Annual work plan of hotel personnel 1 With the in-depth understanding of the company and my own growth, I made the following plans for the work of the human resources department in XX years:
I. System construction
Strive to complete the preparation of the qualification system of each department before March, including: job description (job responsibility system) and job requirements. The post qualification system is the basic data of recruitment, assessment and salary setting in human resources department, which is very critical. If this system can't be copied from other enterprises, we must communicate with the heads of various departments and formulate a qualification system that conforms to the actual situation of the company and can be used continuously.
Second, in terms of recruitment.
At the beginning of the year, the company's personnel quota was established, and the overstaffed department personnel were cleaned up to reduce staff and increase efficiency. After the completion of this work, the personnel department will control all departments in strict accordance with the departmental establishment and salary budget. At the same time, make good use of various recruitment channels to ensure the company's demand for talents.
Third, training.
1) In order to cooperate with the development of performance management, it is planned to train employees above the director level in XX 1 or February. To sum up the reasons for the poor performance appraisal in XX years, managers in most departments of the company do not understand and understand performance management. Without their cooperation, the appraisal is empty talk. At present, the teaching plan is being compiled and will be reported to teacher Lin years ago.
2) Make an annual survey on the training willingness of middle managers years ago, arrange the trainees according to the needs of managers and the actual situation of the company, and make clear the training purpose of the trainees before training. The personnel department pays attention to the application degree of training content, and effectively combines training with assessment, so that the training can really achieve results.
3) After attending the training course, the company's trainers must come up with training and teaching plans and schemes within 3 days, and conduct internal training for different personnel in different courses to ensure the improvement of the company's comprehensive level. The personnel department is responsible for investigating the training feedback and truthfully giving it back.
4) We can organize middle-level companies to participate in some outdoor development training in XX, and exercise and strengthen the team consciousness of middle-level companies through outdoor activities.
5) The company can establish an employee echelon by sending employees to participate in training. When the department manager goes out for training, he appoints an assistant to handle daily affairs, which can not only exercise the ability of employees, but also improve their enthusiasm and gradually reserve talents for the development of the company.
Fourth, evaluation
The evaluation is linked to the company's business objectives and extends from the general manager level to the next level. The deputy general manager signs a quarterly target responsibility letter with the superior, and the supervisor signs a monthly target responsibility letter with the superior, covering business indicators, cost indicators, phased task indicators, etc. , and sign one by one according to the actual situation of each department. After the assessment period, the financial department will provide data, and the personnel department will implement the assessment, control the process, feedback the assessment to the company's top management in time, coach all departments to conduct performance interviews, find out problems, and help all departments to realize communication, so as to facilitate the development of the next work and clarify the next work objectives, thus promoting the completion of the company's overall goals.
Verb (short for verb) pay.
It is planned to implement the functional salary system in XX years, with the salary system as a means to adjust the enthusiasm of employees and enhance the cohesion of the company. The specific salary design scheme needs to be improved, but it will be strictly controlled according to the company's budget, and the total monthly salary will be scientifically analyzed to achieve management before and during the event.
Annual Work Plan for Hotel Personnel 2 In order to ensure the sustainable development of our hotel and do a good job in the service and daily management of human resources, on the basis of continuing to improve the existing work, our key work plan for 20xx is as follows:
First, under the premise of ensuring service quality, strictly control personnel costs.
In general, hotel personnel costs account for about 23% of operating income and 50% of total costs. Personnel cost is an important expenditure besides energy cost. Moreover, in recent years, due to the "labor shortage" in the whole industry, the wage cost of personnel has formed an upward trend year by year. Therefore, our department will continue to adhere to the purpose of streamlining and efficient employment, further calculate the number of posts, rationally adjust the number and methods of employees according to the off-peak season, strictly control the recruitment time, overtime and daily attendance, grasp the budget variables of fixed manpower and flexible manpower in time, and adjust the human budget accordingly.
At present, the staffing of 20xx years has been completed, and our department will rationally adjust the staffing according to the actual situation and operating conditions of the hotel to make the labor cost and hotel income more reasonable; Further adjust the existing salary structure to improve the enthusiasm and efficiency of employees.
In addition, in line with national policies, taking into account the wishes of enterprises and employees, timely and appropriately adjust the payment methods of social insurance for employees. Compared with 20 12 and 20 1 1, the number of hotel participants decreased by as many as 100. On the one hand, it saves a lot of money for enterprises, but it also brings some difficulties to departments when doing annual social security review. But we strive to exchange more benefits for the enterprise at the lowest cost.
Second, personnel recruitment.
1. According to the staffing and hotel operation in 20xx years, the number of hotel staff should be maintained reasonably, and strict checks should be made to recruit high-quality and stable employees.
2. While maintaining and consolidating the existing recruitment channels, further explore other recruitment channels to ensure timely recruitment of departments.
3. Actively contact colleges and universities, recruit interns for front-line departments before the arrival of the hotel peak season, ensure sufficient service personnel in the peak season, supplement high-quality employees, and gradually improve the overall quality of hotel employees. At present, we have contacted Xi 'an Foreign Affairs University to establish a "school-enterprise cooperation" employment practice mode.
