At present, multinational hotel groups will gradually expand to inland small and medium-sized cities and low-star hotel markets on the basis of occupying and consolidating the coastal large and medium-sized cities and high-star hotel markets, and cooperate with China's existing The hotel group or management company conducts a direct challenge. In addition to "Ramada International", the American "DaysInn" Group has entered China's small and medium-sized cities and low-star hotel market through franchising in recent years, and plans to use franchising or export management in the next five years. Hosting more than 50 small and medium-sized hotels in China. my country's hotel management groups should have a sense of crisis, and the alliance will explore and establish its own business model from the following aspects:

Create a distinctive brand. Franchising is an effective, low-cost, and fast-growing hotel business expansion method. The key to this expansion method is that the company's brand must be strong. The role of a brand is that it can distinguish one product from another similar product. The brand is a medium for product quality identification and can satisfy certain special preferences of consumers. A hotel's famous brand is a symbol of the hotel's product quality and reputation, and a reflection of the hotel's product's ability to meet the needs of guests. A famous brand is not only an important intellectual property, but also an important asset that can be quantified. Since famous brand products can produce a famous brand effect, the trademarks of hotel products can have a high value or market price. However, most of my country's hotel industry or hotel management companies still lack trademark awareness and brand awareness. The formation of the brand must rely on CIS (hotel corporate image system). The alliance has focused on CIS design since its birth. MI (idea identification) is the foundation of CIS. It covers the hotel's business philosophy, including corporate purpose, corporate spirit, Business philosophy, corporate culture, business strategy, etc. BI (action recognition) can be applied to the hotel's management procedures and operating procedures. VI (Image Identification) uses visual design to visualize, scale, and systematize corporate concepts and characteristics, including corporate name, logo, standard words, standard colors, etc., so that the market and customers can clearly identify and define them.

Establish a reservation sales network. The reservation sales network is the materialized carrier of brand assets, the symbol of a mature hotel group, and the main reason for the success of multinational hotel groups in expanding their hotels through franchising. Without a strong reservation network, China Hotel Group's franchising transition space will be very limited. The alliance's reservation sales network and VIP customer service system can help each alliance store control and guide the flow of customers, make mutual reservations within the alliance, share information, and promote unified promotions. The establishment of a reservation sales network is very important to the development of hotel franchises in my country. The information network requires hotel groups to establish their own information web pages in various news media and the Internet, regularly send alliance member hotel product and service information updates, and establish information files for suppliers, travel agents, customers and individual customers.

Focus on human resource development. In recent years, some multinational hotel management groups have franchised too many hotels through franchising, and there is also a shortage of professional management talents, making them feel stretched. The Holiday College class opened by Holiday Group at the Lido Holiday Hotel in Beijing is mainly to train hotel management talents above the supervisor level in China. Jinjiang Group is also aware of the importance of talents. As early as more than ten years ago, it spent several million yuan to jointly establish a Department of Tourism Management with Jiaotong University, aiming to export management talents to "Jinjiang". The alliance also puts education, training and human resources development in a priority and important position: exploring the establishment of international and domestic talent training bases; recruiting talents for each alliance store; exploring and establishing new training routines from form to content.

Employee management in chain catering industry

With the changes in social economy, various chain catering industries have sprung up like mushrooms after a rain. However, due to the limited market development space, coupled with the The fierce competition in the same industry has made it difficult for many companies to grow healthily and vigorously like grass under pressure. Therefore, under such a market background, how to find a way out for development has become a question to be discussed. The catering industry is a humanized service industry. The quality of service directly affects the operating results, and service quality is created by the employees of the enterprise. Therefore, the quality of the employees of the enterprise has become an important factor that dominates the destiny of the enterprise. .

When talking about the quality of a company’s employees, people will undoubtedly think of beautiful and beautiful university diplomas, because it is a standard to measure whether the company’s intellectual capital is strong or not. The catering industry has low technical content and does not require high academic qualifications. What it requires is service quality.

And service is not a profession, and professional talents cannot be obtained directly from the talent market. It needs to establish its own professional training system within the enterprise and improve service quality through internal training and education.

