1. Purchasing

some equipment and articles, which are not strictly controlled and checked during the purchase, may bring incalculable losses to the hotel. In a hotel, there was no guidance from hotel professionals when purchasing. After the trial operation of the intelligent combination switch of bedside table, it was found that even the supply air circulation was closed as soon as the air conditioning and refrigeration reached the preset value (for example, the room temperature was set at 22-251C). If it was to continue to operate, the temperature had to be adjusted to 18 C1, which made the hotel guests feel very uncomfortable. After less than half a year of use, more than 81% of the touch switches failed, which was so "high-tech". Therefore, we should follow some rules to avoid such things.

1. Plan, prioritize, and prioritize

This procedure needs a complete and detailed list of items. What kind of hotels of different grades and sizes should be equipped with items and equipment standards of corresponding grades and sizes. How to get this complete, detailed and accurate list of objects? There are several better ways: ① Ask the finance or warehouse management of the hotel of the same grade and scale, where there is a detailed registration of the function and storage place of each item and equipment; (2) to recruit department manager statistics, sorting. (3) according to the hotel standards, but it must be counted by experienced people according to the actual situation of our store.

with this list, then prepare the supplier's supply or delivery date by category according to the preparation schedule of each department, so that the goods can be returned to their original positions without accumulation, waste and occupation of temporary warehouses. Never buy things unplanned, so as not to pile up in the hotel business area and affect the normal work.

2. Homogeneous products and daily consumables, which can be done by family A, family B and family C, are mainly based on price comparison

For example, room consumables, Chinese tableware, etc., when comparing prices, you can make reference through the list of friends or former employers who work in the same hotel. It is not necessary to shop around, which makes people hesitate and delays the delivery.

3. Non-homogeneous products and bulky equipment are more expensive than goods.

For example, cleaning equipment, electrical appliances, electric control, sauna steam, bathroom equipment, etc., such products cannot be purchased because of low prices, and their performance stability, service life and after-sales service should be considered. Generally, these equipment manufacturers provide a one-year maintenance warranty period. If there are problems in performance in three to five days, or they will be deformed in less than one or two months, or On the surface, it provides a good after-sales service, but after a one-year warranty period, these products and equipment with unstable performance become a pile of waste products. If they want to be repaired, their costs are more expensive than buying new ones. In a hotel I recently took over, the sauna equipment was expensive, but the glass doors were all deformed in less than half a month after the sudden increase of passenger flow and frequent use (not a lie), and the electricity was always out of order. After repeated maintenance by the manufacturer, it still failed to meet the requirements. When in use, the floor can't be controlled outside, and the steam is turned on for 24 hours after the guests check in, which causes a lot of energy waste and the safety is not guaranteed.

4, the distance is suitable

If you can buy products of the same brand and nature locally, even if the price is a little higher, don't choose suppliers from other places or far away. Unless you purchase in large quantities, the equipment will not be maintained in time, and spare parts will not be supplied in time. As a last resort, if you don't have local products, you should prepare enough spare parts and wearing parts. Don't break a toilet tank in the guest room or lock a computer.

2. Human resources

1. Optimal combination of human recruitment

a. Management

Management plays a key and guiding role. Senior managers (above department manager level) should have rich work experience and practical ability, and need to carry out preparatory work from a long-term plan, and do a good job in the management development planning of the first, second, third and even X periods, so as to ensure the smooth trial operation.

When hiring top managers, some owners only consider at what stage the hotel (enterprise) will pay a lot of money to hire talents corresponding to this stage, such as: hiring professionals who are too long in preparation (fighting for the country), changing to focus on management elites (staying in business) after trial operation, and focusing on sales professionals (seeking expansion and development) when business is not satisfactory; Give us a little fireman's feeling.

I think that since the natural development rate of an enterprise is such that every time it develops to a new stage, there will be a new management cycle, and we should pay attention to talents in this field, but it is an unhealthy way to employ people if we pay too much attention to them, because owners will give certain personnel rights and decision-making rights to professionals at a certain stage in order to make them play smoothly.

therefore, a balanced combination of talents, good training and utilization, so that enterprises can have all kinds of talents at all stages to "diagnose the pulse" in order to develop healthily.

