Work Attitude
1 Rarely arrive late, leave early, or are absent from work, and have a conscientious work attitude
2 Never cheat or burn out on the job
3 Agility and efficiency
4 Compliance with instructions from supervisors
5 Timely and correct reporting to supervisors in the event of a problem
Basic Competencies
6 Proficient in job content, with the ability to handle matters
7 Knowledge of personal work priorities
8 Good planning of steps to be taken. p>
6 Proficient in the content of the job and capable of handling matters
7 Knowledge of personal priorities
8 Ability to plan work procedures and actively prepare for them
9 Adherence to the principles of reporting, liaising and consulting
10 Completion of the job within the set time frame
Operational level
11 Error-free and fast work. Quickness
12 Ability to handle things well and correctly
13 Diligence in organizing, reorganizing, and reviewing one's own work
14 Doing one's own work well
15 Being able to independently and correctly complete new work
Sense of Responsibility
16 A strong sense of responsibility to complete the work that has been given to me
17 Being a person who is willing to do the work even if it is difficult
18 Being a person of high moral character who is willing to work for the company and who has the right to work for the company. 17 I have the courage to face even difficult tasks as a member of the organization
18 I try to handle things with care to avoid mistakes
19 I anticipate the preventability of mistakes and think of ways to prevent them
20 I work calmly and do not get emotionally involved
Coordination
21 I work in harmony with my colleagues
22 I value the importance of cooperating with other departments and work with my colleagues to ensure that they are able to do their jobs. p>22 Emphasis on coordination with colleagues in other departments
23 Willingness to help colleagues at work
24 Actively participate in activities organized by the company
Self-enlightenment
25 Review of their own power, and learn new industry knowledge, vocational skills
26 Take a broad view of their own and the company's future
27 Whether to listen to others' suggestions and opinions with an open mind and can correct their own shortcomings
28 Demonstrate an enthusiastic state of mind, and do not complain about work dissatisfaction to outsiders
29 Even if it is a separate job, sometimes make a reflection and a proposal
30 Setting job goals with a long-term perspective and putting them into practice
The above text is extracted from the Chinese text database of the Appraisal and Awarding of Employees. The above text is excerpted from the relevant text in the column "Assessment, Reward and Punishment System" of the Chinese Text Database. If you need more related texts, please go to the column to find them yourself.
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Hotel annual appraisal program
2007 annual staff appraisal program
An appraisal of the scope of the assessment
All employees of the hotel need to be assessed, the annual appraisal of the points Management appraisal, staff appraisal, are applicable to this provision.
Second, the purpose of the assessment
1, the basis for promotion, deployment of positions, focusing on the work ability to play, work performance assessment;
2, the basis for determining wages, year-end bonus, focusing on the performance assessment;
3, the basis for the development of potential and training and education, to get the point of adaptability in the work capacity assessment;
Third, the appraisal principles
1, fair and impartial evaluation of the staff's work performance, so that employees understand their own work performance and obtain compensation, treatment of the relationship between the efforts to improve the work of the motivation upward;
2, adhere to the combination of up and down, left and right combination of qualitative and quantitative assessment, a comprehensive performance appraisal.
Fourth, the assessment time
January 3, 2008 to January 15, 2008
Fifth, the content of the assessment
(a) work discipline (40%): attendance, rewards and punishments during the period of employment;
(b) Practical operation (30%): the post of the actual operating skills, techniques and methods;
(c) Theoretical assessment (30%): the post of the actual operating skills, techniques and methods;
(c) Theoretical assessment (30%): the post of the actual operating skills, techniques and methods. ) Theory assessment (30%): 〈Hotel should know and should know〉, post professional theory knowledge.
6, the assessment form
(a) public opinion assessment
1, superior evaluation;
2, peer colleague evaluation;
3, self-assessment;
4, subordinate evaluation;
(b) assessment methods
1, query record method: the employee's work record files, documents, attendance The situation of organizing statistics;
2, written report method: the department, the employee to provide a summary report;
3, significant events method: outstanding contribution or performance.
VII. Appraisal Procedures
(1) The Human Resource Department issues the 〈2007 Annual All Staff Appraisal Notice〉according to the work plan.
(2) Each department to set up a department manager as the head of the appraisal team, the department staff to carry out various assessments.
(c) department based on the assessment method using the assessment criteria quantitative scoring.
(d) The subject of the assessment self-summary, other relevant managers at all levels of the preparation of the assessment of subordinate employees.
(e) Summarize the assessment scores, the total score between 1 and 100 points, according to which the division of excellent, good, poor and other qualitative
comments.
