Research On The Optimization Of Performance Appraisal System For The Grass-roots Staff Of Shengmei Hotel

The rapid development of market economy has led to the rapid growth of service economy.As an integral part of the service industry,hotels are facing increasingly fierce competition,which is both an opportunity and a challenge.As a service industry,hotel competition is more reflected in human resources,reasonable development of human resources,not only can make the best use of people,but also can make the best use of things,bringing unexpected changes to the hotel.As an effective tool of human resource development,performance appraisal has been paid more and more attention by enterprises.The performance appraisal system can help the hotel better manage the staff,and it is of great significance to promote the enhancement of the core competitiveness of the hotel.This study takes shengmei hotel as the research object,through consulting materials and interviewing with employees,preliminarily combs the problems in the hotel performance appraisal,on this basis,designs a questionnaire,and then carries out a questionnaire survey to analyze the current performance appraisal status of the hotel.Through the analysis,we find that there are some problems in shengmei hotel's current performance appraisal,such as strategic objectives and performance appraisal are not effectively matched,performance appraisal cycle is too long,performance appraisal index is single,index weight is unreasonable,there is no performance appraisal feedback,and the application of appraisal results is single.Then it analyzes the causes of these problems one by one,the main reasons are that the leaders and employees of shengmei hotel do not realize the importance of strategic objectives,the subjectivity of performance appraisal cycle setting is too strong,the setting of performance appraisal indicators does not fully reflect the work of employees,pay too much attention to financial indicators,do not realize the importance of employees' participation in shengmei Hotel,and do not set up a complete system face to face talent view.Based on the above analysis,this study optimizes the original appraisal system from four aspects: performance appraisal plan,performance appraisal implementation,performance appraisal feedback and performance appraisal result application: in the aspect of performance appraisal plan,with the help of the dimension of Balanced Scorecard,the hotel's strategic objectives and performance appraisal are effectively connected,and the cycle is also optimized;inthe aspect of performance appraisal the aspect of implementation,it optimizes the selection of performance appraisal indicators and the establishment of indicator weight;then optimizes the feedback of performance appraisal and the application of performance appraisal results.Finally,it provides support and guarantee for the smooth implementation of performance appraisal from the aspects of system guarantee,culture guarantee and organization guarantee.Through the above measures,we will continue to improve the performance appraisal system of the hotel,and implement the performance appraisal system to each employee,so as to better achieve the strategic objectives of the hotel,and provide reference for the implementation of performance appraisal in small and medium-sized hotels.