Question types: post setting and staffing ―― Taking the post setting and staffing of housekeeping department as an example.

Customer background and current situation issues

A resort hotel is located in a remote mountainous area with pleasant scenery, which attracts people with certain social background to take a vacation and relax with its excellent service. The hotel is divided into four areas: the first area (office area); Area 2 (conference center area); Area 3 (service area); Four areas (villas). The four districts are independent of each other, and each district has an independent supervisor in front-line departments such as housekeeping department, catering department and kitchen department.

As a resort hotel, the housekeeping department is divided into four different areas for management, and each area has different reception levels. The first area is special customers, the second area is ordinary customers, the third area is conference reception, and the fourth area is the highest-level customers. In view of the particularity of the hotel, the reception volume is unbalanced, and the reception volume in different regions is also different. In this way, in a certain period, the reception volume in one area is large and that in other areas is small, or some areas receive frequent visitors all the year round, while others only receive them temporarily on holidays. Temporary reception, the general passenger flow and reception scale are very large, but after the reception, these areas are idle again. Therefore, employees in different regions are busy and idle unevenly, and they all think that their region is the most tired, while employees in other regions are idle, so internal unfairness arises. In this regard, how to reasonably allocate the staff of the customer department and how to reasonably determine the workload of the staff in each district has become a major problem facing the hotel.

On Huaheng's Intellectual Trust

In view of this regional management mode of the hotel, the first problem to be solved in staffing is regional overall planning. Staffing should be unified by all regions to achieve mutual assistance and form a joint force.

In the process of specific staffing design, we must first analyze the staffing factors. For the housekeeping department, the staffing factors mainly include the following aspects: (1) the skill level of employees, there is a clear gap between new employees and old employees, and the old employees are obviously better than the new employees;

(2) Distribution efficiency, that is, according to the actual workload saturation, domestic helpers are distributed among regions to average the workload of employees;

(3) Work content, there is a difference between housekeeping cleaning with guests and cleaning without guests, and the cleaning frequency is also different;

(4) the workload, according to the task and the employee's labor efficiency and attendance and other factors to calculate the number of jobs.

Huaheng Zhixin Solution

Through a detailed understanding of the hotel's situation, the third method is adopted, that is, the housekeeping department is allocated according to different reception volume and different working frequency. First of all, the workload of the staff in each area of the housekeeping department is analyzed, and the total workload to be cleaned in each area is calculated, that is, how many rooms there are in each area and the working time required for all cleaning work; Secondly, it is to calculate the average occupancy rate of each area; Finally, combined with the cleaning time standards under different occupancy rates, the job saturation of employees is calculated, and some staffing suggestions are put forward according to the job saturation. The following is a single regional allocation model to illustrate:

The first step: analyze the labor volume of regional personnel (taking a certain district as an example);

Step 2: Calculate the average occupancy rate of a certain room type in this area;

Step 3: According to the cleaning time standard under different occupancy rates,

Calculate the job saturation of employees working in a certain room type;

By accurately calculating the workload and time standard of employees, it is a quantitative model in the process of staffing, which provides a scientific basis for the staffing of enterprises and an assessment standard for the follow-up inspection of employees' work. At the same time, it can lay a foundation for the training of new employees. It is indeed a multi-pronged working method, which lays the foundation for enterprises to improve work efficiency and reduce labor costs.