Performance appraisal is a measure of the efficiency of the work of employees, but also reflects the size of a company's structure oh! The following is a "hotel employee performance appraisal program on", for reference only, welcome to read.

On the hotel staff performance appraisal program a

In order to strengthen the xxx catering management, comprehensively improve the xxx catering company's management quality and quality of service, reward the good and punish the bad, the establishment of the company's scientific, systematic and efficient management system, to improve the economic efficiency of the xx company's purpose, the development of this approach.

First, the organization of the assessment program

1, the company set up a leading group of staff appraisal

Leader: xxx

Appraisal members: xxx

2, the assessment of the assessment of three assessment forms

(1) the internal assessment of the department; (2) the company organization of the assessment of the special person

Second, the principle of staff assessment program

1, the principle of all-round: refers to all aspects of the work of the staff to carry out a full range of assessment. Mainly includes: all staff staff appearance, personal and public **** health, quality of work, work tasks and completion of work objectives, the implementation of work discipline, staff unity and cooperation and obedience to command, spiritual civilization.

2, the whole assessment: refers to include all positions in the company, leaders at all levels and departments.

3, the whole process of assessment: refers to the company's work in all aspects of the assessment. Including: accounting, warehouse storage, welcome with a place, meal preparation, meal service, meal receipt, checkout, buy single, send customers and so on.

4, continuous systematic assessment: refers to the daily, monthly, quarterly and yearly continuous assessment of the various departments and positions.

5, scientific and systematic assessment: the assessment program will set up work standards, scientifically determine the work tasks and objectives, quantify the work tasks, scientifically formulate the work standards, scientific and systematic assessment.

6, the principle of combining the assessment with the work and results of the post staff: all the assessment indicators and assessment of the basis for the setup of the work in full accordance with the job content of the post staff and the results of the work to be carried out.

7, the principle of combining the assessment and post staff remuneration: that is, the assessment results and the quality of each person's work and contribution to the size of the combination. Employee remuneration is based on the results of each person's assessment.

8, the principle of fairness and impartiality: the company to develop a unified standard of work, the same position of different people suitable for the same standard, the establishment of a fair and impartial assessment system.

9, the principle of combining assessment and promotion: the future company's personal salary and job promotion based on the results of the assessment.

10, the principle of full participation: assessment, will invite employees to participate in the assessment to ensure the transparency of the assessment, openness and fairness.

Third, the assessment basis

The assessment program of the company's assessment is based on the employee handbook, the job description of the position (or job description) of the standardized work content and standards, the company issued by the various departments and positions of the work tasks and objectives.

Fourth, the assessment time

Daily assessment, monthly, quarterly, annual statistical summary, monthly, quarterly, annual rewards and penalties to cash.

Fifth, the implementation of the assessment

1, the assessment of employees

(1) daily by the supervisor based on the waiter's job description of the waiter's job standards and processes for the inspection and assessment, and the day after the two inspection and assessment of the waiter to fill out the performance appraisal of the statistical table, and the next day to make a comment.

(2) The assessment of the waiter includes: work objectives and tasks, appearance, instrumentation, grooming, work discipline, work quality (the implementation of the service process and service standards), personal and service area hygiene, quality of service (service guest opinion assessment), unity and cooperation and obedience, spiritual civilization.

(3) Customer service opinion cards are implemented by the company's full-time assessment staff.

(4) The company organizes a comprehensive quality inspection and assessment of each department twice a week.

(5) The company's leadership at any time on the staff of the departments of the random assessment.

2, the assessment of the company's leadership

The company's full-time appraisal staff and the company's leadership of the inspection and assessment of the object of each department director, the director of the assessment results and the corresponding responsibility.

(1) The daily assessment of the company's supervisor and chef, is the company inspectors and general managers of the total points of the staff of its own rewards and punishments 20% of its points, and rewards and punishments.

(2) the company's full-time auditor of the rewards and punishments, is the company's general manager to check the rewards and punishments of all staff 10% of the total score of its work points, and rewards and punishments.

3, the assessment form

The company developed xx staff monthly assessment of the statistical table, daily by the department head and the company's full-time assessment staff to assess, score, statistics, monthly, quarterly and annual summary.

4, the calculation of staff score

The staff score is the department supervisor of each person's daily appraisal of the score, the company's full-time appraisal of the company's score, the manager of the company's spot-check assessment of the sum of the score.

5, xx company departments of the assessment

xx company monthly regular assessment of the departments, the assessment is the usual way to the staff assessment of the score of the results of the average, the average score of the highest department for the XX of the advanced unit. Awarded the department advanced unit red flag, and give the employees belonging to the department to the corresponding material rewards.

6, the assessment criteria

(1) XX Company Employee Handbook;

(2) XX Company each job description or job responsibilities;

(3) XX Company health rules and scoring standards;

(4) XX Company rewards and punishments provisions.

