Functions and activities of human resource management

I'm the hotel manager. I don't know if I can. The essence of business competition is the competition between enterprises, and the competition ultimately depends on talents. "Human resources" directly affects the rise and fall of every enterprise; Talent is the soul of modern enterprises, and brain drain is the biggest challenge faced by every enterprise, and countless enterprises have fallen into a trough because of brain drain. It is not easy for enterprises to train people, and it is even more difficult to train a talent. Senior leaders of enterprises have to think about this problem; Everyone's resignation must be carefully considered, and he will never lose his job on impulse, let alone resign rashly because of a small matter; When employees are determined to leave, we need to reflect on why employees leave. How do enterprises retain talents? Reality tells us that well-paid enterprises are attractive to talents and have low employee turnover rate; But many factors that motivate employees, such as recruitment, work development, transparency, sense of accomplishment, good use of people, fair rewards and punishments, are also very important; Before this plan, we should spend some time to understand the different needs of employees at all levels in order to get twice the result with half the effort.

Retaining talents is a management science. At present, our strategy is to increase wages, bonuses and provide special welfare benefits. These measures have an immediate effect on a few people, but they touch and hurt the psychological balance of more people, and it is difficult to ensure that talents will not quit for higher pay. It is reasonable to keep the turnover rate of any company at 5%- 10%, and the flow of talents is normal. To retain talents, the effective way to deal with frequent turnover is to start with small things and reduce the turnover rate as soon as possible; We must know that only one-third of the work has been completed in recruiting, using and retaining talents; How to use employees and give full play to their talents is another third of the work; How to make him work for the company for a long time and create benefits is the last third of the work. This last job is the most difficult for the human resources department to operate; Therefore, the recruitment of human resources department is not only a simple filling of vacancies, but also an analysis of talent situation, prediction of talent development, preparation of talent plan and implementation of talent management and control according to the company's strategic development direction. Not only through external recruitment channels, but also through "successors", we will strive to build an internal talent echelon to provide talent protection for the company's long-term strategy. I. human resources strategy 1. Scientific and effective human resource strategy is the parachute for the company to land smoothly. Based on years of successful experience and long-term industry research, from a strategic point of view, it is necessary to make the organizational design meet the company's long-term development requirements, plan the company's future human resources needs, and formulate strategies for talent recruitment, training, motivation, development and management; Give equity to senior management, sales and development personnel, let key talents have shares, and bring them a pair of golden handcuffs who will never break free; In this way, the company's top managers will have a unique personality charm. Solution:

Formulate the overall planning of human resources

Planners use planners to supplement plans and make employee training plans. 2. Organization and position design In today's increasingly fierce competitive environment, an effective organization can ensure that enterprises are more efficient, competitive and profitable. Solution: organizational structure design, management and control mode design, department function and key position responsibility management process optimization 3. In the design of talent development system, talent resources are the first resource of enterprises. With the progress of society and the development of science and technology, transforming human resources into talents needed by enterprises is not only driven by external factors of enterprises, but also the employees' own desire to learn. Only when internal and external factors interact can the goal of enterprise talent construction be realized; Many entrepreneurs realize that China lacks business and talents; The growth speed of enterprise talents and talent training mode determine the development speed of enterprises, and the construction of talent pool precedes the construction of business pool. Solutions: human resources and environment analysis, management ability evaluation, talent recruitment and selection, core talent selection and development. 4. Incentive system design: "Those who want to recruit can't be recruited, those who want to stay can't stay, and those who want to be eliminated can't be eliminated." The enterprise incentive system is not perfect, resulting in problems in talent management. When employees feel unfair in the process of employment, they will have the idea of changing careers; This sense of unfairness may come from within the enterprise or from outside. As a human resource manager of an enterprise, it is necessary to balance the relationship between demands and formulate a salary strategy that meets the strategic requirements of the enterprise in combination with the situation of the talent market in the industry, so as to attract, motivate and retain talents. Solution: salary and welfare report salary positioning employee flexible welfare plan executive incentive plan design salary management system II. How to prevent brain drain If a company wants to retain outstanding talents, it should not only expect to be bound by labor contracts, but also treat people with sincerity, set correct strategic goals, establish a sound incentive system, evaluate every employee fairly, pay salaries fairly, and let a good incentive system take root within the company. 1. Make full preparations for recruitment, take into account the company's current situation and development needs, as well as the needs of talents themselves, and select talents by combining various subjective and objective factors, with low goals and paying attention to the principles of applicability, ease of use and sufficiency; The best is not necessarily the best for the company. Only those who are suitable for the company and this position should be hired. In this way, if talents cooperate with the company and make progress together, the turnover rate will be greatly reduced.

