Hotel Personnel Annual Work Plan

Work plan is an important official document widely used in administrative activities, and it is also a highlight of applied writing. When agencies, groups, enterprises and institutions at all levels make advance arrangements and plans for work for a certain period of time, they must formulate work plans and use official documents such as "work plans." The following is the annual work plan for hotel personnel that I compiled. I hope that everyone has goals and can proceed according to the work plan. Hotel Personnel Annual Work Plan 1

In the past year, with an in-depth understanding of the company's situation and my own growth, I have made the following plans for the work of the Human Resources Department in XX:

1. System construction

Strive to complete the preparation of the qualification system for each department before March, including: job descriptions (job responsibility system) and job requirements. The qualification system is the basic information for the human resources department to carry out recruitment, assessment and salary determination, and is very critical. This system cannot be copied from other companies. It is necessary to communicate with the heads of each department to formulate a qualification system that is consistent with the company's actual situation and can continue to be used.

2. Recruitment

At the beginning of the year, the company's staffing and staffing should be established, and the department personnel that are now overstaffed should be cleaned up, reducing staff and increasing efficiency. After this work is completed, the personnel department must strictly Control each department according to the establishment and salary budget of the department. At the same time, we make good use of various recruitment channels to ensure the company’s demand for talents.

3. Training

1) In order to cooperate with the development of performance management, it is planned to conduct relevant knowledge training for the company’s employees above the supervisory level in January or February XX. Summarizing the reasons why the assessment work was not carried out well in XX, most department managers in the company did not understand or understand performance management. Without their cooperation, the assessment would be empty talk. We are currently working on sorting out the lesson plans and will submit them to Mr. Lin before the end of the year.

2) Years ago, we conducted an annual training willingness survey for the middle level. Based on the needs of each manager and the actual situation of the company, we arranged the personnel to participate in Jucheng training and identified the participants before the training. According to the purpose of training, the Human Resources Department pays attention to the application degree of training content, and effectively combines training with assessment, so that the training can truly achieve results and spread from point to surface.

3) After the company trainer participates in the training class, he must come up with training lesson plans and plans within 3 days. Different courses will conduct in-company training for different personnel to ensure the improvement of the company's overall level. The Human Resources Department is responsible for this Survey training feedback and provide honest feedback.

4) In XX, the company's middle-level employees can be organized to participate in some outdoor development training. Through outdoor activities, the middle-level employees can exercise and strengthen their team awareness.

5) While the company sends employees to participate in training, it can also build an echelon of employees. When the manager of the department goes out to participate in training, an assistant can be assigned to handle daily affairs, which can not only train the employee's ability , can also improve the employee's enthusiasm and gradually reserve talents for the company's development.

IV. Assessment

The assessment is linked to the company's business objectives and extends from the general manager level downwards. The deputy general manager and above sign a quarterly target responsibility letter. Supervisors and above sign monthly target responsibility letters, covering operating indicators, expense indicators, phased task indicators, etc., and sign them one by one according to the actual situation of each department. After the assessment period is over, the finance department will provide data, and the HR department will confirm the assessment situation, achieve process control, promptly feedback the assessment situation to the company's senior management, and guide each department to conduct performance interviews, identify problems, and help departments communicate to facilitate the following. Carry out one step of work and clarify the next step of work goals, thereby promoting the completion of the company's overall goals.

5. Salary

It is planned to implement a functional salary system in XX, using the salary system as a means to regulate employees' work enthusiasm and enhance the company's cohesion. The specific salary design plan needs to be improved. I won’t give a detailed description now, but I will strictly control the process according to the company’s budget, make a scientific analysis of the total monthly salary, and achieve management before and during the event.

Hotel Personnel Annual Work Plan 2

In order to ensure the sustainable development of our hotel and do a good job in human resources services and daily management, in addition to continuing to improve existing work, our department’s 20xx work plan is now The key work plans are as follows:

1. Strictly control personnel expenses while ensuring service quality

Under normal circumstances, hotel personnel expenses account for approximately 23% of operating income and the overall cost. About 50%. Personnel costs are an important expense in addition to energy costs. Moreover, in recent years, due to the "labor shortage" in the entire industry, personnel salary costs have formed a trend of increasing year by year. Therefore, our department will continue to adhere to the principle of streamlined and efficient employment, further calculate the number of fixed positions, reasonably adjust the number and methods of employment according to off-peak and peak seasons, strictly control recruitment time, overtime and daily attendance verification, and timely grasp fixed and flexible manpower. budget variables, the human budget will also be adjusted accordingly.

At present, the staffing for 20xx has been completed. Our department will reasonably adjust the staffing based on the actual situation and operating conditions of the hotel to make labor costs and hotel income more reasonable; further adjust the existing salary structure to make It can further improve employees' work enthusiasm and efficiency.

In addition, while complying with national policies, taking into account the wishes of the enterprise and employees, timely and appropriate adjustments to employee social insurance payment methods are made. Compared with 2011, the number of hotel insured persons has decreased by hundreds. On the one hand, it has saved a lot of money for the company, but it has also brought certain difficulties to the department during the annual social security review. But we strive to obtain more benefits for the enterprise at the minimum cost.

