人力资源论文Word文档下载推荐.docx
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人力资源论文Word文档下载推荐.docx
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Introduction3
1QuestionsinLoewsHotelandImprovements3
1.1IgnoredtheCommunicationwithEmployees3
1.2CompensationManagementSystemIsImperfect4
2TheImpactsofTheExperiencesforPerformanceManagement5
2.1AchievePerformanceofCommunication5
2.2ImproveThePaySystemBasedonPerformanceManagement7
3PerpofmanceEvaluationMethodsSuitableforHotel8
3.1CriticalIncidentMethod8
3.2PairedComparisonMethod9
4Recommendations9
Conclusion11
References12
Introduction
AschairmanandCEOofLoewshotel,JonathanTischwantedtounderstandtheworkproblemsbetweenemployeesandmanagement.Sohecameintostaff’sworktogettheemployee'
sworkexperience,andfoundalackofenterprisemanagement.ThelackofthemanagementinspiredTischtore-thinkinghumanresourcesmanagement.Aftermakingadeepthinking,heputoutsomeimportantmanagementplansforLoewshotel.
1QuestionsinLoewsHotelandImprovements
1.1Ignoredthecommunicationwithemployees
Forthisenterprise,intheprocessofmanagement,managersignoredthecommunicationandexchangewithemployees.Lackofcommunicationledtothemanagementcannotreallyunderstandtheneedsofemployees,andthuscannotsolvetheproblemsofthem.Inbusiness,comparedwithmanagers,employeesespeciallyworkerswhodidservicejobsarethemostdifficult.Forworkingemployees,comfortableworkingclothesandsuitableworkingtoolsareveryessential.Theseproblemscansignificantlyaffectanemployee'
sworkefficiencyandworkattitudethoughtheylookverysmall.Morecommunicationwiththeemployeesandunderstandheirneeds,isthekeytoimprovebusinessperformance.
Managersshouldfullyconsiderthesituationinthecourseofemploymentandpayattentiontotheirideas.Seriouslyinvestigatetheworkofemployeeshaveanyideasandsuggestionstotheirleaders.Andthenpouroutoftheseideasandproposalstobeanswered.Fortheboss,howtomeetvariousrequirementsofemployeeswillaffectthetrustforeachother.Thiswillbeofgreatbenefittothecompany'
sdevelopment.Forexample,asecuritiescompanyheldabranchmanagerattheworkshop,theinstructorofthecompanyisthedirector,sincerelytoldhisrightexperience,sothatbranchmanagershavebeendeeplymoved.Inordertoenhancetheperformanceofbranches,somebranchmanagersworkinghard.Thesecasesaregood,butthereissomethingwrongwiththemethod.Mostofthebranchmanagers,giveallworktotheemployeesregardlessofhowtheactualsituationis.Theyonlywanttobesuretoimprovebusinessperformance.Toavoidthis,managersshouldnotonlyfocustheirvisiononthecompany,buttothinkmoreoftheemployees.Atthispositiontotheemployeesfortheirideas,managerswillfoundthattheemployeesnaturallywillingtoimplementpoliciesincompany.Managersneedtounderstandthatonlytakeintoaccountitsideasandmeettheirneedscantheemployeesworkforyouandreallyhelpyou.
1.2Compensationmanagementsystemisimperfect
Throughin-depthworkexperience,MrTischfoundthattheiremployees’enthusiasmisnothigh.Throughanalysis,theconclusionisthatcompaniespaymanagementsystemisimperfect.Rewardandpunishmentsystemisnotclear.Outstandingemployeesarenotreallyencouragedwhichwillaffecttheemployees'
enthusiasm.Itleadstolowerefficiency.MrTischthoughtthatthedevelopmentofdetailedandreasonablecompensationmanagementsystemisnecessary.
Successfulcompaniesallhaveaverysuccessfulcompensationmanagementsystem.Inthework,employeesmustfeeltheirvaluehasbeenrecognizedbyothers.Nomatterhowwonderfulgratefulwordsmanageruseandhowgoodtrainingmanagerprovide,theyultimatelyexpectistogettheirdeservedrewardssothattheirvaluecanbemanifested.Intheenterprise,anemployee’swageisbasedontheperformanceofhisworkset.Salaryofanenterpriseevaluationsystemisaprerequisiteforemployees.Performanceandremunerationisdirectlyproportional.Thewagedifferentialisnecessary.Wemustworkaccordingtospecificperformanceunderavarietyofbenefitsprovided,suchasthehouse,foodsubsidies,andthecreditcardsandsoon.Practicehasfullyprovedthatareasonablesalaryallocationundertheinitiativeisthekeyretaintheemployees.
2TheImpactsoftheExperiencesforPerformanceManagement
2.1achieveperformanceofcommunication
MrTischunderstoodoftheimportanceofserviceemployee’sworkthroughhisownhardexperience.Learntounderstandthatemployeesneedtoberespectedanddesireforharmoniousstaffrelations.Byimprovingthemanagementsystem,staffdevelopmenttoachievethemaximum.Servicedatthegrassrootslevel,MrTischfoundthattheclothesandtoolswhichworkersusedintheirjobsarenotcomfortable.Itseriouslyaffectedthepaceoftheirwork.Unsuitedworkingenvironmentwillgreatlyaffecttheirworkingmorale.Atthispoint,MrTischrecognizedthatmanagersmustpaymoreattentiontotheneedsofemployees.Asmanagers,theyshouldmeettheneedsofemployeesfromthedetailsandprovideemployeeswithagoodworkingenvironment.
