Research On Employee Incentive Mechanism Of Sichuan ZF Hotel Management Co., Ltd

As a key factor in the development of enterprises,human resources have become a strategic resource of modern enterprises,especially under the background of the rapid development of science,technology and economy.Incentive is the core content of human resource management.Only by establishing a scientific and reasonable incentive mechanism,stimulating the enthusiasm and initiative of employees,improving work efficiency and quality,can we promote the development of enterprises.As a labor-intensive industry,Hotel incentive mechanism plays an important role in enhancing the core competitiveness of the hotel.With the development of economy and the improvement of people’s living standard,the customer’s demand for hotels has changed dramatically.The competition situation is increasingly encouraging.The service quality of hotels affects the development of hotels.In order to better adapt to the competitive situation,the hotel needs a large number of high-quality personnel,will be talent advantage into the core competitiveness of the hotel,in order to improve the quality of hotel service,to meet customer needs.However,the advantages of talents can not be achieved without the enthusiasm and initiative of the staff.The core of the talent comes from the incentive mechanism.Only by doing a good job of the staff incentive,can we ensure adequate supply of talents,ensure the stability of talents,and truly transform into the core competitiveness of the hotel.This paper takes Sichuan ZF Hotel as the research object,investigates and analyzes its staff.This paper analyzes the current situation of incentive mechanism for workers,especially the backbone employees,analyzes the problems existing in the incentive mechanism,and puts forward the optimization design strategy for the incentive mechanism for hotel employees.Through the actual investigation and analysis,this paper finds that there are many problems in the incentive of the backbone staff in Sichuan ZF hotel: the difficulty of performance evaluation,unreasonable salary structure;the lack of operability of performance evaluation standards;the lack of persuasion in the performance evaluation of Sichuan ZF Hotel staff;and the disapproval of the performance evaluation results.For this reason,hotel managers are reluctant to link the salary and promotion of the staff,and as time goes on,it leads to "indifferent assessment consciousness" and "assessment in the form";the lack of flexible work settings,promotion is narrow;employees’ career prospects are vague;for the salary growth of the backbone staff,most employees think it is their own.Work ability and work performance are outstanding,and the reward given by hotels is 57%.Only a fewemployees think that performance appraisal has a significant impact on personal pay,accounting for 12.6%.The main reasons are: lack of modern hotel management concepts,incentive mechanism settings neglect employee needs,lack of staff career planningIn view of the problems existing in the incentive mechanism for the backbone staff of Sichuan ZF Hotel,this paper puts forward the optimal design scheme of incentive mechanism:(1)incentive guiding ideology.The design of incentive mechanism should adhere to the "people-oriented" management concept,establish the value concept of "people are the most precious resources of the hotel",fully consider the effective incentive factors of the backbone staff,pay attention to the work,responsibility and sense of achievement of the staff,and establish a multi-level,multi-dimensional,multi-angle and systematic incentive mechanism.(2)motivation principle.Combined with the basic principles of incentive theory,this paper argues that in the process of optimizing the incentive mechanism of Sichuan ZF Hotel Management Co.,Ltd.,we should first adhere to the principle of goal-oriented,combining incentive mechanism with performance management;(3)incentive mechanism design.The performance appraisal and salary are closely related,and the incentive mechanism of the linkage between performance appraisal and salary system is established.Establish the KPI performance quantitative assessment mechanism,establish a fixed salary and floating salary want to combine the salary structure system.(3)safeguard measures.Improve the recruitment system and exit mechanism,improve the KPI goal-setting mechanism,strengthen the guidance of staff needs,establish a good internal team relationship,strengthen communication and communication with staff,strengthen the operation of incentive mechanism to promote and coordinate,cultivate distinctive Hotel culture,maximize the promotion of staff enthusiasm and initiative Play a role in promoting hotel development.