How is the work of the human resources department of state-owned enterprises? 5 articles on the work plan of the human resources department

Human Resources Department Work Plan 1

Generally speaking, administrative management work is to provide three services: serving leaders, serving employees, Serve customers.

1. Corporate culture and team building

Refining and learning corporate culture to achieve the purpose of unifying thinking, educating employees, purifying the environment, gathering people's hearts internally, building an external image, motivating and stabilizing .

Corporate culture has two binding forces, one is hard - system, and the other is soft - cultural life.

In 20__, we will sort out corporate values, corporate spirit, and business philosophy, and improve and clarify the specific content that can be accepted by employees.

Within the company, it is planned to organize a collective activity every quarter to improve corporate cohesion and activate the corporate atmosphere.

Specific team building projects are planned:

1. Cultural and sports activities: Coordinate various departments to organize fun sports, karaoke and other cultural and sports activities.

2. Important holiday activities and welfare distribution, Dragon Boat Festival, Mid-Autumn Festival, Spring Festival, Si Qing...

3. Annual outstanding employee selection and travel.

4. Spring Festival party, awards to outstanding employees, dinner at the Spring Festival annual party, and lottery activities.

5. Discuss and learn about corporate culture.

6. Administrative inspection, environment, order, work cards, etc., weekly and monthly inspections, results and problems announced on the list, and awards to outstanding departments at the end of the year.

7. Hold a staff meeting once a month to indicate the direction of work and boost employee morale.

2. System Construction

The system is the summary of work experience and the guarantee for the achievement of work results.

The preparation and revision of the system must not only follow the actual work needs, but also be forward-looking.

3. Employee living environment

1. Conduct health inspections and evaluations of employee dormitories to identify hygienic individuals and dormitories, and punish disciplinary violations in accordance with regulations.

2. Employee canteen: Understand the dietary preferences of employees, try to diversify the dishes, ensure the quality of the meals, and allow employees to eat affordable and satisfying meals.

4. Relationship coordination

Externally: Learn from the experience of advanced companies in the industry, strengthen communication with staff of relevant government departments, and ensure normal company operations.

Internal: Communication between departments, regular coordination and communication meetings, empathy, elimination of barriers, and unity and cooperation.

5. Environmental Sanitation

Sanitation: Implement a responsibility system and a daily inspection system, and promptly supervise rectifications at the work site to ensure a clean environment.

6. Daily Administrative Affairs

1. Reception: Reception services mainly include interviewers and company customers. To a certain extent, personnel quality plays a decisive role in the quality of reception services. As a result, we decided to conduct training on the cultural accomplishment, etiquette and basic situation of the company for reception employees to successfully complete the reception task.

2. Annual review of licenses and licenses: Register the licenses and licenses that need to be processed, determine the processing time in advance, and arrange to complete the annual license review of enterprises and vehicles within the specified period. The annual goal is a timely processing rate of 100 %.

3. Data organization: Strictly standardize and implement the document and data management system, classify and archive data, and achieve a 100% registration rate for sending and receiving documents.

4. Purchase and use of office supplies: Purchase and use office supplies according to the annual budget, and use durable office supplies, such as staplers, calculators, pens, etc. on the principle of trade-in for new ones.

5. Vehicle management: Strictly implement the vehicle use management system, timely maintenance and cleaning, timely determination of liability and timely handling of damage.

Human Resources Department Work Plan 2

1. Guiding Ideology

In view of the weak adaptability, innovation potential and improvement potential of employees, combined with the company's overall development strategy , vigorously promote the employee quality improvement project, highlight the cultivation of high-skilled and high-tech talents and professional and technical force reserve training, and provide appropriate human resources for the company to establish an outstanding enterprise with sustainable competitiveness.

2. Preparation principles

(1) Combining strategic training with applicability training and improvement training.

(2) Open to all employees and highlight key points.

(3) Centralized management, overall arrangements, and clear responsibilities.

(4) Make full use of resources and focus on practical results.

3. The main tasks of training

(1) Combining the company’s new technology, new equipment, and new processes, using career development as the driving force, skill appraisal as a means, and skills training , technical competitions and mentoring and mentoring as carriers to vigorously promote the cultivation of high-skilled talents.

1. Open training courses for technicians (including senior technicians, technicians, and default technicians) in refining, continuous casting, steel rolling, welders, instrument workers and other professional types of work, with *** training names; carry out training courses for welders and instrument workers Training courses for senior workers in various types of work such as boilers, steam turbines, etc., *** training name.