Six, the application of assessment results

1, the company's assessment is based on the standard of work of each position, in the form of plus or minus points, ± 1 point ± 1 yuan, the end of the month statistics to the month's wages, with the wages of the month cash.

Another: other forms of rewards and penalties, in the form of open rewards and penalties with the form of the month of wages to cash.

2, monthly, quarterly, annual statistics of each person's score results, monthly, quarterly, yearly, according to the department's employees 10% of the department's advanced staff quota, based on the monthly, quarterly, yearly staff scores in order to determine the advanced staff candidates.

Advanced employee bonus: monthly 300 yuan / person, quarterly 500 yuan / person, annual 1000 yuan / person.

3, four consecutive months to get advanced employees up a level of wages: 50 yuan.

4, the last one of the monthly assessment warning penalty, the last one for two consecutive months to discourage.

5, XX departments are divided into five levels of employees, respectively: one-star employees, two-star employees, three-star employees, four-star employees, five-star employees. In a year to achieve an advanced staff for one-star employees, two advanced staff for two-star employees, and so on. The difference in salary for each level of staff is 50 dollars.

6, three consecutive months, three customers per month to obtain special praise of the staff, can be directly into the upper level of staff; such as January in the guest two complaints, down to the next level of staff.

7, there are other significant good performance and contribution to the staff, through research, discussion, other additional incentives; there are other poor performance behavior of the staff, in addition to the appropriate penalties.

8, xx the company's annual appraisal of employees for a promotion, the approach is: 30% of the theoretical examination +40% of the actual operation +30% of the daily performance, of which 30% of the daily performance of the monthly performance appraisal of the total score.

9, three consecutive quarters were named excellent employees, can be promoted to the first level.

10, for one consecutive year is rated as an excellent employee, directly promoted to five-star employees.

11, all levels of the company to participate in the selection of outstanding employees, including supervisors, head chef.

12, by the guests written praise, an award of 5 points, a complaint of a deduction of 5 points; dishes are praised by an award of 5 points, a complaint of a deduction of 5 points.

Seven, since the date of publication of this approach, the company and this approach to conflict with the other management approach is automatically abolished.

VIII, the interpretation of this approach to XX all companies.

On the hotel staff performance appraisal program II

In order to encourage the advanced, spur on the latter, give full play to the enthusiasm and initiative of the staff, fair and impartial to the staff of this month's work performance assessment, affirmation of achievements, awards and penalties, so as to continue to improve the staff's sense of service and business skills, in order to improve the efficiency of the hotel and the quality of service.

Appraisal

1, the assessment cycle

Each department of the staff for a monthly assessment, and the month 23-25 will be the results of the assessment of the departments summarized to the office.

2, the assessment and performance pay standard

Monthly reference to the assessment of the score sheet on the assessment of the relevant items of the staff, according to the wage standard from the wage to extract the appropriate amount as a performance appraisal of the floating wage, the employee's monthly assessment scores as a coefficient left to the assessment of the wage, in order to as a result of the assessment of the actual performance of the wage.

3, the assessment relationship

1) department manager (including) above the general manager assessment.

2) The foreman of each department is assessed by the first person in charge of each department.

3) ordinary employees by the direct leadership assessment.

4, the scope of the assessment

All employees of the hotel.

Second, the assessment score sheet

(attached)

Third, the assessment evaluation

1, the total score of 91 points or more, can be 120% of the performance pay;

2, the total score of 80 points - 90 points (or more), can get the performance pay;

2, the total score of 80 - 90 points (inclusive) or above, 100% of performance pay;

3. Total score between 70 and 80 points, 90% of performance pay;

4. Total score between 60 and 70 points, 80% of performance pay;

5. Total score below 60 points, 60% of the performance salary;

6, if the total score is less than 60 points for three consecutive months, will be adjusted to the job.

On the hotel staff performance appraisal program three

In order to achieve the hotel's performance climb and the overall development of employees, the establishment of an effective performance appraisal mechanism, strengthen the cooperation and collaboration between the departments to improve the hotel business management mechanism, the development of this program. This performance appraisal program is suitable for the performance appraisal of the employees of the various departments of the hotel.

First, the purpose of the assessment

At present, the performance appraisal has become a highly valued part of the enterprise human resources management, the so-called performance appraisal is the "performance", "effective" assessment. Appraisal, "performance" is employee performance. In the hotel management work, the important role of performance appraisal can be analyzed from the hotel strategy development level, human resource management level, business management at three levels: first of all, through the performance appraisal and the corresponding management, you can improve the core competitiveness of the hotel to achieve the hotel's business strategy adjustments, and can ensure that the hotel's short-term goals are linked to the long-term goals; secondly, it is a powerful tool to support the management of human resources, provide a way to understand the employees, as a means of payroll, and as a way to improve the performance of employees. A way to understand the staff, as a basis for salary or bonus adjustment, rewards and punishments, promotion or demotion; again, it is a necessary communication channel for business management, performance appraisal will include all employees in the management activities, and become a doorway for managers to better understand the operation of the hotel, the status of the organization, and one of the ways for employees to participate in the management of this hotel. We hope that through the implementation of this system of performance appraisal, we can realize the hotel itself and the staff body's comprehensive performance appraisal results as a departmental monthly bonuses to receive, excellent departmental selection, the end of the year the basis for the issuance.

