A Survey About the Hilton Hotel's Job Satisfaction

...

people management of the Road

Different customers may have different needs, the Hilton how to ensure that every customer is satisfied with that? Hilton creative use of people management, play each employee's initiative and creativity. Core people management philosophy is: on the one hand the staff as the subject of business, on the other hand, the staff of the enterprise as a supporting point construction. From the date of creation, the Hilton on that: only a sense of ownership of the employees, in order to truly "customer first." As one of Hilton's manager, said:. "Not satisfied with the staff, there is no satisfactory guests and good service environment," Hilton today has seen people management company's core business philosophy, and launched its own characteristics Flexible management strategy.

Eight. Employee Performance Management and Incentive

Employee performance is the staff according to business requirements and expectations, privileges and responsibilities of the job, through its own efforts to create jobs and influence the outcome. Performance management can help employees create performance and maintain performance and improve performance. Thus improving the overall operational efficiency of enterprises; In addition, a comprehensive assessment of employees, can motivate employees and provide real, provide the basis for the use of personnel. The employee's work performance management activities and organizational goals, to ensure that employees play an ability to reach a predetermined target companies. And employee motivation so that employees can fully mobilize the enthusiasm, so to increase their efforts.

Hilton for staff from multi-faceted performance evaluation, and training of competent personnel in charge every time regular employees professional skills training and assessment, reward employees. So in order to ensure long-term employees to maintain high morale and quality of service.

mission, values ​​and way of honor

Hilton's values ​​are "service with a smile, at home." Hilton boss often ask employees: "You smile guests today yet?" Hotel staff convey these values ​​to make them trust each other, there is a collective sense of honor and self-discipline, so that employees are proud of the achievements and honors, shared values.

process and scale mode

Hilton has its own performance measures - KPI Index System of the Balanced Scorecard. Architecture of the six dimensions and indicators of financial system, customer, internal operations, innovative learning and growth, risk, social contribution to scientific evaluation of strategic hotel management performance. Let employees know the company you want to do what they know how to measure performance and the reasons for doing so.

innovative way

Let employees have personal freedom, fewer behavioral norms, to choose their own work activities. Such as the Hilton on the point of allowing employees to wear their own clothes to serve customers.

Personal Achievements way

Affirmed the work of employees, the opportunity to have the ability to give employees promoted. Such as Beijing Hilton Hotel for the performance of good, strong working ability of employees priority over external applicants for promotion opportunities.

reward and celebrate

The establishment of various awards to reward and celebrate achievements. Beijing Hilton offers outstanding award, performance award to reward employees.

IX. Inadequate management office staff and specific recommendations

[A] problem has been the lack of material incentives

Enterprises are to improve staff motivation, employee compensation is a very important point, material needs are always people's basic needs. Data show that in Chongqing several international five-star hotel in the Hilton Hotel at the lowest level of total wages, lower on average than other hotels around 200 yuan. Xierdunxi restaurant 900 ordinary employees, Marriott restaurant 1050, Intercontinental 1100.

Complaints and suggestions: increase material incentives, improve employee loyalty to the enterprise

1. combined with the actual situation, strengthen staff performance appraisal and assessment, and to establish and improve the system of material incentives;

2. The targeted material incentives for employees, and an appropriate increase in the level of material incentives;

3. To ensure timely incentive and incentive measures, so as to ensure the incentive effect.

[B] lack of participation in the issue of staff motivation

As Napoleon said, "I do not want the general's soldiers is not a good soldier," employees are involved in the management of modern requirements and desire to create and provide opportunities for all staff involved in the management of their enthusiasm for an effective way to mobilize. But part of the domestic Hilton hotel management after the regular meeting to listen ignored, so that employees have a negative mood

Complaints and suggestions:

1. Management level

Implementation of transparent management of internal operations. By improving the management system, and strive to make employees understand the whole process of business management, so that employees become active participants and real managers, mobilize the enthusiasm of employees to participate in enterprise management, and enhance employees' sense of ownership, improve employee satisfaction.

2. Internal communication level

Improve and perfect the internal communication mechanism, improve employee satisfaction and improve business meeting system, effectively communicate within the organization, to improve the efficiency and effectiveness of internal communication. Actively promote between internal staff and employees, informal communication between staff and management, as employees can work comments and suggestions via e-mail to corporate management, online interactive network, etc., through this informal way, advocacy staff say the idea of ​​mind, and through flexible channels to pass information to management, thereby