(6) The results of the appraisal shall be reported to the Human Resources Department for inclusion in the employee's file.
(VII) After the appraisal, it is also necessary to seek the views of the appraisal subject:
1, personal performance compared with similar positions;
2, the aspects that need to be improved;
3, job plans and specific measures, the next six months to one year's work objectives;
4, the development of the hotel's recommendations.
VIII. Assessment results
1, the main basis for deciding the rise and fall of the employee's position;
2, linked to the employee's salary promotion or downward fluctuation, year-end bonus;
3, related to welfare and other treatments;
4, to decide on the employee's incentives and penalties;
5, to decide on the termination of the employee.
Attachment: This program is formulated, modified and interpreted by the Human Resources Department, and will be promulgated and come into effect after it has been passed by the hotel general manager's store meeting.
Attachment:
Employee assessment rules
I. Employee assessment will be assessed from the three major parts of the work discipline, practical operation, theoretical assessment (hourly workers only participate in the departmental assessment);
Two, the total amount of employee assessment is 100 points = 100 points of work discipline * 50% + 100 points of practice * 30% + 100 points of theoretical assessment * 20%
Total of 100 points = 100 points of work discipline, 100 points of practice * 30% + 100 points of theoretical assessment. 20%
Three, the total score of 100 points of work discipline
1, the annual accumulation of more than 10 days of leave of absence, the item does not score, 10 points for each day of leave of absence (leave of absence for one day, less than one day by one day proportional to the calculation);
2, sick leave for more than 30 days of the year, the item does not score, every five days of sick leave deducted 10 points (less than five days according to the five-day calculation, more than five days less than ten days according to ten days).
3, other types of leave accumulated more than 30 days of this does not score, every other leave within seven days (including seven days) deduct 10 points, seven days more than fifteen days less than 20 points; fifteen days more than thirty days less than 40 points;
4, the cumulative total of absenteeism for more than three times a year, this does not score, absenteeism, a deduction of 20 points;
5, class A faults accumulated more than five (including five) or more of this item does not score, each class A faults 10 points;
6, class B faults accumulated more than three (including three) or more of this item does not score, each class B faults 20 points;
7, class C faults accumulated more than two (including two) or more of this item does not score, a deduction of 30 points.
Four, practice 100 points
1, by the department assessment team according to 〈Quantitative assessment of job operation process table〉 on the staff simulation practice assessment, including service instrument, language norms, operation norms, process proficiency, mastery of professional knowledge of the job, service efficiency, resilience and so on.
2, departmental positions such as the existence of practical difficulties, the department needs to be reported to the Ministry of Human Resources in advance to explain the reasons for the actual situation, by the Ministry of Human Resources summarized to the general manager for approval before you can departmental assessment scores as the basis for assessment.
V. Theoretical examination total score of 100 points
1, a brief history of the Group's development, the main leaders, the hotel's full name, logo, introduction, service functions, facilities and equipment, business hours, etc. accounted for 30% of the total score of the paper;
2, employee handbook: employee entry and exit, promotion, transfer, attendance, benefits, rewards and punishments system, security system, etc. accounted for 30% of the total score of the paper;
4, job expertise skills accounted for 20% of the total score of the paper;
5, supervisor evaluation, self-assessment, the hotel's suggested comments accounted for 20% of the total score of the paper.
Six, according to the assessment formula summarizes the individual results and identification of grades:
1, good (75 ~ 100 points)
3, ordinary (75 ~ 50 points (including 75 points))
4, poor (50 points (including 50 points) below)
Management assessment rules
I. Management assessment This refers to the evaluation of the hotel staff above the foreman level.
Second, management evaluation 100 points = 100 points of work discipline * 65% + theoretical assessment of 100 points * 20% + opinion polls 100 points * 15%.
Three, the total score of 100 points of work discipline
1, the annual accumulation of more than 10 days of personal leave, the item does not score, each day of personal leave deducted 10 points (personal leave for one day, less than one day by one day proportional to the calculation);
2, sick leave for more than 30 days of the year, the item does not score, each five days of sick leave deducted 10 points (less than five days according to the five days, more than five days less than ten days by ten days, to the calculation).
3, other types of leave accumulated more than 30 days of this item does not score, each other leave within seven days (including seven days) deduct 10 points, more than seven days than fifteen days of the following deduction 20 points; more than fifteen days less than thirty days of the following deduction of 40 points;
4, the annual total of absenteeism more than three times this item does not score, absenteeism 20 points;
5, category A over the past three days of the annual total of more than three times, the absence of 20 points;5, category A faults accumulated more than five (including five) or more of the project does not score, each category A faults 10 points;
6, category B faults accumulated more than three (including three) or more of the project does not score, each category B faults 20 points;
7, category C faults accumulated more than two (including two) or more of the project does not score, a deduction of 30 points.
