, my work is gradually on the right track. From unfamiliarity with hotel administration to familiarity and clarity, I not only learned a lot, but also realized a lot. Now I will make a self-summary of my work in recent months:

I. Personnel aspects

As of X, X, X quarter, the hotel * * * added X employees and left X employees. At present, * * * has X staff members and X vacancies, namely, food and beverage minister, waiter, usher, receptionist and assistant manager in the lobby. Hotel staff recruitment adopts a combination of internal recruitment and external recruitment. Among them, external recruitment is carried out through four channels, one is to broadcast recruitment information on the electronic screen of the hotel all day, the other is to use inkjet advertisements outside the hotel to recruit all year round, the third is to use the network platform to publish recruitment information on the X portal, and the fourth is to use the existing network resources of hotel employees to publicize and recruit, and reserve manpower for the hotel through multiple channels and in all directions.

Second, corporate culture construction

In order to better publicize the hotel and enhance its popularity and reputation, after the Spring Festival, the preparations for the hotel website have been carried out in a planned way, from the rational design and content planning of the whole page to the collection and arrangement of all hotel materials, and the work has been completed and implemented step by step. Finally, the content of the website and the content of the staff world column are updated synchronously, which not only shows the cultural construction of the hotel to all employees, but also provides a publishing platform for employees to praise good deeds, which really makes employees accept the same values in a subtle way.

Third, training.

Training is a far-sighted investment. It will not produce immediate benefits like a chef's cooking. This requires continuous efforts. After the Spring Festival, the administrative department began to strengthen the training of hotel staff. The training organized by the administration department is combined with the internal training of various departments. New employees break the traditional training method and adopt the teaching method of slide show+explanation. The classroom atmosphere is active, the effect is obvious, and the employees respond well. In view of the management problems existing in hotels, the Administration Department collects training materials in a targeted manner, and regularly organizes hotel managers to participate in the training course of "Professional Manager Management Practice" every Friday. Through training, it aims to comprehensively improve the service awareness, service skills and management level of all employees.

Four. archives administration

All kinds of archives of the hotel are valuable resources and wealth of the hotel. With the development of hotel management, the number and types of files are increasing. The administrative department will classify all materials in a unified way, and then subdivide them. Sound paper files will be classified into categories, departments, on-the-job personnel and off-the-job personnel, so that one person can have one bag for easy record search. At the same time, the training materials of various rules and regulations and departments should be synchronized with electronic files, so that the materials will never be lost and permanently archived. In addition, combined with the actual work, some rules and regulations closely related to the work have been established and improved, such as the management system of energy saving and consumption reduction in various departments, the management system of regular hotel meetings, and the emergency plan for hotel emergencies. Effectively serve the working system.

Verb (abbreviation of verb) attendance management

As the saying goes, there is no Fiona Fang without rules. Since the implementation of fingerprint punching in the hotel, all departments, from the general manager to the grass-roots waiters, have conscientiously implemented and abided by the attendance rules and regulations, truly linking the attendance system issued by the group company with employees' salaries. So that the staff attendance management is more standardized and institutionalized. In view of the special abnormal situation of attendance, such as the failure of fingerprint punching machine, the administrative department is responsible for supervising and checking the attendance of this department, so as to really ensure that everyone consciously abides by the discipline of commuting.