A complete set of employee incentive programs
A complete set of employee incentive programs, a set of effective employee incentive programs can effectively improve the company's efficiency, drive the staff's motivation, the following you will follow me to take a look at a complete set of employee incentive programs of the relevant knowledge, welcome you to learn and reference.
A complete set of employee incentive programs1
Employee Incentive Program
In the hotel industry, incentives for staff management and prevent staff turnover more play a vital role, especially for the first-line grass-roots employees. However, due to the short start time, the grassroots employees lower cultural level and other issues. China's hotel staff incentives at the grassroots level are still many deficiencies, such as incentives to a single means, incentives unreasonable and so on, these shortcomings are more or less in the impact of the development of China's hotel industry. This paper takes Jinshi International Conference Center as the object of study, and analyzes in detail the current status and problems of the hotel's grass-roots staff incentives on the basis of the survey, and systematically analyzes the problems and puts forward solutions.
First, the basic situation of Jinshi International Conference Center
Jinshi Conference Center is located in Jinshi Beach Tourist Resort, as Dalian's local veteran hotel brand enjoys a certain degree of popularity. The center currently has more than 400 employees, a building area of 47,000 square meters, with various types of luxury rooms and 20 villas, can provide large-scale conference facilities and recreational facilities. However, due to the geographical location is far from the city, and is located in the tourist attractions, the hotel business off-peak season is clear.
Employee labor security, Jinshi Conference Center for all the official staff signed a labor contract, and for the enterprise staff to provide staff dormitory and staff canteen and convenience stores. The hotel staff to implement the 8-hour working day, although there is the phenomenon of overtime, but basically in the staff's personal will to carry out the shift or shift. At the same time, the center also has for the front-line staff of the wedding leave, maternity leave and bereavement leave, staff rest time can be guaranteed. As the hotel has off-season closure (January-March every year), the staff also take vacation and rest during this period. Due to the aging of the equipment in the staff quarters and the cafeteria, the quality of the meals served in the cafeteria does not yet meet the needs of the staff.
Second, the research methodology, conclusions and reasons
(a) research methodology and conclusions
This study used the interview survey method, directly with the Jinshi International Conference Center front-line employees to obtain the most direct information. The interview subjects **** 10 people, involving the hotel Chinese food department, Western food department, wine department three departments; positions involving front-line service staff, foreman and department manager and so on. The survey was conducted through conversations, records, and responses to questions in order to quantify the current status and problems of employee motivation at Jinshi International Conference Center.
At present, Jinshi International Conference Center can basically meet the basic needs of the employees' work, but it is not fruitful to guarantee that the employees can fully realize their own value in the hotel. The reason why most employees work in the center is because it is easier to work here, the natural environment is better, as a landing point in order to find better opportunities. Most of the employees lack the sense of fulfillment and loyalty to their work, not to mention the sense of happiness that work can bring to them. In other words, the current perception of employees towards their work is just a job rather than a career. It can be seen that the fulfillment of the relationship needs of the employees in Jinshi Conference Center is not perfect.
(2) Causes
First, there are certain barriers to employee communication. The communication of front-line employees is limited to the majority of the department, which leads to a narrower scope of communication, and the formation of a large number of "small groups", the foreman only with the foreman interaction, the waiter only with the waiter communication, the chef only with the chef contact. The organization lacks the construction of corporate culture, and the staff lacks the feeling of "being cared by the enterprise". Although the hotel in the Mid-Autumn Festival, National Day and other major festivals symbolically to the enterprise front-line employees issued moon cakes or meal subsidies and other physical subsidies, but the enterprise in this regard is still not as good as similar hotels.
Second, the social needs of employees can not be satisfied. Due to the geographic location of the Jinshi Conference Center is more remote, in and out of the company rely entirely on the shuttle bus, which led to a narrower social circle of employees, the end of the end of the work in addition to the staff dormitory nowhere to go, easy to cause the staff's social psychological barriers, which from the side of the reaction to the hotel's lack of attention to the welfare of the staff.
Third, the center for the low level of attention to corporate employees. The center almost never organize any spare time activities, which is difficult for employees to produce a collective sense of honor and sense of belonging, can not be proud of as Jinshi Conference Center employees, the collective sense of belonging needs to be strengthened.
Three, to enhance the effectiveness of the hotel grass-roots staff incentives
Incentives are the most common and effective method of mobilizing staff motivation and creativity in the management of modern hotels. To improve the effectiveness of grass-roots employee motivation, we need to start from many aspects of the enterprise, such as the internal system of the enterprise, the concept of management personnel should be changed.
(a) the survival of the need for incentives
For the hotel front-line staff, pay incentives is the most direct and most effective means of incentives. Therefore, the scientific salary system is the most direct stimulation of the hotel staff and mobilize the enthusiasm of the staff. According to Victor? Frum's expectation theory and Adams' equity theory, a scientific compensation system should have three necessary conditions: fairness, attractiveness, and reasonableness. According to the formula of equity theory, employees will compare their own input compensation ratio with that of other employees around them, and then act according to their own conclusions. When they perceive themselves to be in an "unfair" situation, they will often choose to change their inputs to achieve balance (effort or early retirement). The difference is that if equity is not achieved after such actions, the employee will actively seek equity from their organization, such as asking their leaders for a raise. When all methods fail to achieve equity, the employee leaves. Therefore, it is important to take objective fairness into account when building a compensation system.
