The human resources department of the hotel is the most important component of the hotel, and is the core and foundation for achieving the hotel's operation management and business objectives. Through recruitment, hiring, training, selection, deployment, assessment, rewards and punishments, wages and benefits, labor insurance, labor dispute settlement and other management activities, the human resources department can effectively organize the team, improve the team's work efficiency, and achieve the company's development goals.
Therefore, it is crucial for HR managers to prepare for the opening of their hotel. According to the preliminary expected opening time of the hotel, the preparatory work ideas of the hotel's human resources department are briefly listed.
1. Set up a hotel preparatory office and set up a preparatory team
1. The preparatory office should be close to the project office and construction site, so as to keep abreast of the construction progress of the project;
2. The preparatory team should include the general manager (team leader), human resources manager, financial manager, engineering manager, restaurant manager/executive chef, and room manager;
3. Formulate the work system of the hotel preparatory period to ensure that the preparatory work is standardized, standardized and scientific;
2. According to the expected opening schedule of the hotel, assist in formulating the "Preparatory Work Plan Schedule"
1. The "Preparatory Work Plan Schedule" should list the work plans in detail, and divide them in detail by month, week and day;
2. All members of the preparatory team shall carry out all preparatory work in strict accordance with the planned schedule;
3. Formulate the work plan of the human resources department and carry out the preliminary hotel human resources market research
1. Work plan promotion table, including work item classification, project details, project schedule (month/week), completion time, responsible person, remarks, etc.;
2. Human resources market research, including the salary of the local industry (including employee wages, employee benefits, employee treatment, etc.), human resources market channels (including local tourism, technical professional colleges, etc.), to lay the foundation for the later recruitment of hotel personnel;
4. According to the overall plan of the hotel, combined with the actual situation of the hotel, formulate the hotel organizational chart and staffing plan
1. Based on the principle of streamlining, efficiency and versatility, we should refer to the operation mode of each department to carry out reasonable post and arrangement;
2. The housekeeping department (including the front office) should consider the workload, working hours, service sustainability and other factors of personnel in different areas to determine the position and routine allocation;
3. The catering department (including banquets) can consider factors such as operating time, workload, customer requirements, etc., and adopt a combination of conventional configuration and flexible deployment under the premise of post allocation;
5. Formulate a salary and welfare system plan that is in line with the long-term development of the hotel
1. Design a competitive hotel salary and welfare system to attract high-quality talents;
2. According to the overall operating budget of the hotel, calculate the proportion of human resource cost of the hotel (15%~20%), and effectively control the total salary;
3. The salary architecture can be designed according to basic salary, performance salary, post subsidy, bonus/commission, etc.;
4. The welfare structure and plan can be designed with reference to the results of the industry salary and welfare survey and the hotel operating budget plan;
6. Prepare the cost budget of the human resources department
1. Annual/monthly total salary budget;
2. Annual/monthly employee welfare budget (including employee meals, staff dormitories, employee daily benefits and holiday benefits, etc.);
3. Annual/monthly recruitment cost budget (including online platform recruitment, talent market recruitment, college recruitment, employee referral, etc.);
4. Annual/monthly staff training cost budget;
5. Budget for office/entertainment expenses of the human resources department (including daily office, public relations affairs entertainment, college cooperation entertainment, etc.);
7. Formulate a recruitment plan and carry out recruitment
1. According to the hotel decoration construction progress and staffing plan, formulate the opening recruitment plan and plan;
2. Gradually open recruitment channels and implement recruitment work;
(1) Seek the cooperation of the sales department to increase the release of recruitment information in the pre-opening promotion of the hotel;
(2) Effectively use online recruitment channels to promote recruitment (management personnel are mainly based on the best Oriental and Zhaopin recruitment channels; Grass-roots employees are mainly based on 58.com channels);
(3) Seek cooperation with institutions to expand recruitment channels (charity schools, economic and trade colleges, tourism colleges, vocational colleges, etc.) to attract college interns and graduates;
(4) Excavate employee referral channels to attract people in the same industry;
3. Select a suitable interview location, carry out professional interview process and employee screening;
4. Hotel decoration progress, opening training schedule, waste land work schedule, and formulate employee entry schedule;
8. Compile hotel staff handbooks, training manuals, management systems, human resources forms, etc
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