Catering employees generally do not have higher academic qualifications and have more complex ideas, so training requires methods. Since training involves the reconstruction of intellectual structure, we can call it a genetic modification project of thought. Let’s analyze the ideological status of employees and summarize the following common problems:

First, a strong sense of inferiority. Affected by the living environment, there will be a psychological gap when contacting customers. This mentality affects normal interactions and communication between people;

Second, lack of self-confidence. Because of their low level of education and the pressure of social employment, many people do not believe that they have the opportunity to start a business with a weak educational foundation. They dare not dream, and in the end they lose the opportunity because of this;

Third, there is a lack of discipline. I rarely have strict requirements on myself, but when I go to an enterprise, I am subject to those strict regulations, and naturally I cannot adapt;

Fourth, there is a lack of logical and dialectical thinking. Due to the lack of organized thinking exercise, low efficiency and excessive waste are prone to occur in the work process;

Fifth, there is a lack of systematic thinking methods. Because the occurrence of many problems has deep-seated background reasons, if we only consider them superficially, not only will we not be able to solve the problem, but we may end up cutting one's flesh to mend the sores, and digging in to mend the other. For example, some employees inadvertently plucked the hair from dishes in front of customers; used public rags to wipe greasy trays, etc. These behaviors are all manifestations of a lack of systematic thinking exercises. What needs to be added is that the occurrence and change between cause and effect require a time process. If you are not aware of it, you may make mistakes unknowingly. "Those who are close to ink are black" illustrates this truth. This principle also reminds us not to try to do things that are not conducive to others or the collective interests when there is no supervision. Otherwise, you will lose development opportunities or even go astray;

Sixth, there is a lack of service awareness. Think of the source when you drink water. The customer is the real “boss”. Many people do not understand the true inner meaning of customers, and treating customers is just a kind of professional perfunctory and coping, so there is no "service";

Seventh, lack of team spirit. Affected by the market economy, people's ideas tend to be realistic, and few people are willing to accept additional labor and services for free. In the ideological atmosphere listed above, it is easy for people to feel the pressure of work. In fact, this is not a matter of difficulty in the work itself, but a matter of interpersonal relationships and spirituality.

In view of the above problems and symptoms, and based on the system thinking method, we can refer to the following management plans:

First, establish a humanistic management system and improve the reward and punishment system.

Humanistic management is based on the comprehensive and free development of people, creating corresponding environments, conditions and work tasks, based on individual self-management, and guided by the corporate ideals. The entire management model. If an enterprise wants to have broad development space, it must first provide employees with a long and challenging promotion ladder. In this way, the work will not be blind but have a certain position; the work itself will also add a lot of value and meaning. In the reward and punishment system, humanistic management ideas should be reflected accordingly, and rewards and punishments should be clear. It is worth mentioning that during operation, you may encounter a kind of "humanity employee". This kind of person relies on special relationships to occupy important positions, but has no actual work ability and likes to play bureaucratic airs. If there is no system to restrain this kind of thinking and behavior, the "cannibalization phenomenon" will occur, and no matter how perfect the enterprise is, it will be paralyzed. In humanistic management, it is particularly important to treat employees as talents and treat everyone equally and fairly.

Second, design a systematic training plan.

The design of the training program is related to the success of ideological genetic modification, so it is very important.

According to the characteristics of corporate culture, the training content can be designed as follows:

⒈Corporate culture and system;

⒉The development vision and value of the company;

⒊Basics Knowledge, including: ① Enterprise safety production and hygiene knowledge; ② Service etiquette; ③ On-site improvement; ④ How to implement "5S"; ⑤ Work process knowledge; ⑥ Customer satisfaction (CS) development strategy, etc.;

⒋ A correct outlook on life;

⒌Five practices, including: ①Self-transcendence; ②Transforming mental models; ③Establishing a common vision; ④Group learning; ⑤Systematic thinking;

The Five Disciplines are the training procedures and methods designed for building a learning organization in Peter Saint's "The Fifth Discipline". Through the Five Disciplines, you can achieve the purpose of recognizing deeper issues behind your thinking.

Third, arrange training activities.