(ii) Protection needs to be incentivized
In the protection system, as an employer should be clear about the work system and responsibilities of front-line employees, to ensure the stability of working hours and rest time, to ensure that the employee's personality is fully respected. To sign a formal labor contract with the employees, to clarify the rights and obligations of the employees in the medical, housing, insurance, pension. Strengthen the sense of collective identity, eliminate the idea of "transit station", and encourage employees to serve the hotel for a long time. The hotel should pay attention to the construction of environmental facilities to ensure the health and safety of staff accommodation. The good and bad working environment of the staff directly affects the mobility and loyalty of the staff. At the same time as much as possible to enrich the life of employees, the construction of some of the cultural and sports facilities that can be accessed by employees on a daily basis, such as table tennis or billiards room, gym, etc..
(C) the relationship needs of motivation
In order to meet the needs of employees to be respected and communication, the corporate culture has become a fundamental condition to meet the needs of this incentive. The culture of the enterprise determines the need for employee respect, such as the famous Foxconn company is not properly dealt with employee relations needs to lead to a series of tragedies. In a sense, the nature of the hotel staff's work is the same as that of Foxconn employees. The way to improve is to establish a people-oriented corporate culture environment. Corporate culture refers to an organization's unique values, beliefs and styles of doing things that can represent the logo of the enterprise. Corporate culture as a management method has been commonly used in contemporary hotel management, and in varying degrees of motivation and as a code of conduct for employees.
Developmental Motivation
Employee developmental motivation refers to the creation of more opportunities for employees to become better than they were in the past. Applied to business management, employee development incentives mean that the company provides opportunities to give employees training, promotions, raises, and allows employees to continually improve their abilities so that they can take on jobs that are more meaningful and create more opportunities for value creation.
A complete set of employee incentive programs2Employee Incentive Programs
I. Selection
The restaurant department set up the "Personalized Service Case Record Book", which will be a record of personalized service that occurs every day. Monthly statistics. Recorded by the restaurant according to the number of personalized service (more than 10 times) and the quality of the assessment, the General Office, business management review of the month "personalized service star".
Second, incentives
By the manager of the monthly staff meeting to announce the list, inform the deeds, give praise and reward cash 60 yuan. At the same time as a candidate for outstanding employees.
Top Salesman
First, the selection method
High-end liquor promotions every month by the restaurant department to provide statistical information, financial, business management review, the general manager approval.
Second, the incentives
Departmental recognition and the issuance of a bonus of 60 yuan.
Advanced Pacesetter
I. Selection method
No guest complaints in the month, the most praised, without any disciplinary action, the highest score of the democratic assessment of the restaurant department business pacesetter. Restaurant reported materials, general office, business management review, general manager approval.
Two, the way to reward
Reward 50 yuan in cash and as a candidate for outstanding staff.
Daily incentives
First, the guests praise the service
Each time each case reward 5-10 yuan and recorded in the "restaurant department case records. The case is reported to the enterprise management audit issued bonuses.
Second, the guests complained about the service
Each time each case is fined 5-20 yuan and recorded in the "restaurant department case records. The seriousness of the situation according to the hotel loss aggravated punishment. Cases are reported to the enterprise management review and cash penalties.
Third, affectionate (personalized) service
Cases reported by the restaurant department, submitted to the Ministry of Management review each reward 5-10 yuan.
Pick up money
Each pick up money by the restaurant department reported, submitted to the enterprise management review, according to the situation to give a reward 5-30 yuan.
Employee Motivational Words
1, the stock has up and down, but with the confidence sign 'stock will make you forever up and down.
2. Obstacles and failures are the most stable and reliable stepping stones to success. If you are willing to study and utilize them, you will be able to cultivate success from failure.
3. Action is the ladder of success, the more action, the higher the climb.
4. If we do and do not do will be laughed at, if do not do well and do well will be laughed at, then we simply do better, to give people laugh!
5, do not wait for opportunities, but to create opportunities.
6. People who lose money lose very little, people who lose health lose a lot, and people who lose courage lose everything.
7. Great endeavors are not accomplished by strength, speed, and physical agility, but by the power of character, will, and knowledge.
8, if you want to dig a well, you have to dig until the water comes out.
9, if you hope to succeed, with perseverance as a good friend, experience as a counselor, caution as a brother, and hope as a sentinel.
10, positive people believe that only to promote their own to promote the world, as long as to promote their own can promote the world.
11, the environment will never be perfect, negative people are controlled by the environment, but positive people control the environment.
12, the loss of money can be recovered, once the loss of credibility is very difficult to recover.
13, endure the pain that others can not endure, eat the pain that others can not eat, in order to harvest the harvest that others can not get.
14, poverty is not the need to plan, to get rich only need a well-planned - and go to practice it.
15, have a dream is only a kind of intelligence, realize the dream is a kind of ability.
16, no one rich enough to not want the help of others, and no one poor enough to help others in some way.
17, the lamp of life is lit by enthusiasm, the boat of life because of the struggle and forward.
18, believe is strong, doubt will only inhibit the ability, and faith is power.
19, the world is not in the hands of those who scoffed, but precisely in the hands of those who can withstand ridicule and criticism and still continue to go forward.
20, the law of success is extremely simple, but simple does not mean easy.
21, the fear of their own suffering, has been because of their own fear of suffering.
22, When a person first begins to struggle from within himself, he is a worthy person.
23. The wise man seeks everything for himself, the fool seeks everything for others.
24, marketing products for the customer's heart, not for the customer's head.
25, each day you pay a higher price than the previous day, because your life is shortened by one day, so each day you have to be more active. Today is too precious to be eroded by sour worries and bitter regrets; lift up your chin and seize the day, it will never come back.
26, the most important thing is not to look at the distant vague, but to do what is clear at hand.