Before the hotel personnel and training department conducts employee training, the head of the personnel department must formulate an employee training plan so that the training can be carried out smoothly along the established goals. The content mainly includes:

Training objectives : The training objectives require specific and detailed requirements, including how many people in the hotel participate in how many trainings within a year, what training classes they participate in, what standards they participate in, as well as supporting sub-objectives such as teaching and management, and the quantitative requirements that each training must meet.

Training objects: The training objects of the employee training plan must be implemented for everyone, and their work during the training must be properly arranged.

Training content: The content in the employee training plan should include political ideology and professional ethics, professional knowledge, practical skills, etc.

Training methods: The employee training plan should list the training methods, including on-the-job training, semi-off-the-job training, pre-off-the-job training, and student assistance included in the training plan.

Training time schedule: The employee training plan needs to list the training time schedule, so that not only the trainees should know it, but also all employees should know it.

Testing of training effects: generally based on examinations, assessments, operational performances and reviews, with examinations being the main form of effect acceptance.

Employee evaluation

Employee evaluation is an effective tool for motivating and improving management levels. It can also provide a basis for the hotel to formulate employee training plans thldl.org.cn.

1. Employee evaluation system, in which the head of the personnel department conducts performance evaluations on employees on a regular basis. You must be fully prepared for the assessment. During the assessment, you must strive to be fair, correct, and realistic, choose an appropriate negotiation environment, and use good communication skills. Evaluation should be combined with the corresponding reward and punishment system.

2. Contents of employee evaluation.

(1) Evaluate the quality of employees. The main purpose is to test the political quality and level of employees. Including whether employees are self-motivated, loyal to their jobs and their performance is trustworthy; employees' organization, discipline, professional ethics, personal hygiene and appearance.

(2) Evaluate employees’ abilities. Classified assessments must be made on the business capabilities of employees at different levels.

(3) Evaluate employees’ attitudes. It mainly evaluates the professionalism and work attitude of Ya employees, including attendance. Work initiative and enthusiasm, etc.

(4) Evaluate employee performance. It mainly evaluates employees' contribution to work, completion of work tasks, and quantitative and qualitative aspects. This is an assessment of employees' morality, ability, diligence, and performance, and provides a decision-making basis for the hotel to implement scientific personnel separation.

3. Main methods of employee evaluation

The main methods of employee evaluation are comprehensive performance evaluation and business performance evaluation.

The comprehensive performance evaluation method refers to a comprehensive and comprehensive evaluation of employees' performance in all aspects within the evaluation period; business performance evaluation focuses on the employee's professional business competency and performance in completing their job. Evaluate.

Employee motivation methods

1. Create good working conditions for employees;

2. Create a relaxed and harmonious interpersonal environment for employees;

3. Reasonably distribute employee labor remuneration;

4. Improve employee collective welfare and relieve employees from worries;

5. Implement employee training plans to provide employees with personal development Create conditions.

Employee Rewards and Promotions

As a means of motivating employees, rewards are intended to encourage employees to maintain their performance and promote their strengths by commending employees for their good performance. Accelerate employees' self-development and continuous improvement, educate and encourage employees to follow their examples, pursue progress and work hard, and play a positive role in boosting morale.

Rewards generally combine material rewards with spiritual encouragement.

For employees with outstanding performance, in addition to rewards, necessary supporting measures include promotions and salary increases.

When considering the promotion of outstanding employees, a comprehensive evaluation must be based on promotion. Carefully consider whether the rewarded employee is qualified for promotion and whether he or she is qualified for a higher position.

Employee Discipline Management

To create an orderly and responsible environment, it is necessary to establish complete and specific rules and regulations to determine a unified code of conduct for each employee.

Rules and regulations are the sum of various rules, norms, charters and systems formulated by the hotel based on management needs and the interests of employees. He guides and restricts the behavior of employees.

Implementing strict disciplines and rules and regulations can enable the entire hotel to follow rules and laws when handling violations, avoid unnecessary buck-passing and wrangling, and help improve work efficiency and administration. management level.

The daily rules and regulations regarding employee discipline management are:

1. Foreign-related disciplinary regulations:

2. Personal hygiene rules;

3. Regulations on instrument appearance;

4. Attendance system;

5. Internal document regulations;

6. Changing room usage regulations;

7. Regulations on the use of employee canteens;

8. Uniform usage regulations;

9. Hotel safety system;

10 Other regulations - the use of employee passages, regulations on the scope of employees' activities in the hotel, and employee discipline when going to work. Policies regarding telephone use in the workplace.

Disciplinary action

Disciplinary action is an administrative punishment method used by the hotel personnel department to correct employees' disciplinary and foul behavior.

The principles for implementing disciplinary sanctions are:

Disciplinary sanctions must adhere to the principle of combining punishment with education;

Disciplinary sanctions must be serious and prudent, and seek truth from facts;< /p>

Disciplinary sanctions must be based on facts and based on the rules and procedures published in the hotel (employee handbook)