The purpose of training activities is to strengthen awareness and develop good behavioral habits. Content may include:

⒈Organize daily meetings. The contents of regular meetings generally include: ① Team formation; ② Checking appearance and appearance; ③ Conducting corporate culture awareness training; ④ Summarizing the work of the day before; ⑤ Deploying work tasks, etc.

⒉Simulation management training. Let grassroots employees simulate managers and learn to arrange management work, such as hosting regular meetings, on-site supervision, etc. The advantage of simulation training is that it allows junior employees to have the opportunity to contact management and learn to look at problems from the perspective of management. It also lays a solid foundation for promotion and competence.

⒊A training class is held once a week. The content of the subject is the system training plan. The lecture method combines learning and practice, providing employees with many opportunities to exercise in front of everyone. Let them slowly improve their courage, learn to think and express, and develop higher-level abilities in the process of learning and practicing.

⒋Position exchange. If you stay in one position for a long time, your thoughts can easily become stereotyped, which can make people feel boring and tasteless. By changing positions, employees have the opportunity to experience the working methods of the new position, thereby increasing the freshness of work and maintaining work efficiency.

⒌Organize outdoor group activities. After all, the unit is a workplace and is isolated from the outside world. Supervisors should organize outdoor group activities within a certain period of time, so as to maintain information flow with the outside world and achieve the purpose of regulating mood and enhancing unity.

Fourth, set up a special meeting model.

The traditional meeting model is not so much a formality as it is clearly a waste of time. Effective meetings can solve many problems and improve the ideological realm of participants. Influenced by traditional culture, participants generally have a habitual defensive mentality. This mentality makes participants unwilling to speak out their true thoughts and review whether the thinking patterns behind their thoughts are correct. In such an ideological environment, it is neither possible to exercise individuals nor conducive to the company's work and problem solving. The "in-depth discussion" model in Peter Holy's "The Fifth Discipline" provides us with a good reference method. When convening a meeting, the true thoughts of the participants should be spread out in front of everyone, ready for inquiry and observation; mutual inquiry and reflection on the identified topics should be held; group discussions should be held, with each group limited to 4-5 people, and the discussion should be Intense, constructive conflicts are allowed; a facilitator should preside over the meeting, grasp the direction of the discussion, and control the situation of the meeting. The direction of the meeting topics can be determined

as: views on company culture and systems; views on existing problems in the company; ideas for the future; how to pioneer and innovate; views on superiors and subordinates; how to effectively motivate subordinates wait. After the plan is determined at the meeting, it must be implemented and tracked. Otherwise, no matter how good the meeting model is, it is just empty talk. Appropriate use of the functions of meetings and the role of special meeting structures will achieve unexpected results.

Fifth, establish a talent upgrading and elimination system.

Some new employees do not adapt to the company's culture and system, while some old employees may form stubborn forces. In order to prevent these employees from affecting the normal operation of the company, we must establish a talent upgrade and elimination system. Artificially create the "catfish effect" so that all employees remain energetic and actively face any problems encountered in operations. Enterprise development requires the continuous elimination of unqualified personnel and the discovery of new talents. By eliminating unqualified employees, we can also continuously improve the overall quality of employees and increase the company's intellectual capital.

Sixth, establish effective information feedback channels.

As an administrator, if you do not understand the situation at the grassroots level, you are giving blind orders; as a grassroots employee, if you do not have the opportunity to express your true thoughts, it means that your company is already in danger. In ordinary enterprises, important information at the grassroots level is often ignored or suppressed, so that some plans formulated by senior leaders are unrealistic and ineffective. Therefore, if we want all employees to work together as one and achieve 1+1>2 management performance, we must establish effective information circulation channels.

To summarize the employee management methods of the chain catering industry, it is mainly reflected in the following three aspects:

First, shape the enterprise into a family;

Second, Cultivate enterprises into educational places;

Third, take "customer satisfaction" as the development strategy. Culture is tomorrow's economy, and the vitality of an enterprise comes from its rich internal management culture. The value of culture always exceeds the actual economic value because culture is potential and eternal. Only by creating a profound cultural environment for employees can we retain talents; and only in this way can employees go all out to develop and innovate.

Kazhan-Korean International Clothing