In 20xx, the manager made a summary of the company's work and suggested that, first, I hope to get more encouragement and confidence from my boss.
Second, stores can return to new goods support stores more frequently.
Third, I hope the company can train more store managers and salesmen.
Fourth, you can work overtime on Saturday and Sunday according to the situation.
Fifth, I hope that the store manager and the purchaser can communicate more at work.
Sixth, I hope that the company will hold an activity, lottery or dinner at the end of the year, which may make migrant workers not change.
Seventh, if colleagues who don't go back for the New Year, will the company change their benefits and may retain people's hearts.
Eighth, watching a special colleague talk to a fan with a sore throat, can you use a microphone instead?
Ninth, the store manager gets less commission, and the shops with bad business get less commission.
Tenth, the ability to help shops, cashier and work handover should be strengthened.
Eleventh, we should strengthen our recruitment ability.
Twelfth, I hope my colleagues can shorten their working hours on Saturday and Sunday.
Thirteenth, I hope that purchasing can teach us how to follow up the hanging board and make the freight yard look more perfect.
Fourteenth, many emergencies, we can't contact the buyer in time, and we don't make decisions ourselves. Just like some group purchases, we hope that buyers can get a reply in time when they see a store calling.
Fifth, I hope that the company will adopt some horizontal installation equipment that can make the display more diversified in the newly opened stores in the future.
Sixteenth, I hope the store can add video surveillance.
Seventeenth, when purchasing comes to the store, can you be nice to the employees below, say hello or smile?
Eighteenth, when returning goods, can the store managers in all districts be a little better when looking for goods, and don't be fierce, as if others deliberately took their goods.
Nineteenth, sometimes when you call the warehouse to find goods, don't deny it? I don't know. Oh? .
Twentieth, can't Saturday last 12 hours?
Twenty-first, store managers, cashiers and male colleagues work long hours.
Twenty-second, the cashier's treatment is low.
Twenty-third, long working hours.
Twenty-fourth, each store should have a manager, a clerk and a cashier.
Twenty-fifth, you can't keep old employees without employee benefits.
Twenty-sixth, the peripheral dormitory is too noisy, because the colleagues in the morning and evening classes are different, which affects the rest. Whether to set up dormitories instead of subsidies.
Twenty-seventh, I hope the company can train more store managers in practice and management courses, and the store managers also want to learn more from regional managers.
20xx manager's summary and suggestion on the company's work 2 At present, the company's training work is still in a weak state, and there are still the following problems:
1. The management level and ability of the company's managers can't keep up with the pace of the company's development, and it is urgent to improve the management skills and level of the managers; Finally, performance will be improved.
2. The company has no full-time training institutions and trainers;
3. The training of employees, foremen and store managers in the store has not been carried out, and the internal training has not been effectively carried out;
4. The foreman and manager of each store hope to get the training and learning opportunities of the company, improve their management ability and serve the stores;
5. At present, the company's talents are neglected, and potential managers are buried among the company's employees;
6. Without a good training mechanism, employees will grope in the corporate culture, system and process, which will easily affect their work;
So at present, the countermeasures suggested by the company are:
1. Conduct centralized primary training on culture, system and service etiquette for new employees;
2. Regularly focus on training and training leading classes;
3. Establish a cadre training camp, a team of lecturers, write training courses, and form a basic training system;
4. Establish specialized training institutions and introduce or select professional training lecturers;
5. Regularly implement centralized training camp training for the store manager;
6. Establish registration, selection, promotion, assessment and training mechanisms;
7. Form the skills, ideas, mentality and corporate culture within the company, have the training system and courses required by the company, and conduct assessment and appointment.
8. Find talents in selection, promote talents in training, and improve the management level and ability of employees in promotion; Current difficulties:
1, the training effect in the training process. If the training effect is to be achieved, the training period will be prolonged and the cost will rise;
2. There are few lecturers to be trained, and talents need to be tapped, especially those in operation;
3. The preparation of training courses requires a lot of manpower, energy and time;
4. The preparation of the operation manual needs a lot of energy and time;
5. The trust problem of the operation department is mainly the cooperation between departments;
6. In any case
Therefore, we can simplify first and then complicate, and first establish a simple and efficient human training system:
1, and the human resources department is responsible for the induction training for all new employees;
2. The training of leadership classes is organized by the Human Resources Department on a regular basis. The training courseware is organized by the Human Resources Department, and the lecturers are hired by the company with appropriate subsidies.
3. Manager-level training companies organize external training institutions and internal senior managers to carry out military training in yellow clothes to improve the management level of store managers.
4. Employee-level training is gradually handed over to the store manager, who is responsible for the overall training of the store;
The goals we set are:
Set up training schools or training centers, conduct induction training for grass-roots employees to learn the company system, corporate culture and basic service etiquette, conduct skills training for middle-level managers of excellent employees, conduct management promotion training for grass-roots managers, and train middle-and high-level managers at the level of store manager and deputy manager; Training management system focusing on service skills and process skills training.
Manager 20xx summarizes the company's work suggestions. 3 In recent years, budget hotels have developed rapidly, but the talent training of budget hotels is far from meeting the needs of the development of the budget hotel market. Managers of budget hotels have become one of the most scarce talents in budget hotels. Fierce market competition intensifies the demand for managers of budget hotels, and accelerating the cultivation of professional ability of managers of budget hotels is the key to overcome the shortage of managers. □ Guo Qunna
Economy hotels are located in the mass consumer groups, with rooms as the main products, low prices, limited services, flat organizational structure and great integration among posts. Most of them realize economies of scale through chain operation, pursue economy in service and management, and have high capital operation components. These characteristics of budget hotels require managers to have the ability of marketing and brand management, to make correct decisions and to be good at communication and coordination. Therefore, it is of great significance for the healthy and rapid development of budget hotels to explore the professional ability training of budget hotel managers.
