Research On Performance Evaluation Of Frontline Catering Staff In Hainan LQ Group

Catering enterprises as an important sign of economic prosperity,in promoting the economic development of our country have to play a substantial role in the process.With the continuous development of the modern management idea,the performance evaluation management also become an important approach to the management of modern catering enterprises in China.The performance evaluation management of catering enterprises in our country is mainly introduce the foreign ideas and methods,according to the actual situation of oneself are modified so as to adapt to the enterprise management has the characteristics of China's national conditions.But in the process of performance evaluation in our country fall to the ground,how to combine with enterprise actual situation,for more accord with the performance evaluation of enterprise's own management style has always been a problem of the enterprise is also a key point in the research of domestic scholars.This paper,taking Hainan LQ group as the research object,to the group of catering staff performance appraisal carries on the analysis and research,the purpose of the study is to through investigation and study to help group managers find existing problems,and,in turn,help the correction in the performance evaluation,finally improves the management level of the group's performance evaluation.Because little research for catering enterprises in Hainan,this article also can give other Hainan local catering enterprises to provide areference sample.Based on the related theories of performance evaluation such as target management,360 degree feedback and KPI,combined with the present situation of performance evaluation of first-tier restaurant employees in Hainan LQ Group,we find that during the implementation of performance appraisal,Hainan LQ Group,as a result of modern management Lack of talented people,insufficient theoretical study and traditional management mode have not given full play to the performance appraisal.In particular,many problems have been exposed in the performance evaluation of first-rate restaurant employees.For instance,the performance indicators are unscientific and some employees Performance evaluation is not fully understood,communication and feedback are the shortcomings of performance evaluation and so on.Based on the promotion of the performance appraisal awareness of senior managers,this article helps Hainan LQ Group to strengthen the KPI performance evaluation method,and secondly through the staff participation in the formulation of performance evaluation plan and the manager's control over the performance evaluation process In the aspect of improving the original performance evaluation of the Group,the paper proposed again that feedback channels should be set up for staff performance evaluation and pay attention to the improvement of performance evaluation to supplement feedback and improvement of performance evaluation.At the same time,it is also proposed that senior managers should strengthen the awareness of performance evaluation,improve the salary system,establish an open and transparent performance information disclosure system,establish a performance evaluation results appeal system and attach importance to employee career development planning.This article points out the problems existing in performance appraisal of first-tier catering workers in Hainan LQ Group more accurately,and presents a more comprehensive solution to the problem,providing effective reference for other similar enterprises.