B. Grass-roots personnel

For a large-scale enterprise, these grass-roots personnel are a pampered "combat" team. In the preparatory period, a large number of personnel are required to be in place in one step, and it is too late for the enterprise to choose carefully and assess the employment in an appropriate way. Please note that the pampered combat team must have a strong psychological quality and a strong sense of teamwork in order to win. How can they have this quality, except that the enterprise spends a certain amount of money?

(1) Batch recruitment from other places:

People with certain social experience have certain feelings: people in such and such places are generally optimistic, good at communication and broad-minded, while people in such and such places like to haggle over every ounce, hesitate and be unhappy, and lack human feelings. Some enterprises even notice that people in some places are most likely to have unpleasant things when they work in the company, which brings a lot of trouble to the company, so they put an end to people in some places to join the company to reduce the personnel risk coefficient. Of course, this is an extreme example. Perhaps there is something wrong with the employment mechanism of enterprises.

Wise people like water, benevolent people like Leshan

People's character is caused by their birth and growing environment. People who grow up in the mountains are kind, honest and frank, hardworking and have a strong sense of conservatism. In terms of response and sensitivity, they are not as fast as those who have been along the river and the sea for many years at first sight, but they are more cheerful and active, giving people a sharp and flexible image.

Birds of a feather flock together, and things are divided into groups

There are certain cultural differences in every country and every city and village, so there are many similarities in the personalities of people living in this area.

if it's not for care or because of government regulations, it's better to recruit people from remote areas than those from near areas. This is because people from near areas are close to home, and events at home will be concerned and affected. In addition, due to the economic conditions in this area, ordinary people are not satisfied, and they are picky about their work and don't do it at home. Their professionalism is poor, and it is not easy to go back and forth in remote areas.

Of course, a sound personnel system can eliminate the unfavorable factors in this respect. People in this area will become distant areas when they go to other cities. For example, Dongguan people are close to Dongguan, and when they go to Shanghai, they will have another feeling.

Those who are near Mexico are black, and those who are near Zhu Zhechi

The "Three Movements to Meng Mu" revealed the secret of this environment. When enterprises import talents from other places in large quantities, in order to obtain favorable information and facilitate management, they might as well make appropriate investigations on the local area.

(2) Local recruitment:

Local recruitment targets are floating people nearby, and generally the following four types of people will be recruited: young people who have just entered the society and have never worked, those who have worked and now change careers, those who have worked in hotels and are now unemployed, and those who want to quit their jobs.

Young people who have just entered the society from school and have never worked

This kind of people are curious about all industries in the real society. No matter how you test him, they are very strong at first. When you ask him if he is afraid of being tired, whether he can adapt to this environment, how he feels about this job, etc., he says: no problem. It's no use talking! In the period of practical work, he may feel that the real work is far from what he imagined. When he is not satisfied, he will cry and complain to you and emphasize personal freedom. If the company's personnel system, welfare and management are a little behind, such people will say goodbye to the company. You have to be mentally prepared to recruit such people.

people who have worked in factories are now changing careers.

If people who work in factories often work overtime day and night, the nature of their work is simple and boring, and their personal freedom is narrower than that of the service industry, and the environment is worse, at this time, most of them will be more content and diligent when they enter the hotel industry after unified training. Several big hotels I have worked in and friends who have visited some hotels all agree that such people are concerned because of traditional ideas.

people who have worked in the same job and are now unemployed

such people should test their reaction ability and professional ethics according to the length of time in their former employer, and it is also difficult to ask 5-6 career-related questions and answer 1-2, which is caused by poor reaction ability and lack of work input. They may have been dismissed by their former employer, so they should be hired with caution. If you have served for a long time (more than one year) and have a strong moral concept, you can consider hiring if you can't fully answer the relevant questions, but you can know what they mean and express them to 1, 2 and 3.

I am currently employed and want to change jobs.

Generally, this kind of situation is: the former unit is poorly paid, the current working environment and interpersonal relationship are tense, and I have made too many mistakes in my work, so I try to find a better position. These reasons are easy to understand. If it belongs to the second and third factors, my habits may be difficult to change, so I should pay attention to them.

generally speaking, hotels have perfect human resource management methods, so they can make reasonable adjustments and distributions from age, culture, acquaintance structure, geographical environment and other aspects, learn from each other's strengths, foster strengths and avoid weaknesses, so as to achieve the best optimized combination.