2. High standards and strict requirements, and effectively carry out skills competition training for young workers in the company's general work types such as fitters and overhead cranes, as well as some industry types, to cultivate company-level technical experts. At the same time, in accordance with national, provincial and industry requirements, we will organize the selection and training of participants in relevant job skills competitions and train 2 technical experts above the provincial level.

3. Vigorously implement the skilled talent training project.

Based on actual conditions, each unit will equip experienced and outstanding skilled talents (special technicians, responsible technicians, etc.) with an employee who is rich in theory and has strong written expression ability as an assistant, forming an excellent A team of highly skilled talents plus a highly educated assistant. The tutor imparts practical experience to the assistant, and the assistant helps the tutor improve theoretical knowledge, sort out operational experience, know-how, insights, etc., and cultivate a group of knowledge-based and compound high-skilled talents.

4. Select and send 50 key operators of the company’s pellet shaft furnace, blast furnace, converter, continuous casting, refining, rolling, etc. to relevant similar companies for on-site training to learn and understand advanced operating technologies. and methods.

(2) Make full use of internal and external resources and vigorously carry out continuing education and technology improvement training for professional and technical personnel.

1. Give full play to the role of the training center and organize training courses on computer application improvement, computer three-dimensional drawing, hydraulic technology, frequency conversion technology, PLC, English, etc. at different levels.

2. In conjunction with new product development, there are plans to hire internal and external experts to teach "" knowledge and carry out technical lectures; combined with on-site processes and equipment, hire experts from equipment manufacturers to come to the company to carry out high-level hydraulic technology, Professional on-site training on frequency conversion technology, special instruments, etc. promotes the dissemination of new technologies and processes.

3. Increase the intensity of sending out training, plan to select outstanding professional and technical personnel to the company and other advanced foreign enterprises for corresponding job training, and send outstanding professional and technical personnel to relevant domestic enterprises, colleges and universities Study in colleges and universities to improve professional and technical levels and provide intellectual support for the company's technological progress and technological transformation.

(3) To adapt to the needs of company development and management improvement, strengthen the training of various management personnel required by the company.

1. According to the requirements of the provincial party committee, the provincial State-owned Assets Supervision and Administration Commission, the group and other superior authorities, high- and middle-level managers are selected in a planned manner and sent out for training to further improve the production, operation and management of middle- and high-level managers. potential.

2. Increase the intensity of off-the-job training for managers at all levels.

Conduct qualification training for mid-level managers who are newly promoted or to be promoted; hold a one-year off-the-job rotation training class for middle-level managers using the core MBA courses as the main material and combined with the company's management practices and requirements; use grassroots management theory and Using practice as the main material, organize two off-the-job rotation training courses for grassroots managers that last for more than 6 months; continue to use the "Enterprise Team Leader Training Tutorial" as the main material to organize 5 off-the-job training courses for key personnel of the team and one month; General Combining management capabilities with professional management capabilities, we organize a training period for procurement and marketing system personnel that lasts for more than 6 months.

(4) Continue to carry out adaptive and improved training on various related knowledge and skills at different levels.

1. According to the requirements of each management system certification, we adopt the centralized training class method and continue to carry out evidence collection and review of more than 200 internal auditors, relevant management personnel, key position personnel, and special operations personnel at different levels. Centralized training on certification; adopting a combination of self-organized classes, team learning, and online learning to conduct all-staff training on laws, regulations, and document systems to cultivate employees' awareness of quality, safety, and environmental protection.

2. In order to standardize equipment management and reduce equipment accidents, external experts held a standardized inspection and maintenance training course for senior and middle managers, equipment section chiefs, and professional inspectors; Adopt self-organized classes to carry out training for equipment operation and maintenance personnel based on TPM equipment management knowledge and simple equipment maintenance, equipment management procedures, emergency plans, job responsibilities, etc.

3. Cooperate with the company's continuous improvement work and continue to train personnel and system users at all levels.

(5) Carry out personnel reserve training for the company's new technical transformation projects, and start training in advance the chiefs, foremen, main converter steelmakers and shakers, and refining and continuous casters of large blast furnaces according to the project plan. Team leaders and other key personnel.

4. Implementation strategies and safeguard measures

(1) Increase publicity, strengthen modern training concepts, and create a learning atmosphere for all employees.

