理念的意思外⽂翻译01中国酒店⼈⼒资源管理
China Hotel Industry Human Resource Management One of China's hotel industry, human resources management, the status quo as the market economy matures and the knowledge economy getting better, knowledge on economic growth and economic development will contribute more than capital, land and other traditional elements of human capital as deciding the survival and development of The most important capital. However, from the current situation of China's current restaurant business, most of the existence of talent shortages, or I can not find suitable talent, or unable to retain good talent, lack of human resources has become a bottleneck for sustainable development of enterpris. So, how to strengthen the human resource management, to create adequate and talented team, will be our hotel of human resources management an important issue.
To attract and retain talent, the key is to create a favorable environment for the growth of talent, people only uless, and can be rewarded. To achieve this goal, we must first establish a correct concept of human resource management. Becau the concept of decision behavior, ideas, decided way.gff
The main problems existing in the loss of a number of national hotel staff are usually very small and staff entered into a formal employment contract, most employees are temporary, which led directly to th
e high rate of staff turnover in hotels. A higher rate of staff turnover has been a problem in China's hotel industry headache. Hotel operations and management staff turnover will bring a range of negative effects of staff turnover to the hotel is a great loss, but some loss are often neglected.
(1) Recruitment advertising - newspapers and other advertising costs.
a whole new world(2) recruiting costs - staff and office expens, departmental managers and the recruitment of the time spent arching for information and medical costs.
(3) Training costs - training materials, fees, management costs.
(4) Production of loss - a result of new expatriates learn business due to loss; that of other employees to lead or guide new employees due to the loss; As the new employee's rvice level is not high and the loss of the loss of customers; from the decision to dismiss to the last dismissal brought about between the loss of productive.turkiye
(5) vesl damage loss - due to a lack of technology, new employees, caud by loss of utensils and equipment damage.
(6) Accident damage - technical employees of customs posts, but the accident rate, thus directly or i
ndirectly, to increa worker insurance costs.
(7) of the overall loss - due to the overall positive nature of the staff to weaken and reduce the efficiency of the enterpri caud the decline.
(8) guests have to accept poor rvice is not ready, leading to customer dissatisfaction. It is difficult to calculate loss.
(9) during the training new staff, low labor productivity and higher waste.
In short, a huge loss to the hotel staff to bring a "decline in rvice quality, management more difficult, training, reduced efficiency" and other rious loss and impact.
Staff Management loopholes in the cost of abnce has not only caud the loss of hotel and restaurant culture of destruction. If the tourist ason, the workload is veral times than the low ason for tourism, a waiter concutive dry days, tired, and often abnt from work. In this way, the other attendant may have to bear left by the sudden abnce of all the work. The attendant will naturally think: "Tomorrow I do not work, let him taste the taste of commitment to the workload of two people." This would create a vicious cycle of employee abnteeism rotation.
Staff members lack an effective incentive mechanism for management is an art, staff motivation is the
art of art, the staff is the soul. Designing effective employee incentive mechanism in order to increa employee motivation. So that it can be in a different culture, different organizational structures and different business environment to play their maximum potential in order to achieve organization's desired goals. However, some of China's hotel industry has yet to form an effective incentive mechanism. Therefore, in the areas, attention should be paid. Three major issues in human resources management, the corresponding measures to reduce employee turnover.
(1)Method analyzing the problem. Currently the hotel industry's distribution system to implement posts wages, but wages have not done enough layer, there is no real level of the implementation of the wage distribution management. And to stabilize the workforce, we must implement the real level of the wage distribution management. Such as the Shangri-La In China, the wage level, there are 13 levels, although both managers, there are five different levels, nior managers, you can get the Deputy Director of the treatment, and each year Jian Zhang, this is called taking a small step, non-stop, every year
研究生英语听说教程there is hope, the development of future, more than a few years can be a higher level.
(2) to improve the soft environment. Staff salaries, development opportunities, may not ask for much, but the work environment will have higher requirements . This requires that managers should pay attention to the improvement of the soft environment for hotel, creating an atmosphere of freedom and relaxed.
(3) the implementation of technical level asssment and management examination. Level of operational level staff appraisal, title examination of the management personnel to more stability in the human factor of two, two enhancing human mechanism.
(4) to improve the staff structure. Comparing the age structure of the hotel is now a single, all young people, particularly in the operational level. This is the main reason for the movement of hotel employees. Hotel industry to build a rational age structure, such as: "old, middle, green combined with the old with new, old and new to promote." In fact, the hotel that good a squad leader, usually take a long time to accumulate experience, just as Chine medicine takes a long time, like the accumulation of clinical experience.
世博会口号(5) stable management personnel and technical backbone. Many restaurants with high treatment, creating the opportunity to develop other means to solve the housing stability of its management per
2012江苏高考英语sonnel and technical backbone. According to the survey, any better operating efficiency, external reputation is good, the hotel staff more stable, are as much as possible to resolve the management personnel and technical backbone of the housing. Such as Beijing's Kunlun, Great Wall, Nanjing din, Guangzhou White Swan, etc..
休憩(6) output management. Hotel industry managers, owners, look not just on managing a hotel, if conditional, it is best able to manage other hotels. In this way, not only increa product, but also expand the market to stabilize and improve the workforce is also very helpful. Becau you need to re-organize a new leadership, which promoted the original hotel in the staff and could not have created opportunities for development. Hotel industry has become increasingly developed, the owners are increasingly willing to pass others to operate hotels, restaurants, the paration of ownership and management has gained ground, broadening the ways of hotel management.