4. Develop more flexible and efficient forms of employment, and try to employ interns, weekend helpers and temporary helpers in addition to regular workers to ease the pressure on hotel employees and reduce the cost in peak season.
5. Further establish employment information channels with surrounding communities, sub-district offices, employment centers of labor bureaus and other government departments to provide stable human resources for hotels; At the same time, keep information channels open with major talent markets and talent websites, attend job fairs, and replenish personnel in a timely manner.
6. Pay attention to the internal recruitment methods of the hotel, so that the hotel staff can flow reasonably internally, give employees more opportunities to improve their abilities and promote a virtuous circle of talents.
Third, employee benefits.
While the enterprise is growing, employees should also enjoy the fruits of their labor. In order to further embody "let employees work with dignity", improving various welfare benefits has become the leading direction that employees are most concerned about and enterprises are most concerned about.
1. By adjusting the current salary structure, the hotel ensures the best interests and reasonable income of employees, and enhances the influence of wages and benefits on work enthusiasm and work efficiency.
2. It is planned to increase the salary standard of employees' store age, birthday, labor insurance and other standards in the 20xx annual salary and welfare. In addition, the salary of employees will be adjusted according to the salary survey level of the industry and the employment situation of individual positions in the coming year. So that the salary level of our hotel has the same competitive advantage as that of the same star and surrounding hotels.
3. I hope that through the above enrichment and improvement of employee benefits, we can establish a five-star standard welfare treatment, attract high-quality employees to join, and then enhance the competitiveness and corporate image of our hotel.
Fourth, refined management, quality inspection work is more professional and meticulous.
Inherit the business philosophy of "Quality Improvement Year", carry out the refined management mode in depth, and constantly scrutinize management measures and methods. Starting from the most basic employee gfd, we will manage it in strict accordance with industry norms and establish a five-star professional image of Tianlang people. On the basis of successful experience in the past, we should sort out the existing systems one by one, re-establish and improve various management systems, formulate the assessment system for personnel in various positions, and manage them in strict accordance with the new system, so as to truly achieve refined, strict and professional management. At the same time, strictly control the expenses of our department, focus on the cost of staff canteen, work hard on the variety of colors, and try to control the expenses on the basis of ensuring employees' dining. For example, do a good job in daily cooperation with the purchasing department, and plan to purchase edible oil with high daily cost from Maideyou, so as to achieve good quality and excellent price. For another example, toilet paper, as one of employees' labor insurance, is also ready to switch to high-quality and cheap substitutes.
Five, focus on improving the overall quality of management personnel
At present, hotel staff training mostly focuses on the training of grass-roots staff, but as an important part of management, the training of middle-level managers is rare. Therefore, adhering to the mode of "please come in and go out", it will also be one of the plans for the next three years to arrange internal training for middle-level managers of enterprises from time to time, invite professionals to teach, or arrange key middle-level managers to observe the mode in other senior hotels.
Training of intransitive verbs
1, orientation training for new employees
Training content: hotel product knowledge, hotel gfd regulations, personnel policies and procedures, fire safety knowledge, tourism knowledge and service awareness.
2. Hotel English training
Training time: once a week throughout the year.
Training target: on-the-job employees
Trainer: Human Resources Department
Training Content: Hotel Professional English
Topics of professional English training in various departments:
Front office: hotel courtesy English, vocabulary related to front office service, reception English, reservation English, cashier English, business English, travel English,
Housekeeping Department: Hotel courtesy English, vocabulary related to room service, floor service English, room service center English and travel English.
Chinese food: hotel etiquette English, Chinese food service related vocabulary, Chinese food menu, catering service English, travel English.
Western food: hotel etiquette English, western food service related vocabulary, western food menu, catering service English, travel English.
Sales: Hotel Polite English, Sales English.
Safety: Hotel Courtesy English
3, public * * * course training
1) Staff-level public course:
Training time: conducted in batches every month throughout the year.
Training target: on-the-job employees
Trainer: Human Resources Department, Security Department and foreign inviter (free lecture training)
Training contents: hotel gfd regulations, code of conduct, polite language, service awareness, service details, health knowledge, communication skills, staff quality, staff working attitude, work safety, energy-saving awareness, happy working belief, service value, understanding the types and characteristics of guests, telephone etiquette, expression skills, service attitude and skills, key points and principles for handling guest complaints, hotel quality service, service concept, hotel awareness, and so on. Clerk office automation training and attendance training; Team consciousness development training; Cross-post training; Fire safety knowledge training and fire drills; Makeup artist, health knowledge and first aid knowledge training.
2) Supervise public * * * courses:
Training time: every quarter in batches.
Training target: on-the-job managers
Trainer: Human Resources Department
Training content: supervisor quality training: supervisor training, leadership art, creativity training, incentive training, foreman training, supervisor training, leadership style, leadership function, how to manage employees, time management training, personality and communication, winning in execution, confident speech training, lecturer quality training and lecturer skills training.