The company will use TV, newspapers, websites and other media to promote managers at all levels to deeply understand that "training and development are the driving force for the rapid development of enterprises" and "training is the first step in production." Process", it is my unshirkable responsibility to cultivate and develop subordinates and build a high-quality team. I consciously stand in the company's strategy of building an outstanding enterprise with sustainable competitiveness and attach great importance to the learning and growth of employees.

At the same time, the company must create an atmosphere of "need to learn" as a whole, so that employees can truly realize that "adapting to job requirements and improving their own quality is the responsibility and obligation of every employee." Training is to help employees improve An effective way to improve employees' survival potential and job competition potential, and strive to improve employees' learning initiative.

(2) Improve the training system, strengthen assessment and incentives, and improve the training management system.

1. Adapt to the requirements of company management reform and centralized human resources management, optimize the training management process, modify and improve the "Employee Training and Development Management Measures" and other relevant training management systems, standardize management, and improve the efficiency of training and development .

2. Strengthen plan management and strictly assess to ensure training effectiveness. Divide all training into company centralized training, unit self-training, and outsourcing training, and centralize management. Strictly follow the requirements of the economic responsibility system assessment work to regularly inspect and assess the training center and each unit's completion of training plans and training effects; at the same time, strengthen the Assessment of training employees, linking employee training results with treatment and use.

3. Improve training incentive measures, evaluate and provide necessary rewards to project implementation units, outstanding students, and outstanding teachers (including part-time teachers) with significant training effects, and at the same time improve part-time teacher training and teaching and master guidance. The allowance standard for apprentices is encouraged to encourage employees to impart knowledge and experience.

(3) Integrate resources internally, give full play to the advantages of technical departments, and improve the potential of independent training and development; strengthen cooperation and exchanges externally, realize complementary training resources, and meet high-level training needs.

1. Further leverage the role of the training center in basic theory and basic skills training for general majors (work types), provide training infrastructure resources through multiple channels, improve the training center’s level of hardware facilities for general work skills training, and meet the needs of The need for employee basic skills training.

2. Give full play to the advantages of the technology center, information automation center, maintenance center and other units (departments) in on-site technology and on-site operation training, and integrate their resources into the company's relevant professional (type of work) on-site technology and skills training The scope of resource management ensures that the training required by the company is targeted and practical.

3. Based on the overall interests of the company, break unit (department) boundaries, make full use of existing and idle resources, promote mutual learning, exchanges and training between different units of the same type of work, and achieve maximum training resources Enjoy.

4. Strengthen the screening of external training information, select and cooperate with excellent training institutions, make full use of social resources, and at the same time strengthen mutual cooperation with other brother units to achieve complementary advantages.

(4) Further strengthen the team building of training workers and the development of training materials to provide qualified teachers and effective blueprints for training.

1. Hire experts to come to the company to conduct professional training for internal trainers (especially part-time teachers), evaluators, and training administrators to improve the overall quality of the training staff.

2. Organize the company's professional and technical personnel to develop a batch of training materials that fit the company's actual equipment and process technology, and accelerate the improvement of the test question bank and case library to meet training needs.

3. Give full play to the professional advantages and business expertise of the training center to provide business guidance for independent training of each unit.

(5) Strengthen process management and monitoring to ensure the quality of training.

During the implementation of training projects, we insist on managing according to training quality management standards, focusing on the "three links" of training preparation, training implementation, and assessment and evaluation. On the one hand, we urge the training units to do what they need according to needs. We should design courses and select teachers well, strengthen the management and quality control of teachers’ teaching process, and strictly assess students; on the other hand, we should improve the training effect evaluation method and measure training satisfaction from the aspects of student reaction, academic performance, employer evaluation, etc. .

Human Resources Department Work Plan 3

The main work plans and goals of the Human Resources Department in 20xx:

1. Establish and improve various standards and regulations for personnel administration and management Management systems, employee handbooks, etc.

Establishing and improving human resources management standards and management systems, and employee handbooks. Standardized management systems are the minimum prerequisites for companies to retain people. From the time employees enter the company to change positions, From daily evaluation to resignation, the Human Resources and Administration Department operates in accordance with documented procedures, adopts the principle of not focusing on the individual, and hopes to achieve the legality and seriousness of all work

2. Labor Contract Management< /p>

Make plans for the signing and termination of labor contracts and management of labor contract files. The focus of this year's work plan is

1. The timeliness of signing, renewal and termination of labor contracts;

2. The timeliness of employee regularization;

3. Labor-management relations (Number of labor disputes, reasons, etc.);

4. Description of the completeness of file management.

3. Collection of employee evaluations

In order to further strengthen the evaluation of employees’ work potential within a certain period, correctly grasp the work status of each employee, and establish a normal and reasonable company A personnel assessment and evaluation system is established to provide objective basis for employee rewards and punishments, promotions, adjustments, etc. Based on the company's current operating conditions, store personnel evaluation forms are collected every month to assess and evaluate each individual. Implement on-the-job probation, on-the-job training or job transfer for unqualified personnel to ensure high efficiency and high quality of the workforce.

