question 1: what is the purpose of the company's employee handbook? 1. It is an expression of the company's culture.

2. Strengthen internal unified management.

3. Restrain employee's code of conduct.

question 2: What is the significance of the employee handbook to administrators? Tell me about your opinion. The employee handbook is a targeted guiding document for the enterprise management system. It is also an extension of corporate culture. It is an important basis and condition for administrators to carry out daily management. It is the basic document of institutionalized management. With the employee handbook, employees' goals and self-discipline will be improved. The employee handbook is the key to management, implementation and implementation. A good administrator will use the employee handbook as a management tool and make good use of it. Improve management efficiency and results.

question 3: how to manage employees well? What is his significance and influence on business?

Question 4: What is the significance of making the Employee Handbook? The Employee Handbook is the most direct carrier for employees, especially new employees, to understand the company's system, situation and culture. The most important thing is that it shows the company's institutional culture and informs employees of the code of conduct. It is the best textbook for employee training and education, and it is also the media of corporate culture.

therefore, it is of great significance for enterprises to make the Employee Handbook.

question 5: what is the function of employee handbook? Answer: The Employee Handbook is the condensation of enterprise rules and regulations, enterprise culture and enterprise strategy, and it is the "laws and regulations" within the enterprise. At the same time, it also plays the role of displaying enterprise image and spreading enterprise culture. It not only covers the main contents of rules and regulations in all aspects of enterprise human resource management, but also makes up for some omissions in the formulation of rules and regulations to meet the business development needs of enterprises' unique personality. From the enterprise's point of view, a legal "employee handbook" can become a "weapon" for effective management of enterprises; From the laborer's point of view, it's an employee

Question 6: Hotel employee code dozens of corporate culture-labor management system

1. Working hours: around 9: 11 am-14: 11 pm, around 6: 31-22: 11 pm, taking turns to be on duty.

2. Vacation: new employees have no vacation in the first month, and they have two days off every month from the second month.

3. Resignation: Employees should submit their resignation application to the lobby manager or store manager half a month in advance. The manager should submit his resignation application to the general manager one month in advance.

4. probation: new employees sign contracts and establish labor relations contracts from the date of employment confirmation. The probation period is 1-3 months (1 months for waiters, 3 months for lobby managers, and other types of work are determined according to the situation). According to the employee's work performance and business skills, we can consider whether to extend the probation period or become a regular employee in advance. If there is incompetence or gross negligence during the probation period, the store can dismiss the employee at any time without any compensation.

5. Being late. Leaving early: going to work on time, giving the foreman or manager a day's leave in advance under special circumstances (according to personal leave), being late after working for 5 minutes, and being absent for more than 4 times a month.

6. Miners: not going to work for no reason, disobeying orders and arrangements, being regarded as absenteeism, and being absent for more than 2 days within a month. A fine of 5-51 yuan, working for 2-5 days without pay, and the deposit will not be refunded according to the instructions of the general manager or refunded as appropriate;

8. Asking for leave: It is forbidden to ask for leave by telephone, and the trustee takes a letter to ask for leave. The sick leave requires a doctor's diagnosis and a medicine receipt, and the form of leave can be determined according to the situation. Sick leave can be considered, and personal leave is unpaid;

9. Leave right: the neighboring class has half a day's leave right, and the lobby manager has one day's leave right. For more than one day, report to the store manager for approval and sign off.

11. Employees have the responsibility to supervise each other and report bad style. The store that reports the truth will be rewarded and kept secret.

dozens of corporate culture-ordering system

1. Ordering food by telephone

1. Telephone personnel: cashier, foreman and lobby manager (duty manager), and other employees are not allowed to answer the phone without permission.

2. Use standard language when answering the phone: "Hello, there are dozens of restaurants. How can I help you?".

3. record content: according to the number of people dining, the exact dining time, the customer's name, unit, contact number, number of reserved tables and area. After recording it, ask for a new complaint and tell the person who ordered it that if it is overtime (31 minutes), our store has the right to make other arrangements.

4. notify relevant departments and personnel to make preparations in advance.

2. Guests order food

1. When a guest contacts to order food, he/she should ask the customer's name, contact information, the number of people to eat and the standard of dining, as well as the reserved table number area, the number of tables and the dining time. All of them should be recorded, so that the guests can sign the order form after reading it to confirm that they have no objection to the ordering content.