(D) theoretical examination total 100 points
1, a brief history of the Group's development, the main leaders, the hotel's full name, logo, introduction, service functions, facilities and equipment, business hours, etc. accounted for 30% of the total score of the paper;
2, staff manual: staff entry and exit, promotion, transfer, attendance, benefits, rewards and punishments system, security system accounted for 30% of the total score of the paper;
4, management, management and staff manual: staff entry and exit, promotion, transfer, attendance, benefits, reward and punishment system, security system accounted for 30% of the total score;
4, management theory, job expertise and skills accounted for 20% of the total score of the paper;
5, self-assessment and advice on the hotel accounted for 20% of the total score of the paper.
(E) Public Opinion Assessment 100 points
1, the subordinate assessment accounted for 40% of the total score: organized and implemented by the Ministry of Human Resources, according to the departmental staffing of randomly selected personnel on their own departmental superiors assessment, the proportion of the sampling is as follows:
Departments
People
Sampling ratio
Remarks
Remarks
Supplementation and management of the hotel, the hotel is the most important part of the hotel.
Food and Beverage Department
More than 100 people
20%
20 people
Housekeeping Department
More than 50 people
20%
10 people
Foreground Department, Security Department, Engineering Department, Finance Department
More than 20 people and less than 40 people
Fixed Number of people
Each 8 people
Public **** Sales Department, Human Resources Department
Below 20 people
Fixed number of people
Each 5 people
2, the same level of cross-departmental public opinion assessment accounted for 20% of the total score. (Limited to assistant department managers and above)
3. 40% of the total score of the assessment of the immediate supervisor (20% of the second assessment score of the foreman and supervisor level is directly included in the assessment score of the immediate supervisor).
(F) according to the assessment formula summarizes the individual results and identify the level:
1, good (100 points ~ 75 points)
3, ordinary (75 points (including 75 points) ~ 50 points)
4, poor (50 points (including 50 points) the following)
:Remarks:
1, in order to encourage the staff can be a long-term service for the hotel. Hotel services, the annual evaluation of the store more than one year of employees to add points, service for one year of employees to add 10 points, service for two years of employees to add 20 points. (This additional points on the basis of the total score of the employee evaluation and then additional points, not to the limit of 100 total points)
2, the staff missed the clock can be used to offset the truce (late and early retirement can not offset), the truce will no longer enjoy another.
3, 07 years on behalf of the hotel to participate in various activities on behalf of the honor of the staff to add 5 points. (This additional points on the basis of the total score of the staff assessment and then additional points, not to the total score of 100 points as the limit)
2007 annual staff assessment schedule
Date
Projects
Remarks
December 24, 2007
Issuance of the 2007 annual staff assessment notification〉
07 December 24, 2007
Departments to develop 〈Practical Assessment Score Sheet〉according to the operating procedures of the post operation, to determine the specific date of the assessment, and report to the Ministry of Human Resources.
December 25, 2007
Departmental summary of employee discipline scores based on archival records, and confirmed by the employee's personal signature, the department manager carefully verified, reported to the Ministry of Human Resources
January 3-7, 2008
Departments of the employee's practical operation of the assessment, the assessment scores need to be confirmed by the appraisal team members and the employee's signature, summarized Reported to the Ministry of Human Resources.
The Human Resources Department is responsible for supervising the implementation
January 8-9, 2008
The Human Resources Department registers and audits the results according to the summary results of each department
The Human Resources Department is responsible for supervising the implementation
January 10-10, 2008
Management personnel public opinion polling
Human Resources Department organizes the Implementation
January 11-13, 2008
Theoretical Examination
Organized by the Human Resources Department
January 14-15, 2008
Summary of Evaluation Data Reporting
Remarks:
1. After receiving the notification of the annual evaluation, departments need to carry out a comprehensive deployment of the overall work arrangements and strictly implement the evaluation schedule. Evaluation progress schedule is strictly enforced;
2, the evaluation strictly abide by the principle of fairness and impartiality, the results shall not be misrepresented, falsification phenomenon, once verified will be dealt with category C fault;
3, the evaluation of all aspects of the need to do a good job of confidentiality, to ensure that the evaluation of the information, test papers are not leaked, and the evaluation of the results of the real and reliable;
4, after December 1, 2007 After December 1, 2007, the employees can participate in the assessment, but not as the 2007 annual assessment of the object of bonus distribution.
5. In principle, the department must follow the above evaluation time, and rationalize the work of the department.
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