IV. Human Resources Manpower Demand Plan

(1) Purpose of Human Resources Manpower Demand Plan

1. Based on the current situation of the company and combined with the management experience of advanced enterprises , understand the company's human resources situation and demand situation, and flexibly choose recruitment methods:

⑴. Participate in the Saturday large-scale talent exchange and negotiation meeting in Wujiang area,

⑵. On the Wujiang talent recruitment website Publish recruitment information,

⑶, cooperate with intermediaries in the labor market, place recruitment information with the intermediaries and ask them to recruit on their behalf,

⑷, Internal training,

⑸. Introduce mature management talents from enterprises and institutions.

And make full use of the company's existing human resources to attract and reserve a certain number of professionals with specific skills, knowledge structure and potential.

2. Provide important information and decision-making basis for human resources management.

(2) Analysis of influencing factors

The factors affecting the company's human resource needs mainly include the following two aspects.

1. The company's strategy

The company's development strategic goals, development direction, development scale, etc. are important factors that affect the company's human resource needs. The formulation of human resource demand plans should be subject to The development strategy needs of the enterprise.

2. Expected employee turnover

The company's past employee turnover data and current employee status will have an important impact on the company's human resource demand forecast. The employee turnover rate is an important factor in formulating human resource demand plans. reference basis.

(3) Data collection and demand forecast

1. Data collection

The Human Resources Department organized the 20xx annual human resources demand survey, and each store applied the Cooperate with the Human Resources Department to provide relevant data and information.

⑴. Statistics from the Human Resources Department summarize data on the number of store employees, job status, personnel training, personnel mobility, personnel changes, etc., to provide data support for human resources demand forecasting! .

⑵. Demand Forecast

1. The Human Resources Department determines the personnel standards for each store based on the analysis of the "20xx Recruitment Plan Form" and the "20xx Annual Standard Configuration Form" submitted by each store. configuration.

2. Take stock of the current situation of human resources, including the shortage and overabundance of statistical personnel

3. Statistically predict the personnel who may leave the company in a short period of time and predict the company's future personnel loss data.

4. Based on the company's development strategic plan and the growth of workload of each department, predict the company's future human resource demand work plan.

5. Summarize the above data to obtain the net demand for human resources of the enterprise, and prepare a summary table of the human resources demand plan for 20xx.

5. Employee training and development

1. Annual training plan description

With the development of the company, new ideas have been put forward for the knowledge structure and overall quality of the employee team. higher requirements, and these problems have restricted the company's development speed. According to the company's business strategy, the company will gradually adjust the knowledge structure of employees through training, improve employees' professionalism, form good professional ethics, and improve the company's management level and employees' overall quality. This is also the starting point for formulating this year's training plan.

2. Training needs survey and analysis

In order to make the training plan targeted and operable, a training needs survey was carefully conducted before formulating the plan, and the " Annual Training Needs Survey Form" to each store, and collected the survey results as follows:

(1) Nature and methods of training courses

(2) Training guiding ideology

1. Work is training. The purpose of training is to enable employees to make changes that are beneficial to the development of the company through the combination of "training and work", improve work potential, change work attitudes, improve work performance, and train employees into "corporate people". Therefore, training is mainly in carried out during the work process.

2. The store manager is the trainer. Each store manager is responsible for training subordinates and conducting planned training for employees through daily work so that employees have the necessary knowledge, skills, work attitude and problem-solving potential. "How is the training of subordinates" will be one of the important materials for the evaluation of each store manager.

(3) Training objectives

1. Meet the needs of managers at all levels and work tasks! . The improvement of managers' management skills, attitude and overall quality will help improve the efficiency of completing work tasks and increase the possibility of achieving the company's business goals.

2. Meet employee needs. By improving employees' job skills, employees increase their work confidence and are motivated to apply this skill in their jobs, thereby promoting the completion of department goals

Taobao Boutique

3. Shaping The company’s “learning culture.”

Create an atmosphere of corporate learning and continue the company's sustainable development work plan.