2. collect the deposit appropriately according to the ordering standard, and issue a receipt (in duplicate). If the guest violates the requirements, he shall collect the loss fee as appropriate according to the regulations of the restaurant;

3. When checking out after a meal, if it is found that the guest has no deposit receipt, the full meal fee should be paid and registered, and the deposit will be returned to the guest after the deposit receipt is handed in;

4. notify relevant departments and personnel to make preparations in advance.

Dozens of corporate culture-telephone management system

1. The telephone at the bar is dedicated to ordering food for the convenience of guests; Contact suppliers, bar staff and employees. You are not allowed to use this phone casually. If there are special things, you can use the office phone with the consent of the lobby manager.

2. Telephone calls at the bar can only be answered by the bar staff, the foreman and the lobby manager during office hours.

3. Employees are not allowed to answer the phone without permission during work. If there is a phone call for employees, they can't answer it in the office, and inform them to call back after work, except in special circumstances.

How to answer the phone

1. Pick up the phone within three rings: Hello, dozens of people welcome you. What can I do for you?

2. If it is more than three times, you must apologize to the guests and greet them. I am very sorry to have kept you waiting. Dozens of people welcome you. What can I do for you?

3. Note: the voice must be soft and moderate, and the standard Mandarin must be used. The microphone must be 5CM away from the lips to greet the guests with clear, soft and friendly polite words, and the tone will naturally rise slightly.

4. Attentions for listening: Listen carefully to the conversation of the guests, accurately grasp the conversation of the guests, remember and restate the questions of the guests before confirmation, and make records.

5. Confirm ... > >

question 7: the significance of employee code of conduct. The main purpose of standardizing employee behavior is to reflect the management level of the company, so in order to show the good image of the company, employees should work according to a unified standard. In order to achieve this goal, it is necessary to compile employee code of conduct, which is convenient to act according to the rules and to reward and punish.

question 8: why do enterprises formulate employee codes and what are their functions? The function of formulating employee codes is to clearly standardize what employees should and should not do. It is people's code of conduct.

question 9: what is the purpose of compiling the employee handbook? As the "internal law" of enterprises, employee handbook covers all aspects of enterprise personnel management and adapts to the unique personality of enterprises. However, it not only regulates the personnel system of enterprises, but also carries the function of spreading corporate image and corporate culture. It is not a pile of waste paper locked in employees' drawers, but a guide for employees' actions and a powerful "weapon" for enterprise management. It can also help enterprise managers to optimize the management environment and improve management effectiveness. A perfect employee handbook should include all aspects of human resource management in order to achieve the goal of institutionalization and standardization of enterprise management. Therefore, whether the employee handbook is "good or bad" should meet the following criteria: first, it emphasizes the expectations of managers for enterprises and also expresses the professional requirements of managers for employees; Second, the employee handbook must become a tool for auxiliary management and a work guide for employees, rather than a dead letter; Thirdly, employees can get the methods and requirements they must understand and master in the employee handbook, which is also a reference book for employees; Fourth, it must also meet the needs of all kinds of personnel in enterprises. Therefore, if an enterprise wants to effectively manage employees, reduce management costs and establish a scientific corporate image through rules and regulations, it is necessary to make great efforts in the employee handbook itself. We should not only strictly abide by laws and regulations, but also closely contact the management status, development goals and other characteristics of the enterprise to formulate a personnel management reference book suitable for the development of the enterprise. The formulation of an employee handbook suitable for the characteristics and requirements of enterprises requires people from all walks of life to pay a lot of hard work. It is a manifestation of the continuous improvement of enterprise system and management level. Therefore, enterprises need to confirm their management objects first. Different objects, different information and different specifications. Only by truly being different from person to person can we achieve good management results. Secondly, the enterprise makes a systematic analysis of the existing internal personnel system, and defines the purpose and results of the employee handbook in combination with the problems encountered in the management process in the past. The employee handbook is not only a compilation of the company's personnel system, but also a teaching material for the company's employee training, which reflects the company's image and culture and is the code of conduct for all employees in the company. The employee handbook has its own necessary clauses and a certain framework.