Introduction: A very important part of hotel management is the development and management of talents, and human resource management is mainly achieved through standardized, reasonable and appropriate incentives. This paper analyzes the concepts, methods and problems existing in the implementation of employee motivation in human resource management, and introduces how hotels can successfully use incentive mechanism to solve various problems in human resource management. Hotel employee motivation

The performance of a hotel employee is the result of many complex factors, but the effectiveness of the incentive mechanism is one of the most important factors. The so-called incentive is a systematic activity that an organization stimulates, guides, maintains and naturalizes the behavior of its members by designing appropriate external reward forms and working environment, adopting certain behavioral norms and punitive measures, and with the help of information communication, so as to effectively realize the personal goals of the organization and its members.

First, the main factors affecting employee motivation

Many employees are not motivated at work because they can't see the relationship between effort and performance, the relationship between performance and remuneration, and the relationship between the remuneration they get and the remuneration they actually want. If you want to motivate employees, you must strengthen the relationship between the three.

do employees believe that high performance evaluation can bring high pay? Many employees believe that there is not much relationship between performance and compensation, because the company's compensation is not based on performance. For example, if the salary is calculated according to seniority or the degree of flattery to the manager, employees may think that there is little relationship between performance and compensation, so it is difficult to be motivated. Therefore, the company needs to establish a scientific and fair performance evaluation system, and publicize and implement it for all employees to understand.

whether employees are paid what they want. An employee works hard, hoping to get a promotion, and the result is a raise; Or an employee hopes to do more interesting and challenging work, but only gets a few words of praise. In both cases, employees' motivation can only be partially optimized. These examples show that it is very important to individualize remuneration to meet the needs of different employees.

second, the method of employee motivation

when it comes to employee motivation, many people will think of a salary increase or a bonus.

In fact, motivation is the satisfaction of employees' needs, and employees' needs are varied, so there are also various ways of motivation. Material incentives are just one way, but there are many other ways. According to the different nature of incentives, we can divide them into achievement incentives, ability incentives, environmental incentives and material incentives. Achievement motivation. With the development of society and the improvement of people's living standards, more and more people choose jobs not only for survival. Especially for knowledge workers, work is more about getting a sense of accomplishment. Achievement motivation is a very important part of employee motivation. According to different functions, we can divide achievement incentives into six aspects: organizational incentives, example incentives, honor incentives, performance incentives, goal incentives and ideal incentives.

ability motivation.

In order to work better in the future, everyone needs to develop their abilities. We can meet the needs of employees in this respect through training incentives and job content incentives. Training incentives are particularly effective for young people. Through training, employees' ability to achieve goals can be improved, and conditions can be created for taking on greater responsibilities, challenging work and promotion to more important positions. It is the most interesting way to motivate employees with the work itself. Managers should understand the interests of employees and give full play to their respective strengths, thus improving efficiency. In addition, managers can also let employees choose their own jobs. The work arranged in this way will greatly improve the work efficiency.

environmental incentives.

Good hotel rules and regulations can ensure the fairness of employees. If employees think that they are working in an equal and fair unit, they will reduce their grievances caused by unfairness, thus improving their work efficiency. The objective environment of the unit, such as office environment, office equipment and environmental sanitation, can affect employees' work mood. Working in a high-grade environment will affect employees' work behavior and attitude. High grade? Development-exhibition; The content of material incentives includes wages and bonuses and various public welfare. It is the most basic incentive means, because getting more material benefits is the common desire of ordinary employees, which determines the satisfaction of employees' basic needs. At the same time, the improvement of employees' income and living conditions also affects their social status, social communication, and even the satisfaction of spiritual needs such as study, culture and entertainment.

Third, the problems existing in the current employee motivation

1 Motivation is not equal to reward

Many managers simply think that motivation is reward, so when designing the incentive mechanism, they often only consider the positive reward measures one-sidedly, while ignoring or not considering the constraints and punishment measures. In a complete sense, incentive should include two meanings: incentive and constraint, and reward and punishment are the unity of opposites. Incentive is not all encouragement, it also includes many negative incentives, such as fines, demotion, elimination of incentives and so on.

2 Spiritual encouragement can not be ignored

People have not only material needs, but also spiritual needs. A study on incentive factors in the United States shows that employees regard the manager's praise for a completed job as the most important of all incentives. But the reality is that people often think of material incentives. Some managers blindly believe that only when bonuses are paid enough can employees' enthusiasm be mobilized.

3 Comprehensive use of work motivation and participation motivation

Work itself has motivation. For those young and motivated employees, challenging work and successful satisfaction are more motivating than the actual salary. Enterprises can flexibly use work incentives according to their own characteristics. The practical experience and research of human resource management show that all employees have the requirements and desires to participate in management, and creating and providing all opportunities for employees to participate in management is an effective way to mobilize their enthusiasm. When I was an intern in a hotel, the food and beverage department implemented it? One-day foreman system Management, experienced employees take turns as foreman, responsible for the day's work, and employees who run vegetables, duty stations, drinks and other positions rotate regularly. This system can make a large number of employees take up management positions organically, improve everyone's enthusiasm, and at the same time, they can find problems and solve them better.

4 Implementing personalized incentives

In management practice, how to implement effective incentives for individuals is based on people's understanding. In order to motivate employees, we must understand their motives or needs. Managers must first make two points clear: first, there are no identical employees; Second, employees have different needs at different stages. For different employees, we should consider individual differences, make specific analysis, find out the factors that motivate them, adopt different incentive methods, and carry out targeted incentives.

For example, the hotel industry is basically dominated by young employees, who pay more attention to the independent and innovative working environment and like to experience different working environments. Therefore, hotels must take into account the characteristics of enterprises and young employees when formulating incentive mechanisms, so as to receive the greatest incentive effect.

5 Motivate in time

A friend of mine has achieved excellent results in the National Chinese Restaurant Set-up Competition. At the celebration meeting to welcome the employee back to the hotel, the general manager of the hotel gave her a brand-new management uniform and announced his promotion to supervisor on the spot. At that time, the employee was so excited that his eyes were full of tears, and all the employees in the audience showed envious eyes. Suddenly, the applause was everywhere, and the scene was extremely exciting. It should be said that this practice of rewarding employees in time has achieved very ideal results. Just think, if we put this practice off until later, or treat her as one of the many needs to be commended at the end of the year, it will not play such an inspiring role. Therefore, timely encouragement is one of the important methods of effective encouragement.

to sum up, only by deeply understanding the significance of employee motivation in hotel management can we comprehensively use one or more incentive means in practical work according to specific situations and get twice the result with half the effort.