2. Training

The newly recruited employees come from all corners of the country and all over the country, with both work experience and students who have just left school and transferred from other industries. Their thoughts, motivations, behaviors and habits are different, and there are great differences. Therefore, in the early stage of training, it is necessary to unify everyone's thoughts, clarify the motivation goal of satisfying customers, standardize the behavior and operating standards of employees, and develop good habits of hotel professional ethics and dedication. This training is also divided into two processes.

human resources training: mainly to introduce the enterprise background, culture, decision-making and management institutions; Know the industry and understand the rules and regulations, manners, attitudes, self-cultivation, welfare and safety rules that need to be observed; Unify employees' thoughts, establish three basic hotel consciousness (hotel consciousness, guest consciousness and service consciousness) and strong professional ethics; Clarify the company's goals and coordinate the employees' motivation.

departmental training: departmental training is a very detailed work, which needs to organically combine theory with practice, fill in the gap between ideal and reality skillfully, standardize employees' behaviors and operation methods, make them achieve uniform standard operation and form habits, and conduct simulation training for a period of time before trial operation.

The hotel should set training as a long-term systematic planning goal, and employees who have been systematically trained can stand the test with comprehensive knowledge and provide better service.

Third, personnel welfare and incentive mechanism

Some enterprises always put the issue of personnel welfare and incentive mechanism to the last discussion, and don't talk about welfare conditions without development achievements. Enterprises believe that employees must create more value for enterprises; The boss's mentality also thinks that you have to work hard, and the company will develop before you can have better welfare benefits. And the staff think that you have to solve my worries, provide certain security and meet my living conditions before you can work hard for the company. This is an eternal contradiction. If we don't pay attention to adjustment, the brain drain will also cause great losses to enterprises.

Money and material things can't satisfy people. Satisfaction is a state of mind. Smart enterprises do not provide employees with high salaries and excessive material benefits. They know that if there is no suitable incentive mechanism, more material money will only make people pay attention to pleasure, which will more easily induce people's natural inertia and become increasingly unsatisfied.

"Maslow" is divided into five levels according to people's needs: physiology, safety, belonging, respect and self-realization. If enterprises are regarded as living things like people and Maslow theory is applied to enterprises, I think we can flexibly correspond to the various stages of enterprises, establishment, growth and development, and then focus on providing corresponding hierarchical needs according to the corresponding periods.

enterprise's physiological safety belongs to respecting self-actualization personnel

it should be necessary in the development period, mainly important high-level management

it should be important in the growth period, mainly middle-level management

it should be important in the stationary period, mainly important and necessary in the grass-roots management

it should be important and important in the initial stage of operation, excellent employees

it should be important and necessary in the preparatory period, and ordinary employees

It has risen. Cheng: need-need-necessity-main-important

preparation period: at this stage, because people enter the enterprise in batches, there is a kind of "new person", "new enterprise", "new look" and "everything is new" Employees will be very satisfied if the enterprise pays attention to physiology, food, clothing, housing and transportation, vacation, personal and occupational safety.

initial stage of operation: from the preparation period to the initial stage of operation, employees generally have a sense of pride and accomplishment. If the enterprise is not properly managed during this period, people are most likely to flow. You may wish to visit and observe. What is the reason for the turnover rate of some hotels exceeding 111% during this period?

① The hotel didn't allocate the number of designers according to the post when preparing the recruitment plan. From the trial operation to the initial operation, there was often less passenger flow and poor business performance. In order to achieve the purpose of reducing costs, the hotel laid off some of them.

② On the contrary, because of the new opening, guests like to try new things, and many guests switch to other hotels to spend money (this phenomenon is found in Dongguan). At the beginning of the trial operation, the personnel are not skilled in operating the business, and naturally they are very busy and tired. At this time, the management lacks patience and neglects care and encouragement, so the employees can't bear the pressure of self-financing and early business, and they have offered to resign.

③ Excellent employees, from preparation to early business, feel proud of their achievements, gradually become proud and complacent, and begin to feel the company.