(4) Training materials

According to the different participants, it is divided into: promotion training, ordinary employee training and new employee pre-job training.

(1) Promotion training

Promotion training for managers focuses on the development of manager potential. Through training, the personal potential of manager-level employees is stimulated and team vitality and cohesion are enhanced. and creativity, so that middle-level managers can deepen their understanding of business operations and management, understand the internal and external situations of the enterprise, establish a long-term development perspective, and improve the planning and execution capabilities of middle-level managers.

There are the following training methods:

1. Choose internal training to participate in open classes, with middle-level managers from the headquarters and members of the general manager team of each store participating, aiming to improve the performance of managers at all levels. Human resource management skills;

2. Master new information and understand industry trends through a combination of focused discussion and self-study;

3. Department managers are responsible for bringing learning to their subordinates and management opportunities, which will help to replace the positions with well-trained personnel who are familiar with the business when a position becomes vacant, thus avoiding the problem of talent shortage.

(2) Ordinary employee training

The focus of employee training is to improve professional skills, understand the company's business management philosophy, and improve work initiative and enthusiasm. Employee skills training is planned by the department manager and is responsible for organizing and implementing it, and the training department records it.

The training methods are as follows:

1. All employees participate in training on the company’s corporate culture and other aspects;

2. Make full use of the company library, Employees learn independently. Within the specified time, employees arrange their own learning progress. Each employee must read more than 2 work-related books or magazines every year and write two articles about their reading experience.

(3) Pre-job training for new employees

Pre-job training for new employees is mainly for new employees of the company. The company conducts induction training for newly recruited employees, using classroom learning ( 4 hours) to enable new employees to get to know the company, deepen their understanding of the company's corporate culture, and gain new feelings and motivation.

Human Resources Department Work Plan 4

In order to strengthen the planning and system execution of the company’s Human Resources Department, the Human Resources Department will combine the company’s overall development plan and the corporate development direction with reference to Based on the relevant information collected by the company in XX, we formulated the work goals and plans of the Human Resources and Administration Department in XX.

The main work plans and goals of the Human Resources Department for xx are:

1. Establish and improve various norms and management systems for personnel administration, employee handbooks, etc.

Establishing and improving various norms and management systems for human resources management, and a standardized management system with employee manuals are the minimum prerequisites for enterprises to retain people. From employees entering the company to job changes, from daily evaluation to resignation, the Human Resources and Administration Department follows the documents. The operation is carried out according to the procedures and the principle of treating the matter rather than the person is adopted, hoping to achieve the legitimacy and seriousness of all work.

2. Labor contract management

Carry out the signing and termination of labor contracts and the management of labor contract files. The focus of this year's work plan is

1. The timeliness of signing, renewal and termination of labor contracts;

2. The timeliness of employee regularization;

3. Labor-management relations (Number of labor disputes, reasons, etc.);

4. Description of the completeness of file management.

3. Collection of employee evaluations

In order to further strengthen the evaluation of employees’ work ability within a certain period, correctly grasp the working status of each employee, and establish a normal and reasonable company A personnel assessment and evaluation system is established to provide objective basis for employee rewards, punishments, promotions, adjustments, etc. Based on the company's current operating conditions, store personnel evaluation forms are collected every month to assess and evaluate each individual. Implement on-the-job probation, on-the-job training or job transfer for unqualified personnel to ensure high efficiency and high quality of the workforce.

4. Human Resources Manpower Demand Plan

(1) Purpose of Human Resources Manpower Demand Plan

1. Based on the current situation of the company and combined with the management experience of advanced enterprises , understand the company’s human resources status and needs, and flexibly choose recruitment methods: ⑴. Participate in the Saturday large-scale talent exchange and negotiation meeting in Wujiang area, ⑵. Publish recruitment information on the Wujiang Talent Recruitment website, ⑶. Cooperate with intermediaries in the labor market to recruit Submit the information to the intermediary and ask it to recruit on your behalf, ⑷. Internal training, ⑸. Introduction of mature management talents from enterprises and institutions. And make full use of the company's existing human resources to attract and reserve a certain number of professionals with specific skills, knowledge structures and abilities.

2. Provide important information and decision-making basis for human resources management.

(2) Analysis of influencing factors

The factors affecting the company's human resource needs mainly include the following two aspects.