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(7) The shareholders of workers. There are so many hotels are engaged in joint-stock system, the formation of a listed company. Listed companies also for the enterpri to solve the following problems. ① to solve a funding problem for the hotel, with a very good means of financing. ② conversion mechanism. The financial statements publicly, once the listing, each every day, every cond, there are people in your advertising, but also stop the free advertising. Such as Guangzhou
Oriental Hotel, shareholders everyone knows. ③ issue employee shares. Employees to purcha employee stock truly become masters of the hotel. Is to take a lot more insider stock approach. West travel agency, such as Chengdu, Shanghai Spring Travel Agency are an early adopter of the shareholders of the travel agency workers, their staff are also relatively stable.
The lack of exploration and reduce employee abnteeism rate of approach has resulted in the situation tend to have the following: ① overtime in a row, after receiving overtime pay; ② holidays and festivals took place in a few days after; ③ in the event of bad weather days ; ④ vere overcrowding of public transport, interruption; ⑤ after the start of the tourist ason a few days.
The following method, in reducing abnteeism rate more efficient.
(1) to master the laws of abnce from work generated in advance to make proper arrangements, such as to remind the staff may be abnt from work, or arrangements for the rerve employees.
(2) verely punished. Abnce from work one day, may deduct a few days wages.
(3) the u of unqualified staff abnteeism staff actively adjust staff turnover has also restaurant offers a similar opportunity. We can u the abnce or mobile employees the opportunity provided b
y the lection of attitudes, knowledge and technology in a better staff to replace the three areas to poor people. At the same time, but also take this opportunity to break the informal organization. The informal organizations may standardize the management of the hotel has great destructive effects can also be competent to work but with a lower wage claims of employees to replace the need to pay employees higher wages, thus saving labor cost. Staff to create an effective method of stimulating material incentives .Refers to material incentives is the way of material incentives and encourage workers to work. It is mainly manifested in the form of positive incentives, such as wages, bonus, allowances, benefits, etc.; negative incentives, such as fines. Material needs of humanity's first need is that people engage in all social activities, the basic reason, therefore, material incentives is to stimulate the main mode is also prent, China is very common within the enterpri to u an incentive model. Encourage the spirit of the American Management scientist Peter once pointed out that "rich reward will bring side-effects, becau of the high prize money to each other the news would affect the normal work, the whole atmosphere of the community would be unjust." Therefore, business units may not be able to u material incentives play a role, so an incentive
to produce another way - the spirit of motivation. On this incentive can be divided into the following; target incentives, competition, incentives and other incentives and participation.
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(1) The target excitation method. Goal is the organization of individual hotel as a psychological gravity. The so-called goal is to inspire through the identification of appropriate target-induced human motives and behavior, to arou people's enthusiasm purpos. Goal as a lure, and there is cau-oriented and incentive role. One has only been inspired by the pursuit of high goals in order to launch the driving force to make progress. Motivated decision to act, behavior to the target. Objectives of the motives and behavior reaction force, there is traction and encouraging role. In order to better play goal of stimulating motivation and behavior, the hotel management must do the following negative work:
① goal-tting to be scientific. Mainly reflected in the amount of the workload of the target whether the extent of the challenge can stimulate employee motivation, there is the hotel staff to honor the commitments made by target degrees, and thus look at the needs of the employees have been met, to do work, they should prepare a fair performance feedback, so that restaurants objectives of acceptability.
② targets highly efficient. Mainly manifested as enforceability, to the attention of the staff transferred from the multi-objective up to a single target. There is to increa the degree of collaboration with the staff, pay attention to the staff in various departments to communicate effectively in order to ensu
re the integrity of the entire hotel goals and unity.
③ on the target completion of the evaluation should be corrected.
For example: in a restaurant in a t of such inspection system; lf-examination, the staff of mutual inspection, foreman checks, in charge of inspections and white-glove inspection. A fair and effective asssment of performance. Incentives in the target process, we must correctly handle the big goals and small goals, individual goals and organizational goals, ideals and reality, the relationship between principle and flexibility, asssment and evaluation of the target should be in accordance with morality, ability, diligence, and achievements of the standards for personnel to conduct a comprehensive and integrated study, qualitative, quantitative, grading done "rigid" standard, penalties and rewards.
Competitive pressure excitation method. Competition is to stimulate employee motivation is one effective way to introduce competition mechanism, inter-departmental staff to carry out the competition, competitions, so that employees feel the external pressures and a n of crisis within the department might become more unity among the members of the Some differences will be t aside, through competition can also be learned from the successful experience of its competitors or f
ailures. Then turn pressure into motivation, turn hostility into friendship, to a higher target to launch the strongest sprint. In the u of the following points when you should pay attention to: ① competition must be fair; ② a good grasp of the intensity of competitive pressures; ③ grasp the intensity of application of scientific methods.
Participation in excitation method. Refers to the manager through a t of systems and forms to allow employees to participate in the decision-making plans. For some things, and on some issues dealing with the discussion and management. Let us look at a ca study: Wal-Mart is the world's largest private employer in the medium-term operations pointed out the "employee cond, leading third; portal development for staff participation in management; away from the post or the customer" slogans. The slogan was embodied in three complementary plans: profit-sharing plans, employee stock purcha plan and loss of incentive plans. In modern hotel management in the common form are: the children design, profit sharing, staff conferences. Through participation can improve the staff's n of identity, responsibility, and achievement, thus promoting the hotel the desired organizational objectives.
Conclusion employee satisfaction is related to all aspects of hotel human resources management, and create employee satisfaction is a systematic project. The values of human resources managem
ent from the original material factors of psychological factors to staff changes in the objective needs of hotel human resources management to establish a "people-oriented" management philosophy. Incread investment in staff, to establish a hotel employee satisfaction as the core human resources management system that allows the management of the increasingly standardized, so that management performance and management of the increasingly standardized, so that management performance and management level has been increasing.