TheCEOrealizedthattheperformanceofcommunicationplayanimportantroleinperformancemanagement.Inordertoachievetheperformancesetting,themanagersandemployeeoughttoongoingtwo-waycommunication.Administratorsandmanagersneedtosetperformancegoalsandmaintainconstantcommunication.
Foracompany,therealcompetitionisthequalifiedpersonnel’scompetition.Forthedevelopmentofenterprises,byallmeanstoretaintalentisthefocusofmanagers.Today,manycompaniesaimedatusingavarietyofwayswanttotakearopetiedtalenttoretaintalent.Ofcourse,thiscanplayacertaineffect.Buttherearemoreeffectivethanthismethod,itisinvisiblefeelings.
Ifmanagerswanttokeeppeople,theymustpayattentiontopeople.Theseropesarenotthebestwaytokeeppeople.Inmanagement,inadditiontomaterialincentivestomeettheirbasicneeds,butalsotomeetthespiritualneedsofemployees.Althoughmaterialincentivesplayaroletomeetthedailyneedsofemployeesandlivecomfortablydespitethehardworkofemployees,thisisnotthekeytoretainingemployees.Oncethemostbasicmaterialbeenmet,thereisahigherlevelofdemandwhichisreferredtootherhigherlevelsofMaslow'
sneeds-asenseofsecurity,social,respectandself-realizationoftheideal.Inmanycases,thesespiritualmotivationismoreimportant,manyemployees’incomearenotlow,butmanagersstillunabletoretainpeople.Itisnotbecauseofphysical,butspiritual.Wiseleaderswillmeetthespiritualneedsofemployeesandgivethemloveandcare.Thesearereallyfundamentaltoretaintalent.Managersshouldgivedifferenthumanecaretomeetdiverseneedsofemployees.Thismethodmayachieveeffectivecommunicationwiththeirsincerefeelingstoretaintalents.
Manager'
ssentimentwillgetfeedbackoflovefromemployees.Foratalentedperson,onceformedlovetothecompanyandmanagers,hewouldnotchoosetoleaveevenifthetreatmentwasalmost.Thatistruetoretaintalents.Inordertoachievethisgoal,managersmustmeetthespiritualneedsofemployees.
Duringtheexperienceofbeingservicepersonnel,Tischexperiencedthesituationofbeingoverlookedposition.Thisexperiencemakeshimawareoftheimportanceofimprovingthestatusofemployees.Byupgradingthepromotionofemployees,themanagersimproveemployeeworkingatmosphere.Byoptimizingthecompensationmanagementsystem,themanagerswillimproveemployeeproductivity.
Managersshouldtoseizethemanyopportunitiesforfunwiththeemployeessuchasholidayandtocongratulatethecompanyengagedinthefestival,orthecompany'
sexternalpublicityforforeignperformances.Managersmustactivelyparticipateandtogetherwithyouremployeeshappy.Atthistime,themanagersshouldjustnormaloneofthem.Theyhavetofocusontheactivityitselfandrelaxtruly.Managerscannolongerparticipateasaseriousleaderbecauseitwillleteveryonehasaninvisiblemonitoringandcontrol.Itpotentiallyaffectstherelationshipbetweenthemanagersandemployees.
Asamanager,youcanevencomeforwardtoorganizesmalleventsandthankfortheirlong-termcooperationandsupport.Whenpeoplehaveacommoninterest,theemployee'
sthoughtsandfeelingswillnaturallymoveclosertothemanager,therelationshipbetweenthemwillbecomecloser.
2.2improvethepaysystembasedonperformancemanagement
Toplaythebonusincentive,managersmustdothefollowing:
Managersshouldestablisheffectivestandardsandbuildtheconfidenceoftheemployeesoftheawardcriteria.Firstly,thestandardwhichbonusplanbasedmustbefixed.Tosettheprovisionsofthecircumstancesunderwhichsuchastandardareeffective.Secondly,bonuscriteriamustbeclear.Finally,thebonuscriteriamustbecareful.Themanagersshouldnotonlypaidattentiontothenumberbutignorequality.Oncefixesthestandardofcriteria,managerscannotarbitrarilyraiseorlowerthestandardbonusrate.
Managersshouldimprovetherulesandregulations.Theinstitutionalandlegalmanagementwillincreaseemployees’trustinbusiness.Itbecomeeasyandclearlyformanagersinmanagement.Bonusplanmustbebasedoncarefulresearchonworkinghours,andbyindustrialengineers,workinghours,ergonomicsexpertandotherexpertsinvolvedinthemanagement.
Managersshouldensurethatthesalaryhasadirectrelationshipwiththeeffort.Oneelementofthatwhetherabonussystemissuccessfulistomakepeoplebelievetogetthecorrespondingbonusthroughtheirownefforts.Ther
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