1. The company’s strategy

The company’s development strategic goals, development direction, development scale, etc. are important factors that affect the company’s human resource needs. The formulation of human resource demand plans should be subject to The development strategy needs of the enterprise.

2. Anticipated employee turnover

The company's past employee turnover data and current employee status will have an important impact on the company's human resource demand forecast. The employee turnover rate is an important factor in formulating human resource demand plans. reference basis.

(3) Data collection and demand forecast

1. Data collection

The Human Resources Department organizes the xx annual human resources demand survey, and each store should actively conduct Cooperate with the Human Resources Department to provide relevant data and information.

⑴. The Human Resources Department collects statistics on the number of store employees, job positions, personnel training, personnel mobility, personnel changes and other data to provide data support for human resources demand forecasting.

⑵Demand Forecast

1. The Human Resources Department determines the standard configuration of personnel for each store based on the analysis of the "Recruitment Plan for XX Years" and the "Standard Configuration Table for XX Years" submitted by each store. .

2. Take stock of the current situation of human resources, whether there is a shortage or an excess of statistical personnel.

3. Statistically predict the people who may leave the company in a short period of time and predict the company's future personnel loss data.

4. Forecast the company's future human resource needs based on the company's development strategic plan and the growth of each department's workload.

5. Other personnel management work

1. Do a good job in collecting, organizing and archiving employee personnel files to ensure the integrity, completeness and confidentiality of the files;

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2. Coordinate with other departments for any difficulties encountered during work development.

Human Resources Department Work Plan 5

In 20___, under the direct leadership of the hotel leaders and with the strong cooperation of other departments, the Human Resources Department will carry out the work plan formulated before the year work; in various tasks of human resources management, some achievements have been achieved, and some shortcomings have also been seen. In order to do a good job in the future, the arrangements for 20___ are now planned as follows:

1. Control personnel costs and designate positions and personnel for each department.

Make reasonable use of resources and control the quantity and quality of hourly workers.

2. Increase employee training and improve service quality

1. Provide training to new employees on the hotel employee manual and rules and regulations, and regularly organize employees to participate in hotel service etiquette training (Training is the responsibility of the office and the labor union), and each department conducts service skills training for new employees.

2. Standardize the hotel’s employment system. New hotel employees must undergo a unified interview with the Human Resources Department. Only those who pass the interview can be hired.

3. Standardize the entry and exit procedures for employees and enhance employee stability

1. The front office waiters, waiters and kitchen staff are highly mobile in loading and distribution. The number of employees who resigned during the year was 110, including 46 waiters, 35 customers, and 36 employees. Among the employee resignations in the first half of the year, voluntary resignations were more serious. The hotel employees are required to undergo a resignation process. Standardize and train employees. This training part can be incorporated into onboarding training.

2. The staff of the housekeeping department and the logistics department are relatively stable, but the security guards are also highly mobile. From May 20___ to the present, the number of resigned security guards is 38.

In view of the high turnover of personnel, several suggestions are put forward:

1. Before employees join the job, the hotel provides induction training on hotel etiquette, store discipline and rules, and employee training. Manual training. Training is the responsibility of individual departments or administrative offices.

2. Evaluate the restaurant foremen and select those who are capable.

1) Foremen will be assessed monthly, including training and assessment on courtesy, service skills and management skills. Those who fail the continuous assessment will be demoted.

2) Establish the position of waiter/server team leader, and reward outstanding waiters for promotion without salary increase. Outstanding team leaders can be promoted to intern foreman after assessment.

3. Provide a reward of 10-20 yuan to the waiter/passenger stand and give a head commission to increase the enthusiasm of the waiter/passenger.

4. Regularly organize employees to conduct standardized hotel service etiquette training. The training teachers can be hired from outside (or senior hotel foremen/managers can serve as them) to meet the employees' own improvement needs.

5. Create employee birthday benefits, send birthday cards (in the name of the general manager), and set a day at the end of the month to hold a collective birthday party for employees, so that employees can feel the hotel's care for them and satisfy their belonging needs.

6. Establish annual leave. Employees in front-line operating departments can enjoy one week of paid leave except during the Spring Festival and hotel busy periods.

7. In view of the high turnover rate of security guards, after investigation, the main reason is that the security guards after joining the job cannot meet the requirements of the supervisor. In response to this situation, in 20___, the security entry interviews will be strictly controlled. Check and implement a two-level check system to control the mobility of security guards and ensure the orderly progress of hotel safety work.