First of all, suggestions for budget hotel employees.
1. Strengthen employee training and improve employees? Method ability?
Strengthen the training of methods and abilities of grass-roots employees, and select outstanding talents as backup candidates for store managers. Budget hotels can use their own economic strength to set up relevant training institutions to cultivate employees' judgment and decision-making ability, planning and organization ability, creativity and so on. Through various channels, I can be qualified as a store manager in the future. For example, well-known budget hotels in China, such as Home Inns, have established a perfect talent training system. First of all, Home Inns set up a special management training base to strengthen communication and learning among hotel employees through regular training; Secondly, Home Inns should make a good management talent reserve plan, select excellent management trainees, arrange them for a six-month internship, and then work as trainee managers in various branches to follow the study; Finally, if you are at home, link the training results with work performance, so that hotel employees can develop good study habits and form a continuous and complete hotel employee training network system. By strengthening the training of excellent employees' method ability, we can lay a solid foundation for them to take up the post of store manager in the future.
2. Supervise employees to learn and improve their professional ability.
The streamlined organizational structure of budget hotels puts forward higher requirements for employees. One person can do many things, and one expert can do many things, which is an essential quality for employees. Excellent professional ability is a necessary condition for the position of store manager. Therefore, hotels should attach importance to the cultivation of employees' professional ability, urge employees to learn knowledge in marketing, brand management, hotel quality management and cost control, and improve their ability to solve problems by using professional knowledge and skills in practical operation. Motivate employees to become? Professionals? , also become? Generalist? .
3. Organize group activities to expand employees' social skills.
Harmonious interpersonal relationship among employees helps to enhance team cohesion and improve work efficiency. Therefore, budget hotels should attach importance to expanding employees' social skills. The hotel can hold group activities such as fraternity and outdoor development training to improve employees' communication ability, teamwork ability and coordination ability. Create a smooth communication, effective cooperation and quick response environment in the hotel.
Second, the hotel management education recommendations
1. Reform the professional education of hotel management and pay attention to cultivating students' method ability.
China's tourism talent training is out of touch with the market, tourism talent construction is not suitable for the development and construction of the industry, and tourism talent training lags behind the needs of enterprises. According to the conclusion of this study, hotel management major can carry out targeted education reform. We should not only pay attention to students' academic education and skill training, but also pay attention to the cultivation of students' method ability. For example, through the discussion of classic cases of budget hotels, students can improve their ability to analyze and solve specific problems in the state of independent thinking or collective cooperation. In addition, students' role-playing and scenario simulation are also effective means to cultivate students' judgment and decision-making ability, planning and organization ability and innovation ability. Students can simulate the role of the store manager, set up specific hotel scenes, and strengthen their understanding of the store manager's post functions.
2. Cultivate specialized economic hotel management talents and guide students to master solid professional ability. Although all major tourism colleges in China have strengthened the training of hotel management professionals, most of them are high-star hotels? Tailored? The cultivation of talents in budget hotels is still in its infancy. Because budget hotels are different from high-star hotels and social hotels, colleges and universities should offer courses suitable for budget hotels according to their characteristics, improve the curriculum system, or carry out the teaching of knowledge section of budget hotels in the form of special lectures to train specialized talents for budget hotels. At the same time, colleges and universities should offer advanced management, marketing, cost control and other related economic management courses to enrich students' knowledge reserves and enable them to have excellent professional abilities. Although the talents trained in colleges and universities lack practical experience in the short term, in the long run, they will soon be qualified for the position of budget hotel manager, because they can receive systematic training and have a solid theoretical foundation.
Third, school-enterprise cooperation proposals
1. Establish an internship training base
Strengthen the cooperation between budget hotels and universities, and provide internship positions for students through the combination of schools and enterprises or the establishment of internship bases, breaking the previous practice that students only choose star-rated hotels from internship to employment. When students practice in budget hotels, they should implement the rotation system, so that they can get in touch with different positions. What should a budget hotel provide after a period of internship at the grassroots level? Trainee manager? 、? Assistant manager? And other higher-level management positions, and carry out targeted education and training to enrich their practical experience. Students can cultivate their method ability, professional ability and social ability quickly and efficiently through internships and internship activities in budget hotels, so as to lay a good foundation for taking up the post of store manager as soon as possible.
2. Take the road of Industry-University-Research integration.
First, encourage college teachers to strengthen the research on the management of budget hotels, strengthen the construction of teachers in the relevant theoretical fields of budget hotels, and guide the cultivation of students' method ability, professional ability and social ability with high-quality and high-level professional teachers. Secondly, the managers of budget hotels are invited to participate in the steering committee of professional construction in colleges and universities, so that the hotel management specialty can absorb the requirements and standards of hotel employment at the beginning of construction, so that the trained students can adapt to the future hotel work more quickly. Third, select excellent teachers to hold regular training activities for employees of budget hotels, and guide employees to improve their method ability, professional ability and social ability with academic knowledge of science majors. We should closely combine university education, scientific research and enterprise development, take the road of Industry-University-Research integration and realize a win-win situation for enterprises and universities.