2. Enhance transparency, so that employees can keep abreast of the company's operating conditions, not only to share good news with you, but also to communicate with employees some difficulties and problems faced by the company; Let everyone feel that the company has hope and development direction; This not only helps to enhance the sense of responsibility and stability of employees; It also increases the opportunities for employees to participate in decision-making in the company, allowing more people to use their brains and make suggestions for the company. 3. See the talents of employees, make good use of them, give employees more room to play, and establish a good working environment and a reasonable distribution system; Full "embodies that as long as you have the ability, there will be many opportunities;" As long as you are willing to do it, you will gain a lot of talent views "; If "doing more and doing less, doing and not doing the same", brain drain is inevitable. Build a talent competition platform to make outstanding talents stand out; Only by making people feel "worth staying" will they willingly dedicate their talents.

4, establish and improve the management system, according to the system to deal with problems, reduce and eliminate randomness; Everyone is equal before the system. Be strict with yourself and be lenient with others; Governing the country by virtue and convincing people by reason; Let the system manage people, not let people manage people; Strive to create a supportive and challenging workplace, encourage mutual communication and innovation, and allow and advocate the flow of talents within the company. 5. Ideological work and spiritual encouragement enable employees to understand the company's development, participate in the company's democratic management, and enhance employees' cognition and sense of mission and responsibility; Establish a dynamic management system for employees' thoughts, encourage employees to make suggestions, broaden communication channels, and enhance spiritual encouragement in time.

6. Training constantly improves anyone's knowledge is always limited, but the desire for knowledge is infinite; Some people leave for no reason, in fact, there is no opportunity for training and continuous improvement in the company, and the knowledge structure can not be updated and enriched; If you don't jump ship, you will lose your viability in the long run. This phenomenon is particularly obvious today when knowledge is changing with each passing day.

7. Weaken the role of assessment appropriately. Now the company pays more and more attention to the role of assessment, which really promotes the enthusiasm of employees in the short term; However, this may also be an important reason for staff turnover. We should appropriately weaken the role of assessment, reduce the frequency of assessment as much as possible, and take monthly assessment as the basis of annual salary adjustment; In addition, this assessment should be as fair as possible, and the salary change range should not be too different.

8. A good employee satisfaction survey can let the company know where its problems are; The investigation was conducted in secret by the company. The human resources department should respond to all complaints raised by employees, including explaining the causes of problems, formulating improvement plans and measures, and feeding back the implementation results to the top management of the company; This practice can greatly improve employees' satisfaction and sense of belonging to the company, and it is also a good way to retain talents. 3. move (avoid treating headache and foot pain) 1. Establish your own talent pool to optimize the existing talent team, improve the evaluation, training and promotion mechanism, take internal recruitment (1 add 1 add staff) as the first choice to solve job vacancies, and establish a dynamic talent pool linked with the market; For outstanding talents who have no positions for the time being, they are stored in the talent pool for future use to prevent talent shortage. 2. Expand recruitment channels and use traditional recruitment channels such as the Internet, schools and talent markets. Take the initiative to form close contact with some service organizations, and use the free information of third-party organizations such as consulting companies, industry associations and networks to make up for areas that traditional recruitment channels cannot cover. 3. Establish industry alliances and organize non-governmental contact points and professional agents in some cities. Taking advantage of the industry penetration ability of these profit-seeking groups, because they communicate directly in the local area, the timeliness and authenticity of the information are relatively high. Through their recommendation, the recruitment work can be easier and even replace the recruitment work of the company. 4. Interview 1) Prepare before the interview 1, ask the candidate, position, place, time and other basic information, and inform the candidate and interviewer. 2. Understand the background, position and job requirements of the applicant. The more comprehensive and in-depth, the more targeted the interview will be, and the higher the success rate will be, which will help the company and talents to judge the two-way choice. 3. How to introduce yourself in 3-5 minutes, show the advantages and strength of the company as much as possible, and give candidates a good reason to choose a company. 4. There should be different emphasis requirements for different types of work with different majors and experiences. For example, marketing focuses on communication, customer development and vigilance; The cashier pays attention to rigor and principle; Planning and creativity focus on the development of planning power and thinking; Human resources focus on affinity, communication and driving force; Administrative service focuses on service, enthusiasm and meticulous; Middle and senior management positions focus on cognitive height, leadership, coordination and integration. 5. Prepare a suit of suitable professional clothes, straighten your hair, shine your shoes, or spray some faint perfume to prepare scented chewing gum. Better look in the mirror. 2) Interview details: Objective: To test his understanding and liking of the company and whether his ability meets the requirements and development direction of the company; See if he really wants to work for the company, or just for the company's welfare, reputation and job stability. (1) Punctuality is the basic requirement of professional ethics. If he is late for the interview, no matter what reason he has, it should be considered as a lack of self-management and restraint ability and professional ability. (2) Cut to the chase, pay attention to civilized and professional language, and it is necessary to start with "hello" and "thank you". (3) Question: How many interviews did you attend and didn't get the job? What's wrong with you? What does he need to know about him? What needs to be reminded is whether he recognizes temporary workers. (4) Ask him to talk about his views on the company. Why do you want to work in the company? The following points need to be added:-How interested are you in the position you are applying for? How much do you know about the challenges and opportunities facing the company? How long can you make concrete contributions to the development of the company? Do you hope to hear from the company as soon as possible? 5. Induction training 1) Training objective: According to the post requirements, conduct systematic training for new employees, so that they have good professional ethics and code of conduct, and master the basic knowledge and operational skills of hotel services. 2) Training content 1. Company Profile "Kaifeng" brand is an excellent service brand of Kaifeng Hotel Management Co., Ltd. dedicated to the hotel industry, with rich management experience and first-class service team. Since the establishment of 200 1, the company has provided various planning, training and management services for many hotels (hotels, sanatoriums and resorts). The project service covers three administrative districts of Qinhuangdao; Kaifeng company is the best partner of many customers. Development direction: establish outlets around Bohai Sea, cooperate with China Food Expert Committee with the company's brand and service quality, and expand to the whole country and even abroad (provide various professional service teams for hotels, hotels, industry and commerce, and undertakings). Recruitment target: website construction talents, marketing talents, hotel management talents, company reserve cadres, hotel rooms and catering service personnel. Development space: the company provides employment platform and entrepreneurial opportunities for every aspiring young person to ensure that they are ahead of their peers in promotion. Welfare treatment: Pay according to the local salary standard and the position of the individual. The salary is higher than the standard of the same industry, with insurance, remember the length of service, and be responsible for food and shelter. 2. Introduce the management of the company:-

