How should private hotels employ people-eight countermeasures for private hotels to employ people correctly

How to understand the role of employees, how to care about the warmth and coldness of employees, how to closely unite the employees (especially talents) around themselves and be willing to live and die with the enterprise, and the fate of * * * is a formidable problem that any entrepreneur at home and abroad must seriously solve. Below, I will share with you eight countermeasures for the correct employment of private hotels, hoping to help you!

It depends on the position of each person to make a good interview and try it out, so as to further examine whether there is genuine talent and practical learning

Interview. For example, chefs can try dishes (including their own specialty dishes and special craft dishes that must be cooked); The service teacher can set the stage for operation or knowledge question and answer; Other people can design a marketing plan, or draw up an activity plan.

through these, the actual level of the applicant can be seen as six or seven points. After the interview is qualified, you can try out the post, and the time is usually 1-3 months, so you can observe the candidates in depth with ease.

It is a good practice for some enterprises to let the probationers take turns to exercise in their branches. On the one hand, they are asked to write an examination report to each branch and put forward suggestions for improvement. On the other hand, they are instructed to write comprehensive comments on the performance of the probationers.

A combination of several reports and comments can comprehensively reflect the talents of the candidates.

　? Mixed with sand? 、? And mud? , the hotel wants to do it? All corners of the country , gather elites from all walks of life

In terms of proportion, the ratio of ordinary employees, intermediate employees (above the team leader) and senior employees (general manager, executive chef, chief accountant and the like) should generally be 71%: 25%: 5%.

among them, the young and hard-working wage earners and girls should be trained before taking up their posts; State-owned restaurants and related enterprises divert personnel to make the best use of their materials.

three kinds of special personnel should also be provided;

First, we should engage old teachers who are virtuous and valued, with fragrant peaches and plums as technical directors, and rely on their authority to ensure the quality of products, form a hot selling point, gather popularity and expand popularity;

Second, each store should have several cooking teachers who specialize in cooking and serve as trainers, depending on the situation, to start classes to improve the healthy quality of employees;

thirdly, relevant experts and professors with insightful opinions are hired to form a think tank, and regular meetings are held to make suggestions for the enterprise's major policies.

Take advantage of various opportunities to train and improve employees

This mainly includes: encouraging employees to learn cultural and technical knowledge by themselves in their spare time and apply for adult secondary schools or adult junior colleges; Hold short-term special training courses in Gongying to focus on breaking through the weak links in business; Employees in weaving investigate the market and visit and study in brother stores;

organize groups to participate in technical exchanges in the industry and commend winners in various competitions; Invite relevant experts to the store to make academic reports to understand the development of the catering industry; In-house post training and regular competition;

Set up a scientific research team to reward those who have created new working methods and introduced new dishes. Through these activities, we can find good seedlings, cultivate them directionally, and boldly promote and appoint them.

Pay attention to scientific management, make a comprehensive talent plan according to the characteristics and development prospects of the hotel, and implement it in stages.

It mainly includes:

1) What kind of talents the hotel needs and the proportion of each;

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

3) How to locate, use, train and evaluate talents after taking up their posts, and update their knowledge;

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

5) Establish a reserve echelon of talents, adjust the internal structure of employees in a timely manner, allow normal flow generously, and make necessary supplements;

6) set up a full-time labor and personnel department, establish and improve various file systems, have special reports regularly, and keep abreast of employee dynamics, and so on.

broaden the access channels, and there should be necessary credit review when recruiting

the more access channels for private hotels, the better, the wider the better. You can choose from the labor market, graduates from relevant colleges, acquaintances, volunteers, full-time, part-time, professionals in catering, and generalists in related industries.

For applicants, it is not only necessary to conduct necessary credit review based on the forms filled out by individuals, the compliments of referees or the first impression during the interview. For example, carefully examine the certificates and documents, carefully read the self-recommendation materials, visit and investigate the applicant's original work unit, listen to the evaluation in the society or industry, and understand and implement some unclear doubts through conversation, and then make inductive analysis to determine whether to interview. This is especially true when recruiting senior staff.

Strict management and clear rewards and punishments

It is necessary to straighten out the internal and external relations of enterprises, improve various rules and regulations, strengthen attendance and performance appraisal, and clarify the post responsibilities to people. All employees who contribute to the enterprise should be given spiritual or material rewards, so that everyone is willing to compete for the first place, love the store and be dedicated;

For those black sheep (such as those who steal property, indulge in kickbacks, gamble and fight, neglect their duties, cause serious accidents, and do evil alone), we must never tolerate and nurture traitors and resolutely remove them. No rules, no Fiona Fang. Nowadays, some bosses are interested in ordinary employees. Tough? For the middle and senior employees who are regarded as confidants? Soft? After discovering the problem, it was delayed due to various feelings. What was the result? A mouse droppings, ruined a pot of soup? .

carry forward the corporate culture, care for employees from all aspects, treat people honestly and get along equally

At this point, many private hotels have done a good job. For example, some organize employees to travel, and some hold Mid-Autumn Festival parties and have a reunion dinner; Some care about the marriage of employees, and the boss comes forward to hold a banquet;

Some people buy houses and mopeds by borrowing capital, and give them to people with good performance free of charge; Some celebrate the birthday of the old workers, some arrange schooling for the children of workers, and some distribute health expenses and makeup expenses for female workers;

Visit the wounded and sick in person, and offer condolences to the victims in their hometown; There are also some stores that run their own magazines to promote food culture and team spirit, establish a public image, and insist on implementing the seniority salary of enterprises to encourage those who have long been rooted in hotels.

all these are called? Emotional investment? . It has an immediate effect on improving labor relations, mobilizing employees' enthusiasm and enhancing enterprise cohesion.

Establish a trade union organization as soon as possible, strengthen ideological and political work, and make employees and bosses work with one heart and one mind for the prosperity of the hotel

At present, bosses have different opinions on how to establish a trade union organization in private hotels. However, from the results of practice, all private hotels that have done this can generally do business according to law, accept government leadership and social supervision, have a rising healthy atmosphere, a harmonious relationship between labor and capital, an active democratic atmosphere in the enterprise, and enhance employees' sense of responsibility and employment security;

The bosses have also voiced a lot of concerns, so they can concentrate on management, management and efficiency. So don't hesitate on this issue.

in short, the competition of enterprises is ultimately the competition of talents. And how the talent effect is played depends on the choice, the use and the retention. In the final analysis, the way of employing people in Minying Hotel is to collect talents, cherish talents, treat talents with courtesy and give them a broad place to use.

and all this depends on the qualities of bosses in four aspects: morality (character and moral cultivation), intelligence (flexible and devious, rational and enterprising decision-making behavior) and beauty (appearance and demeanor, mind and sentiment) (harmonious and friendly interpersonal relationship).

therefore, we sincerely hope that all private hotel managers should be strict with themselves, practice hard and constantly improve themselves. Only when you are rich and think hard, can the boss become a charming magnet, condense all the talents in all directions under the account and achieve a great cause. ;