Study On Optimization Of Y Hotel Grass-roots Staff Performance Appraisal Scheme

With the economic growth,the number of hotel brands is increasing day by day,and the market competition in this industry is becoming increasingly fierce,improving hotel human resource management,as an important part of performance management,has become an important factor affecting the development of high-quality hotel,but also the key task of hotel human resource management.As a key part of performance management,the success of performance appraisal directly affects the effect of performance management.However,at present,the hotel industry to the grass-roots staff assessment there are many deficiencies,not only hinders the promotion of personal ability of staff,but also restrict the long-term development of the hotel.Taking Economy Hotel Y as an example,this paper grasps the actual situation of Y hotel about the performance appraisal of grass-roots staff through field visit and staff questionnaire survey,and for the grass-roots staff performance appraisal program to optimize research,to improve the Y hotel grass-roots staff to work enthusiasm,reduce the turnover rate,and promote the hotel’s sustainable development.On the basis of combing the organizational structure and personnel structure of Y hotel,this paper investigates and analyzes the present situation of the performance appraisal of the hotel staff at the grass-roots level,and finds that there are many problems,for example,the manager and the staff fail to understand the importance of the performance appraisal,the performance appraisal index is not reasonable,the manager lacks the communication with the staff in the appraisal process,the appraisal result utilization way is unitary.Then,this article from the main body of the assessment,assessment cycle,assessment indicators,assessment results evaluation and use of four aspects of Y hotel’s grass-roots staff performance assessment to optimize ideas and specific programs.In the process of optimizing performance evaluation indicators,the performance indicator method and the 360-degree performance evaluation method are introduced,and the corresponding weights are given to the optimized indicators by the analytic hierarchy process.Finally,in order to better judge the rationality of the optimized performance appraisal scheme for grass-roots staff,this paper analyzes the application effect of the new scheme by taking the front desk receptionist of Y hotel room service department who is in direct contact with customers as an example,and propose safeguards.Through the research,the conclusions are as follows:(1)The hotel should determine the main body of performance appraisal from multiple angles to strengthen the fairness of performance appraisal.(2)Optimize the performance appraisal cycle of grass-roots staff,implement effective process supervision and timely punishment and reward.(3)Setting up scientific and Quantifiable Performance Evaluation Index is the foundation to measure the work performance of the basic-level staff and implement the performance evaluation effectively.(4)To keep the communication between the manager and the staff,to keep the communication between the manager and the staff,to grasp the staff’s working trends in time,to seek the staff’s suggestions,and to continuously optimize the performance appraisal scheme,so as to give full play to the motivating effect of the performance appraisal,at the same time for the hotel in the future to optimize the grass-roots staff performance appraisal program to provide ideas and reference.