How do hotel managers do a good job in employee performance evaluation-What are the common mistakes in performance evaluation?

How to do a good job in enterprise performance management has always been a topic explored by human resources workers, and the importance of performance evaluation in improving employee performance, correctly selecting talents and rationally distributing wages and bonuses is self-evident. Face, I will tell you how hotel managers do a good job in employee performance evaluation and common mistakes in performance evaluation. Come and have a look!

hotel managers do a good job in employee performance evaluation

1. Take the written test as an important evaluation standard. It is one of the most authentic and practical references to set different knowledge points and get written test results according to different job divisions and qualifications. Moreover, employees in all positions and at all stages can conduct such assessments.

2. Catering is a highly operational industry: cashier's desk, reception, kitchen service, front office service, etc. There are a large number of practical operation items, which can be used as the assessment of practical operation. And some things, such as cleaning and sanitation, appliance use, etc., can be used as routine assessment contents, and you can get a good assessment effect as long as you carefully classify, stage by stage and level.

3. Pay attention to the training of training evaluation, which includes training managers, cognition of evaluation and psychological education of evaluation; The other is to train employees' awareness of evaluation. Clarify a theme: the purpose of evaluation is not to punish employees, not to shield employees, but to let employees know their growth path and managers know their subordinates, so as to narrow the gap between wrong behavior and work standards.

4. Perfecting employees' evaluation files, employee training files, and constantly filing evaluation performance files will help to fully understand employees.

5. The catering staff are highly mobile, so many times you will feel that the plan can't keep up with the changes, so you can carry out multiple combinations of catering assessment, for example, March, June, September and February are the company's centralized assessment months, and the personnel at all levels and stages can be assessed uniformly. The assessment of grass-roots employees can be divided into: induction training and assessment; Job knowledge, operation training and assessment. The assessment method is: written test+operation. The assessment of shop managers at the grass-roots level can be divided into: job knowledge, operation training and assessment, management training knowledge course assessment and credits. The assessment method is: written test+operation+human evaluation meeting.

6. People's evaluation meeting refers to the participation of the shops or senior managers, and the on-site assessment of the middle and primary managers is generally within half an hour, mainly aiming at the primary managers of the post, asking questions and answering questions, and grading them.

7. The assessment can also be firm by the company and spontaneous by employees, thus giving employees the motivation to study privately. Because, assessment is generally linked to bonus or salary structure. If employees are not assessed, they can't get better treatment. Therefore, the store encourages employees to participate in the assessment, and even take the initiative to participate in the assessment of a higher level.

8. Make the test results public, and inform employees of the correct test methods and learning methods in time to encourage employees to by going up one flight of stairs. This kind of assessment embodies fairness and justice, and also gives managers a certain learning pressure, and they will continue to demand their own progress, so that a team with learning ability is gradually formed.

9. There are several reasons why many employees don't like to participate in the evaluation, or don't care about the evaluation: A lacks fairness and impartiality, is not open, and is suspected of black-box operation; B after the evaluation, it was dismissed, thinking that the manager was mystifying, that is, making excuses for deducting wages; C the evaluation topic is too difficult to be realized. At this time, the demonstration role of managers and even higher levels is crucial. It is necessary to prove that these evaluations are achievable, helpful to work and helpful to employees. D The assessment is unsubstantiated and too virtual, for example, there are many similar words such as team cohesion, expression ability and communication ability, and the managers have not given a clear definition of this kind of assessment, which can not give employees a sense of conviction; E without the guidance of assessment, lacking the sense of purpose and direction of assessment, not linked to salary performance, employees feel that taking the exam is the same as not taking it. These are also the concerns of employees that need to be dispelled in daily training.

11. Unconventional training, assessment or test, can also be used as one of the bases for comprehensive assessment of employees, such as: assessment scores of students in team training courses; The performance of the trainees in outward bound training; Or project management courses, students' assessment results, etc. can be included in the employee's information for the record. Common mistakes in performance evaluation

cruel mistakes

Contrary to the kind mistakes, most managers of this type keep their employees' scores too low.

golden mean error

Some managers, regardless of their employees' work performance, even simply ignore the understanding of their real work situation, and rate all employees as average.

Because the flow of managers and employees in the catering industry is ordinary, the above types of mistakes frequently appear in the evaluation of the catering industry. One of these reasons is that the evaluation of employees often depends on the manager who presides over the evaluation rather than on the actual performance of employees.

recent impression mistakes

people often remember what happened recently. Before job evaluation, managers often keep in mind employees' recent job performance, but seldom consider employees' past job performance. Otherwise, employees' job evaluation is often based on their recent work. As a result, the differences in evaluation also fluctuate and are random.

stereotype error

manager's tendency and evaluating employees' current job performance based on past evaluations. If the employee's past evaluation score is high, but the current score should be lower than this value, but managers often evaluate the employee according to the past score. Similarly, although employees with low scores in the past have outstanding performance at present, managers will take the low scores in the past as the basis. Such evaluation results can't urge employees to improve their work.

halo effect error

when managers positively evaluate employees according to their single characteristics, manners or behaviors, they often have such halo effect. For example, an employee's performance in that month was not outstanding, but he was rated as an excellent employee because he found the customer's mobile phone and handed it in voluntarily; Or a customer complaint handling effect is ideal, and it is just seen by the manager. It is easy to have such a halo effect, and managers often make exaggerated or even wrong assessments based on these short-term or instantaneous flashes.

benevolent mistakes

managers sometimes get in the way? Have mercy? Evaluate employees too high. For example, we often see managers who rate most employees as medium, while some managers may be more constrained by emotion and give higher scores. So that the overall score is high. ;