How should private hotels employ people-Eight strategies for private hotels to employ people correctly

How private hotels should employ people - Eight strategies for correct employment in private hotels

How to understand the role of employees, how to care about the warmth and warmth of employees, and how to closely connect the majority of employees (especially talents) ) unite around themselves, are willing to live and die with the enterprise, and control their destiny. This is a threat that every entrepreneur, both at home and abroad, in ancient and modern times, must seriously solve. Below, I will share with you eight major strategies for the correct employment of private hotels. I hope it will be helpful to everyone!

Take care of both interviews and trials to further examine whether you have real talents. Practical learning

Interviews vary depending on the person and the position. For example, the chef can test dishes (including self-selected specialty dishes and must-make special craft dishes); the waiter can set up the table and conduct knowledge Q&A; other staff can design a marketing plan or draw up an activity plan.

Through these, the actual level of the applicant can be seen to be six or seven points. After passing the interview, you can be offered a trial position, which usually lasts for 1-3 months. You can conduct in-depth observations of the candidates in a relatively leisurely manner.

A good practice for some companies is to let probationers take turns to work as deputy positions in their branches. On the one hand, they are asked to write test reports for each branch and put forward suggestions for improvement. On the other hand, they are instructed to instruct each branch to evaluate the probationers. performance and write a comprehensive review.

The combination of several reports and comments can comprehensively reflect the applicant's talents.

?Added sand????And ) to senior employees (general manager, executive chef, chief accountant, etc.), the ratio should generally be 70:25:5.

Among them, the young, vigorous, hard-working working men and working girls must be trained first before taking up their posts; the personnel diverted from state-owned restaurants and related enterprises must make the best use of their talents.

Three kinds of special personnel should also be equipped;

First, recruit well-respected old famous teachers with fragrant peaches and plums as technical directors, and rely on their authority to ensure product quality. , to form a hot selling point, gather popularity, and expand visibility;

Second, each store should have several cooking teachers with specializations who also serve as trainers, and Shixi should hold classes to improve the physical quality of employees;

The third is to hire relevant experts and professors with insightful insights to form a think tank and hold regular meetings to provide suggestions for the company's overall policies.

Use various opportunities to train and improve employees

This mainly includes: encouraging employees to self-study cultural and technical knowledge in their spare time, and applying for adult technical secondary schools or adult colleges; organizing short-term training in Gongying Special training courses are held to focus on breaking through weak links in operations; employees in the organization investigate the market and visit brother stores to study;

Organize groups to participate in industry technical exchanges and commend award-winning personnel in various competitions; invite relevant experts Come to the store to give academic reports and understand the development trends of the catering industry; conduct internal job training and regular competitions;

Establish a scientific research team and reward the best in creating new working methods and launching new dishes. Through these activities, good seedlings are discovered, trained in a targeted manner, and boldly promoted and appointed.

Pay attention to scientific management, formulate a comprehensive talent plan based on the hotel's characteristics and development prospects, and implement it in phases

It mainly includes:

1) Hotel What kind of talents are needed and what proportion each accounts for;

2) What qualities should these talents have and when should they be introduced from which channels;

3) Talents After taking up the job, how to position, use, train and assess, and update knowledge;

4) Adhere to the principle of more work, more gain, distribution according to performance, and scientifically formulate labor remuneration standards for talents and reward and punishment management methods;

5) Establish a reserve echelon of talents, adjust the internal structure of employees in a timely manner, generously allow normal flow, learn from the past and incorporate the new, and make necessary additions;

6) Establish a full-time labor and personnel department , establish and complete various file systems, provide regular special reports, and keep track of employee dynamics, etc.

Expand the recruitment channels, and conduct necessary credit review when recruiting.

The more recruitment channels for private hotels, the better, and the wider the better. You can choose in the labor market, you can choose among graduates from relevant colleges, you can be introduced by acquaintances, you can self-recommend, you can be full-time, you can be part-time, you can be an expert in catering, or you can be a generalist in related industries. Be virtuous and use your talents in an eclectic way.

Candidates cannot rely solely on personally filled out forms, recommenders’ compliments, or first impressions during interviews. Necessary credit review must be conducted. For example, carefully check the certificates and documents, carefully read the self-recommendation materials, visit the applicant's original workplace to investigate, listen to the evaluation of the society or industry, and understand some unclear doubts through conversations, and then conduct an inductive analysis. Decide whether to interview. This is especially true when recruiting senior staff.

Strict management, clear rewards and punishments

It is necessary to straighten out the internal and external relations of the enterprise, improve various rules and regulations, strengthen attendance and performance evaluation, and clearly define job responsibilities. All employees who have contributed to the enterprise should be given spiritual or material rewards so that everyone is willing to compete for the first place and love the store and work hard; Those who fight, those who neglect their duties, those who cause serious accidents, and those who commit evil acts alone) must not be tolerated and must be removed from the list. Without rules, there is no circle. Nowadays, some bosses are cruel to ordinary employees and soft to mid-level and senior employees who are considered confidants. After discovering the problem, they delay in dealing with it due to various emotions. The result is that a rat's excrement is broken. Pot of soup?.

Promote corporate culture, care for employees from all aspects, treat people with integrity, and get along with each other equally

At this point, many private hotels have done a good job. For example, some organize employees to travel, some hold Mid-Autumn Festival parties and New Year dinners; some care about employee marriages, and the bosses organize banquets;

Some split funds to build houses and purchase mopeds, and share them free of charge To those who perform well; some celebrate the birthdays of the elderly employees, some arrange schooling for the children of employees, and some pay health and makeup fees to female employees;

For personal visits to the sick and injured, for hometowns They expressed their condolences to the victims; some stores also published their own store magazines to promote food culture and team spirit, establish a public image, and adhere to the company's seniority wages to encourage those who have stayed in the hotel for a long time.

All of these are called "emotional investment". It has an immediate effect on improving labor-management relations, mobilizing employees' enthusiasm, and enhancing corporate cohesion.

Establish a trade union organization as early as possible, strengthen ideological and political work, so that employees and the boss can work together for the prosperity of the hotel

At present, how to establish a trade union in private hotels, bosses They are not consistent in understanding.

However, judging from the practical results, all private hotels that have done this can generally operate in accordance with the law, accept government leadership and social supervision, have good morale and decline evil spirits, have a harmonious labor-capital relationship, have an active democratic atmosphere within the company, and have employees as protagonists. The sense of responsibility and job security has been enhanced;

The bosses have also expressed their concerns and can concentrate on operations, management and efficiency. So on this issue, don’t hesitate or hesitate any longer.

In short, the competition among enterprises is ultimately the competition for talents. How the talent effect works depends on selection, utilization and retention. Minying Hotel's approach to employing people is, in the final analysis, to recruit talents, cherish talents, treat talents with courtesy, and give them a broad scope of use.

And all of this depends on the bosses’ virtue (character and moral cultivation), wisdom (flexible and elegant, rational and enterprising decision-making behavior), and beauty (appearance and style, mind and sentiment) What is the quality of the four aspects of love (harmonious and friendly interpersonal relationships).

Therefore, we sincerely hope that all private hotel managers will be strict with themselves, practice hard, and constantly improve themselves. Only by being rich and ambitious can the boss become a charming magnet, gathering talented people from all over the world to achieve great things. ;