2. Personnel Recruitment

1. Based on the staffing and hotel operating conditions in 20xx, the number of hotel personnel should be reasonably maintained, strictly controlled, and high-quality and stable employees recruited.

2. While maintaining and consolidating existing recruitment channels, further develop other recruitment channels to ensure department employment in a timely manner.

3. Actively contact universities and colleges to recruit interns for front-line departments before the peak season of the hotel to ensure sufficient service personnel during the peak season, while supplementing employees with higher quality and gradually improving the overall quality of hotel employees. At present, it has contacted Xi'an Foreign Affairs University to establish a "school-enterprise cooperation" employment internship model.

4. Develop a more flexible and efficient employment form. In addition to regular workers, try to hire interns, weekend helpers, temporary helpers and other forms to relieve the pressure on hotel staff and reduce costs during peak seasons.

5. Further establish employment information channels with surrounding communities, street offices, labor bureau employment centers and other government departments to provide stable human resources for the hotel; at the same time, maintain information channels with major talent markets and talent websites 'Smooth communication and timely participation in job fairs to replenish personnel.

6. Pay attention to the hotel’s internal recruitment methods to enable hotel personnel to move reasonably within the hotel, give employees more opportunities to improve their abilities, and promote a virtuous cycle of talents.

3. Employee benefits

As the company develops and grows, it must also allow employees to 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 the company attaches most importance to.

1. By adjusting the current wage structure, the hotel can ensure the best interests and reasonable income of employees while enhancing the impact of wages and benefits on work enthusiasm and work efficiency.

2. It is planned to increase the salary standard for employees based on store age in the salary and benefits in 20xx, and increase the standards for birthdays and labor insurance. In addition, employees' wages will be adjusted based on the salary survey level of the industry in the coming year and the employment situation of individual positions. Make our hotel's salary level have the same competitive advantage as that of hotels of the same star rating and surrounding areas.

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

4. Fine management and quality inspection work are more professional and meticulous

Inheriting the business philosophy of "Quality Upgrade Year", deeply implementing the fine management model, and constantly refining management measures and methods .

Starting from the most basic employee appearance and appearance, management is carried out in strict accordance with industry standards to establish a five-star professional image of Tianlang people. On the basis of past successful experiences, we will sort out the existing systems one by one, re-establish and improve various management systems, formulate an assessment system for personnel in each position, and manage in strict accordance with the new system to truly achieve meticulous management. , rigor and specialization. At the same time, we strictly control the expenses of our department, focusing on the cost control of the employee restaurant, working hard on the varieties, and on the basis of ensuring employee meals, we strive to control various expenses. For example, if we cooperate with the purchasing department on a daily basis, we plan to purchase cooking oil from MaiDeyou, which has a large daily cost for employee meals, so as to achieve the same quality and better price. Another example is toilet paper, which is one of the labor insurance items for employees, and we are also preparing to replace it with high-quality and low-cost alternatives.

5. Efforts to improve the overall quality of management personnel

At present, hotel staff training is mostly focused on the training of grassroots employees. However, as an important part of the management class, there are few middle-level managers. for training. Therefore, adhering to the "invite in, go out" model, it will also be the future to arrange internal training for corporate middle managers from time to time, hire external professionals to give lectures, or arrange for key middle managers to go to other advanced hotels to observe and learn from models. One of the three-year plans.

6. Training

1. New employee induction training

Training content: hotel product knowledge, hotel appearance regulations, personnel policies and procedures, safety and fire protection Knowledge, tourism knowledge, service awareness

2. Hotel English training

Training time: weekly throughout the year

Training objects: current employees

Trainer: Human Resources Department

Training content: Hotel Professional English

Sub-department professional English training topics:

Front Office Department: Hotel Polite English , Vocabulary related to front office service, English for reception, English for reservation, English for cashier, English for business, English for tourism,

Housekeeping Department: Hotel polite English, vocabulary related to room service, English for floor service , English used in the housekeeping center, tourism English

Chinese food: hotel polite English, vocabulary related to Chinese food service, Chinese food menu, waiter service English, tourism English

Western food: hotel polite English, Vocabulary related to Western food service, Western food menu, English for waiter service, English for tourism

Sales: polite English for hotels, English for sales

Safety: polite English for hotels

3. Corporate training courses

1) Employee-level corporate courses:

Training time: Conducted in batches on a monthly basis throughout the year

Training objects: current employees

Trainers: Human Resources Department, Security Department, external invitations (free lecture training)

Training content: Hotel grooming regulations, behavioral norms, courtesy and etiquette, Service awareness, service details, health knowledge, communication skills, employee quality, employee work attitude, work safety, energy saving awareness, happy work belief, value of service, understanding the type 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, team awareness, employee loyalty, Xi'an tourism knowledge,; clerk office automation training and attendance training; team awareness development training; job cross-training; safety and fire protection knowledge Training, fire drills; makeup skills, health knowledge, and first aid knowledge training

2) Supervisory level public *** courses:

Training time: Conducted in batches quarterly throughout the year< /p>

Training objects: on-the-job supervisory employees

Trainer: Human Resources Department

Training content: Supervisor quality training: supervisor training, leadership art, creativity Training, motivation training, foreman training, supervisor training, leadership style, leadership functions, how to manage employees, time management training, personality and communication, winning through execution, confident speaking training, lecturer quality training, lecturer skills training.