3. Entry requirements for employees: 1). Fill in the entry registration form and sign a copy of the entry notice; 2) Employees shall provide a copy of their ID cards and two one-inch bareheaded photos; 3), employees are familiar with and abide by the company's rules and regulations, with basic service consciousness. 4. Employee resignation regulations: 1). If there are justifiable reasons for resigning, you should write a written resignation report one month in advance (7 days in advance of the probation period), and you can go to the Human Resources Department for resignation procedures within three days after being approved by the department manager, human resources manager and general manager. 2) Fill in the resignation application form truthfully. 3) The company has the right to investigate the economic responsibility of employees who leave without approval (including those who leave after the stipulated departure date). 4) When employees in important positions (such as cashier, warehouse keeper and bartender) leave the company, both parties need to sign the Goods and Finance Handover Sheet for approval. 5. The employment standard is based on the concept of fairness and justice, and the talents are selected according to the work attitude, personal development potential, work experience, business level and behavior performance of the candidates. 6. Probation period and employment period: there is a one-month probation period after passing the training. The salary and welfare during the probation period shall be implemented according to the relevant regulations of the company. At the end of the probation period, the department head will evaluate and grade the employees. Those who pass the training will be formally employed and sign an employment agreement. 7. Mobilization and promotion The company pays attention to providing development opportunities for employees, adopts the system of "internal communication and promotion", and makes appropriate adjustments to employees' positions according to business development, work needs, work attitude, work ability and work performance. Employees are obliged to obey the company's adjustment and arrangement, and can also apply to the supervisor for transfer. 3) The training requirements are 1, and the theory, skills and practical training are organically unified, with the emphasis on job skills training. Give priority to with employees' hands-on operation, supplemented by face-to-face explanation.

2, through classroom teaching, on-site training, practical operation and self-study and other forms of training, can be practical, practical and effective.

3. Highlight on-site training, adopt the training mode of "master with apprentice", teach skills by hand, and let employees learn to do and cultivate skills in learning. 6. On-the-job 1, the resident department manager will spend one day training on etiquette, courtesy, gfd and service awareness, fully understand, recognize and arrange specific work, and lead them to familiarize themselves with the working and living environment and understand the hotel rules and regulations. 2. After being assigned to specific jobs, they will be given comity and practical training in the form of substitute classes, and they will be officially employed after passing the examination. 3. After the formal entry, new employees will be familiar with the working and living environment under the guidance of substitute teachers, and further learn their work skills. Unpaid internship within 4.7 days, and formal employment after passing the examination within 7 days. 5, according to the needs of the work, obey the arrangement and transfer of Kaifeng Hotel Management Company.