Second, the assessment principles

In order to give full play to the performance appraisal of the hotel at all stages of the work of the management status of the information feed, as well as the work of the departments of the role of the guidelines, the performance appraisal should be guided by the following principles:

1, clarity, openness principle. Assessment content, assessment standards, scoring rules, assessment procedures and assessment results transparent and open to the hotel departments to form a correct guidance, the formation of healthy competition within the hotel mechanism.

2, the principle of objective assessment. Performance evaluation process, the evaluator should be evaluated object to make an objective evaluation, truthfully fill in the evaluation information, should not take personal subjective factors and emotional coloring, to do "speak with the facts", so that the assessment is based on objective facts, and secondly, to do the evaluator and the established evaluation standards for comparison, rather than between people for comparison. The first step is to compare the assessment with the established assessment standards, rather than between people.

3. The principle of timely feedback of assessment results. After the evaluation results, the results of the assessment and comments must be timely feedback to the evaluator himself, otherwise it will not play an educational role in the assessment of employees, in the feedback of the assessment results at the same time, should also be assessed on the comments on the interpretation of the explanation of the staff's achievements and progress, explain the shortcomings only, to provide the direction of future efforts.

4, the assessment content and standards:

(a) assessment time: 1. Monthly assessment: month for the duration of the specific assessment of the work carried out from

25 to 30 each month.

2. Annual appraisal: December 20 - December 25 each year

(b) According to the Ministry of Finance on the hotel's operating situation accounting for the operating departments to develop business indicators of performance bonuses, the logistics sector in accordance with a certain percentage of the withdrawal of bonuses.

(c) Employees and managers who have not been regularized do not participate in the monthly performance appraisal.

(D) assessment level division: the assessment results are divided into four levels ABCD

Level A: monthly assessment of more than 85 points;

Level B: monthly assessment of more than 75 points;

Level c: monthly assessment of more than 65 points;

Level D: monthly assessment of less than 65 points.

Note: The total score of the annual assessment is the average of the sum of the monthly assessment!

(E) Special attention:

1, in order to encourage employees to long-term service for the hotel, the annual assessment of the special store more than one year of employees to add points, service for one year of employees plus 10 points, service for two years of employees plus 7 points. (This additional points in the employee evaluation of the total score based on additional points, not to the limit of the total score of 100 points)

2, the staff missed the card can be used to offset the truce (late and early retirement can not be offset), the truce will no longer enjoy another.

3, the year on behalf of the hotel to participate in various activities on behalf of the honor of the staff to add 4 points. (This additional points on the basis of the total score of the employee evaluation and then additional points, not to the limit of the total score of 100 points)

Three, the assessment process

(a) The Ministry of Human Resources in accordance with the work plan issued by the annual monthly assessment of the whole staff notice.

(b) Each department set up an assessment team (composed of the first person in charge of the department, the executive general manager, general manager), the department staff to carry out various assessments.

(c) Departmental quantitative scoring based on the assessment method using the assessment criteria.

(d) assessment of the subject of self-summary, other relevant supervisors at all levels of the preparation of the assessment of the lower level employees.

(e) Summary of the assessment scores, the total score between 1 to 100 points, accordingly divided into four levels ABcD, the assessment form should be accompanied by a summary comment.

(F) The results of the assessment were reported to the Human Resources Department and deposited in the employee's file.

(7) After the assessment also need to seek the views of the subject of the assessment.

(viii) Departments submit the results of the employee performance appraisal to the Human Resources Management Department.

(ix) members of the evaluation team in each department should be in strict accordance with the company's performance appraisal

content and standards of the organization of the evaluation.

Four, performance evaluation work summary and analysis

(a) analysis of the assessment results of the objectivity and fairness and credibility.

(b) Further verification of the accuracy of the evaluation results, and timely announcement of the evaluation results to employees.

(3) Summarize the problems in the evaluation process in order to improve the evaluation program before the next evaluation.

V. Conclusion

The above performance appraisal program has been implemented since the beginning of x month of 20xx, and we hope that the departments will arrange the appraisal team members to organize the appraisal within the specified period, and we also hope that the employees will actively cooperate with the appraisal work.

A company, a team, the company's development needs to rely on the team *** with the efforts of the endeavor, I hope that the staff of all departments to unite and cooperate in promoting the development of the company at the same time, but also to make since and get the overall development. Finally, I wish our team unity and progress, I wish our company a better future!