人力资源论文.docx

1、人力资源论文Hotel Management and Performance Evaluation Table of ContentsIntroduction 31 Questions in Loews Hotel and Improvements 31.1 Ignored the Communication with Employees 31.2 Compensation Management System Is Imperfect 42 The Impacts of The Experiences for Performance Management 52.1 Achieve Perfor

2、mance of Communication 52.2 Improve The Pay System Based on Performance Management 73 Perpofmance Evaluation Methods Suitable for Hotel 83.1 Critical Incident Method 83.2 Paired Comparison Method 94 Recommendations 9Conclusion 11References 12IntroductionAs chairman and CEO of Loews hotel, Jonathan T

3、isch wanted to understand the work problems between employees and management. So he came into staffs work to get the employees work experience, and found a lack of enterprise management. The lack of the management inspired Tisch to re-thinking human resources management. After making a deep thinking

4、, he put out some important management plans for Loews hotel.1 Questions in Loews Hotel and Improvements1.1 Ignored the communication with employeesFor this enterprise, in the process of management, managers ignored the communication and exchange with employees. Lack of communication led to the mana

5、gement can not really understand the needs of employees, and thus can not solve the problems of them. In business, compared with managers, employees especially workers who did service jobs are the most difficult. For working employees, comfortable working clothes and suitable working tools are very

6、essential. These problems can significantly affect an employees work efficiency and work attitude though they look very small. More communication with the employees and understand heir needs, is the key to improve business performance.Managers should fully consider the situation in the course of emp

7、loyment and pay attention to their ideas. Seriously investigate the work of employees have any ideas and suggestions to their leaders. And then pour out of these ideas and proposals to be answered. For the boss, how to meet various requirements of employees will affect the trust for each other. This

8、 will be of great benefit to the companys development. For example, a securities company held a branch manager at the workshop, the instructor of the company is the director, sincerely told his right experience, so that branch managers have been deeply moved. In order to enhance the performance of b

9、ranches, some branch managers working hard. These cases are good, but there is something wrong with the method. Most of the branch managers, give all work to the employees regardless of how the actual situation is. They only want to be sure to improve business performance. To avoid this, managers sh

10、ould not only focus their vision on the company, but to think more of the employees. At this position to the employees for their ideas, managers will found that the employees naturally willing to implement policies in company. Managers need to understand that only take into account its ideas and mee

11、t their needs can the employees work for you and really help you.1.2 Compensation management system is imperfectThrough in-depth work experience, Mr Tisch found that their employees enthusiasm is not high. Through analysis, the conclusion is that companies pay management system is imperfect. Reward

12、and punishment system is not clear. Outstanding employees are not really encouraged which will affect the employees enthusiasm. It leads to lower efficiency. Mr Tisch thought that the development of detailed and reasonable compensation management system is necessary.Successful companies all have a v

13、ery successful compensation management system. In the work, employees must feel their value has been recognized by others. No matter how wonderful grateful words manager use and how good training manager provide, they ultimately expect is to get their deserved rewards so that their value can be mani

14、fested. In the enterprise, an employees wage is based on the performance of his work set. Salary of an enterprise evaluation system is a prerequisite for employees. Performance and remuneration is directly proportional. The wage differential is necessary. We must work according to specific performan

15、ce under a variety of benefits provided, such as the house, food subsidies, and the credit cards and so on. Practice has fully proved that a reasonable salary allocation under the initiative is the key retain the employees.2 The Impacts of the Experiences for Performance Management2.1 achieve perfor

16、mance of communicationMr Tisch understood of the importance of service employees work through his own hard experience. Learn to understand that employees need to be respected and desire for harmonious staff relations. By improving the management system, staff development to achieve the maximum. Serv

17、iced at the grassroots level, Mr Tisch found that the clothes and tools which workers used in their jobs are not comfortable. It seriously affected the pace of their work. Unsuited working environment will greatly affect their working morale. At this point, Mr Tisch recognized that managers must pay

18、 more attention to the needs of employees. As managers, they should meet the needs of employees from the details and provide employees with a good working environment.The CEO realized that the performance of communication play an important role in performance management. In order to achieve the perf

19、ormance setting, the managers and employee ought to ongoing two-way communication. Administrators and managers need to set performance goals and maintain constant communication.For a company, the real competition is the qualified personnels competition. For the development of enterprises, by all mea

20、ns to retain talent is the focus of managers. Today, many companies aimed at using a variety of ways want to take a rope tied talent to retain talent. Of course, this can play a certain effect. But there are more effective than this method, it is invisible feelings.If managers want to keep people, t

21、hey must pay attention to people. These ropes are not the best way to keep people. In management, in addition to material incentives to meet their basic needs, but also to meet the spiritual needs of employees. Although material incentives play a role to meet the daily needs of employees and live co

22、mfortably despite the hard work of employees, this is not the key to retaining employees. Once the most basic material been met, there is a higher level of demand which is referred to other higher levels of Maslows needs - a sense of security, social, respect and self-realization of the ideal. In ma

23、ny cases, these spiritual motivation is more important, many employees income are not low, but managers still unable to retain people. It is not because of physical, but spiritual. Wise leaders will meet the spiritual needs of employees and give them love and care. These are really fundamental to re

24、tain talent. Managers should give different humane care to meet diverse needs of employees. This method may achieve effective communication with their sincere feelings to retain talents.Managers sentiment will get feedback of love from employees. For a talented person, once formed love to the compan

25、y and managers, he would not choose to leave even if the treatment was almost. That is true to retain talents. In order to achieve this goal, managers must meet the spiritual needs of employees.During the experience of being service personnel, Tisch experienced the situation of being overlooked posi

26、tion. This experience makes him aware of the importance of improving the status of employees. By upgrading the promotion of employees, the managers improve employee working atmosphere. By optimizing the compensation management system, the managers will improve employee productivity. Managers should

27、to seize the many opportunities for fun with the employees such as holiday and to congratulate the company engaged in the festival, or the companys external publicity for foreign performances. Managers must actively participate and together with your employees happy. At this time, the managers shoul

28、d just normal one of them. They have to focus on the activity itself and relax truly. Managers can no longer participate as a serious leader because it will let everyone has an invisible monitoring and control. It potentially affects the relationship between the managers and employees.As a manager,

29、you can even come forward to organize small events and thank for their long-term cooperation and support. When people have a common interest, the employees thoughts and feelings will naturally move closer to the manager, the relationship between them will become closer.2.2 improve the pay system bas

30、ed on performance managementTo play the bonus incentive, managers must do the following:Managers should establish effective standards and build the confidence of the employees of the award criteria. Firstly, the standard which bonus plan based must be fixed. To set the provisions of the circumstance

31、s under which such a standard are effective. Secondly, bonus criteria must be clear. Finally, the bonus criteria must be careful. The managers should not only paid attention to the number but ignore quality. Once fixes the standard of criteria, managers can not arbitrarily raise or lower the standar

32、d bonus rate.Managers should improve the rules and regulations. The institutional and legal management will increase employees trust in business. It become easy and clearly for managers in management. Bonus plan must be based on careful research on working hours, and by industrial engineers, working hours, ergonomics expert and other experts involved in the management.Managers should ensure that the salary has a direct relationship with the effort. One element of that whether a bonus system is successful is to make people believe to get the corresponding bonus through their own efforts. Ther