人力资源管理 论文英文.docx

1、人力资源管理 论文英文HENAN UNIVERSITY OF TECHNOLOGY河南工业大学Bachelor of ManagementAssignment Cover工商管理学士学位课程作业封面MODULE CODE AND NAME科目代码及名称 Module Code 科目代码： B12 Module Name科目名称： 人力资源管理 Lecturer 讲师： 崔颖 Section Code专业班级： 市场营销0905班 Student ID 学生证号码： 200948950508 Student Name学生姓名： 张润楠 Announcement: I declare that t

2、his assignment is ENTIRELY my independent work except where referenced. I have marked any Reference sources and am aware of programme regulations concerning plagiarism and referencing.声明：除了标明出处的引用资料之外，此作业是我独立调查完成的。文内所有引用的资料已经详细标明出处，并且我了解课程中有关抄袭及引用方面的规定。Signature 签名： Lecturer Comments 讲师评语Score 分数：Re

3、ceive Date Year/Month/Day 收到日期： The Performance Management of Loews HotelTable of ContentsIntroductionLoews Hotel has some problems in performance management. Its staffs cant have a great performance when they are working. So the article will provide some good advice and help the CEO to solve the pr

4、oblems in his job. To begin with the questions Tisch have in managing the company and how to improve his managerial ability. Then I will tell Jonathan Tisch and other Loews hotel managers experience that how to affect the companys performance management. It can be divided who four pasts-Object desig

5、n, the Directing of process, Assessment feedback, Motivation and improvement. In addition, I will describe several kinds of performance evaluation which suit the hotel industry. And I will explain both good and bad aspects of each possible choice. And comparing these methods which are actually used

6、in real hotels. The performance evaluation is trite-oriented approach, action-oriented approach and result-oriented approach. Finally I will analyze the things I have mentioned on the front of this article and find the best fit method of measuring performance. The method is 360 degree assessment met

7、hod. So we can know the performance management of hotel comprehensively. And we can also find know the performance management of hotel comprehensively. And we can , also find and solve the problems in hotel. According to these methods of performance management, we can make the hotel more live fully.

8、Key words: Performance management Evaluation Methods1. Questions in Loews Hotel Mr. Tisch is the chairman and CEO of Loews hotel. However he is not the best CEO of the hotel. When he manages the hotel, there are several questions have to be solved. The first question is that the CEO doesnt bring for

9、ward to make a work description or standard occupational responsibility. So the staffs dont have a standard when they are working. They dont know what they should do additional. An excellent employee often finishes every task on time. They always do more works than general employees. But they have t

10、he same salary. So it is easy to make the team creating contradictions. If they status sustains for a long time, the profit of the hotel may decrease. So it is necessary to make a workable description or standardizing occupational responsibility. If Mr. Tisch can do this, the work efficiency of empl

11、oyees might be promoted. The second question is an important question. The Loews hotel doesnt set employees performances assess criteria and direct to implement. Performance is assessed criteria are an important part of Human Resource Management. You can know the conduction of employees when they ar

12、e working. Only by establishing and perfecting scientific performance appraisal system and carrying out the staff incentive policies through can attract and retain talents, making good use of talents. And the excellent employees often provide manta good things to a company. A favorable performance a

13、ssessment might urge employees working hard. Then guests maybe come to the Loews hotel many times rather than other hotels. The third question is that Mr. Tisch and other managers dont learn to care for their employees. Maybe managers will spend much more time in staying with their employees than th

14、eir family. If you are always appearing with the manager image in front of the employees, they might be fed up with this. They work under pressure for a long time. It must do something wrong in their job. Then the guests might be uncomfortable or angry with the hotel. It is a dangerous thing to a ho

15、tel. So it is important to care for employees for a good manager. Your concern can be shown anywhere. For example, Google always has a microwave-oven in the office. Because employees often have no time to eat breakfast. Then the employees had affection for the company gradually. The simple and conve

16、nient way is commending employees. When employees finish their job, they aspire to get the managers approval. So if managers often commend their employees rather than criticism, the employees might work harder and harder. Isnt it what the managers want to see? The final question is that the regulato

17、ry system is not perfect in the hotel. The regulatory system can help managers to know the employees working hard or not. Humans are all mentally lazy, they dont want to work hard but want more and more money. Now it is time for it just to let the regulatory system flow. Every employee should be res

18、ponsible for his performance.2. Management Ability Improvement A good manager needs to improve his management ability. There are several abilities necessary to Mr. Tisch:1. Communicating Ability. To know the rope of employees in the hotel, listen to their thoughts. A manager must have good communica

19、ting ability. Active listening is an important part of this. If you can do this, the employees would support and get along well with you. Then they will not be afraid of managers and managers will not lose their prestige. Employees often come up with constructive advice and their needs. So managers

20、should learn how to listen to employees.2. Coordination Ability. Managers should always understand the employees mood changes. Then they can talk to employees solving the problems. If contradictions have been existing in the team, it was too late. People always make mistakes to deal with the emergen

21、cy. Good managers should resolve contradictions in advance, then they can solve any problems.3. Planning Ability. Managers planning ability is important to the hotel. Not only they should make a short-term strategy, but also to make a long-term strategy. In other words, excellent managers must be fo

22、rethought. And they should let employees know the companys long-term planning in time.4. Managers must aspire to get a great team. So managers must train some talented employees to help them managing the team. It is important in Human Resource Management.5. Govern Ability. It is said that a leader n

23、ever sets up a company, but he will set a team to build a company. So managers must improve their ability and skills to manage their employees. To win the trust of the employees are very important. If managers can do this, his employees would respect him and finish the tasks for him. This is the pro

24、per way towards a virtuous circle to the hotel.3. Performance ManagementThere are four steps of performance management. Mr. Tisch and other managers manage hotel by these steps. And their experience can affect the companys performance management in the four steps:1. Object design. Company should mak

25、e a plan for organizational structure, functions, duties and responsibilities in front of the performance management. The primary mission of object design is important. We should make a target for company, sections and employees. Then managers should communicate with others to establish a single tar

26、get. The most important thing is communicating in object design. Managers should use their experience to ensure that employees understand and agree with the performance goals and their liabilities. So the importance of managers experience showed in this step. Managers know the direction of developme

27、nt direction. And they know what they should finish in the next phase. So the experiences of the managers ensure the accuracy of the targets. Company can avoid mistakes and ensure errors are not missed in the process of development.2. Performance coaching. Performance coaching is the key issues of p

28、erformance management. The primary mission is observing and recording performance information. Managers can make an assessment and adjustment of medium term by these information. Performance coaching is the process that managers and employees discuss about the completion of performance and the gap o

29、f ability and performance. Managers make employees realize the progress of their job by feedback. Managers always direct performance of employees and follow up with corrections where needed. When employees have difficulties in their job, the experience of managers can help them. Because managers had

30、 met a lot of emergencies in their career. They know how to do with these difficulties. And some managers enhance the ability of their employees by training. Coaching is based on feedback on directional discussion, focus on training the ability and improve the performance level of employees.3. Perfo

31、rmance evaluation. Performance evaluation is an important basic work of Human Resource development and management, the study of which having very important realistic significance. Performance evaluation is a very important comment on the Human Resource Management system. It is a significant step to

32、establish a set of performance evaluation system for the performance management. It has standards of performance evaluation: (1) Performance evaluation should consist with enterprises culture and management.(2) It must have emphasis in performance evaluating.(3) Assessment must be effective. Evaluation is the objective and visually of enterprises culture and management. We have to know what we should promote or oppose. Managers should direct employees correctly. We can not evaluate everything of the employees job. So in order to improve the efficiency of th