人力资源管理论文(英文)

HENAN UNIVERSITY OF TECHNOLOGY

河南工业大学

Bachelor of Management

Assignment Cover

工商管理学士学位课程

作业封面

MODULE CODE AND NAME

科目代码及名称

Module Code

科目代码：

B12

Module Name

科目名称：

人力资源管理

Lecturer

讲师：

崔颖

Section Code

专业班级：

市场营销

0905

< br>班

Student ID

学生证号码：

2

Student Name

学生姓名：

张润楠

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The Performance Management of Loews Hotel

Table of Contents

Introd uction............................................ .................................................. ........ 1

1. Questions in Loews Hotel

.

........................... ................................................ 1

2. Management Ability Improvement ..... .................................................. ........ 2

3. Performance Management

......................................... ................................. 3

4. The Methods of Performance Evaluation ............ ........................................ 5

4.1. Trait Method ..................... .................................................. ...................... 5

4.2. Behavior Methods .......................................... .......................................... 5

4.3. Result-oriented Methods .......... .................................................. .............. 6

5. 360-degree Performance Appraisal

.

..... .................................................. ..... 7

6. Summarize .................. .................................................. .............................. 8

Reference

.

...... .................................................. ............................................... 9

Introduction

Loews

Hotel

has

some

problems

in

performance

management.

Its

staffs

can’t

have

a

great

performance when they are working. So the article will provide some good advice and help the CEO

to solve the problems in his job. To begin with the questions Tisch have in managing the company

and

how to improve

his managerial

ability. Then I

will tell Jonathan Tisch and other Loews hotel

managers’ experience that how to affect the company’s performance

management. It can be divided

who four pasts----- Object design, the Directing of process, Assessment feedback, Motivation and

improvement. In addition, I will describe several kinds of performance evaluation which suit the hotel

industry. And I will explain both good and bad aspects of each possible choice. And comparing these

methods

which

are

actually

used

in

real

hotels.

The

performance

evaluation

is

trite-oriented

approach, action-oriented approach and result-oriented approach. Finally I will analyze the things I

have mentioned on the front of this article and find the best fit method of measuring performance.

The method is 360 degree assessment method. So we can know the performance management of

hotel

comprehensively.

And

we

can

also

find

know

the

performance

management

of

hotel

comprehensively.

And

we

can

,

also

find

and

solve

the

problems

in

hotel.

According

to

these

methods of performance management, we can make the hotel more live fully.

Key words: Performance management

Evaluation

Methods

1. Questions in Loews Hotel

Mr. Tisch is the chairman and CEO of Loews hotel. However he is not the best CEO of the hotel.

When he manages the hotel, there are several questions have to be solved. The first question is

that

the

CEO

d

oesn’t

bring

forward

to

make

a

work

description

or

standard

occupational

responsibility. So

the staffs don’t have a standard when they are

working. They

don’t know what they

should do additional. An excellent employee often finishes every task on time. They always do more

works

than

general

employees.

But

they

have

the

same

salary.

So

it

is

easy

to

make

the

team

creating contradictions. If they status sustains for a long time, the profit of the hotel may decrease.

So it is necessary to make a workable description or standardizing occupational responsibility. If Mr.

Tisch can do this, the work efficiency of employees might be promoted. The second question is an

important question. The Loews hotel

doesn’t set

employees' performances assess criteria and direct

to implement. Performance is assessed criteria are an important part of Human Resource

Management.

You

can

know

the

conduction

of

employees

when

they

are

working.

Only

by

establishing

and

perfecting

scientific

performance

appraisal

system

and

carrying

out

the

staff

incentive

policies

through

can

attract

and

retain

talents,

making

good

use

of

talents.

And

the

excellent

employees

often

provide

manta

good

things

to

a

company.

A

favorable

performance

assessment

might

urge

employees

working

hard.

Then

guests

maybe

come

to

the

Loews

hotel

many times rather than other hotels. The third question is that Mr.

Tisch and other managers don’t

learn to care for their employees. Maybe managers will spend much more time in staying with their

employees than their

family. If

you are always appearing

with the manager

image

in front of the

employees, they might be fed up with this. They work under pressure for a long

time. It must do

something wrong in their job. Then the guests might be uncomfortable or angry with the hotel. It is a

dangerous

thing

to

a

hotel.

So

it

is

important

to

care

for

employees

for

a

good

manager.

Your

concern can be shown anywhere. For example, Google always has a microwave-oven in the office.

Because employees often have no time to eat breakfast. Then the employees had affection for the

company gradually. The simple and convenient way is commending employees. When employees

finish

their

job,

they

aspire

to

get

the

manager’s

approval.

So

if

managers

often

commend

their

employees

rather

than

criticism,

the

employees

might

work

harder

and

harder.

Isn’t

it

what

the

managers want to see? The final question is that the regulatory system is not perfect in the hotel.

The regulatory system can help managers to know the employees working hard or not. Humans are

all mentally lazy, they

don’t want to work hard but want more and more

money. Now it is time for it

just to let the regulatory system flow. Every employee should be responsible for his performance.

2. Management Ability Improvement

A

good

manager

needs

to

improve

his

management

ability.

There

are

several

abilities

necessary to Mr. Tisch:

1. Communicating

Ability.

To know the rope

of employees in

the hotel,

listen to their

thoughts.

A

manager must have good communicating ability. Active listening is an important part of this. If you

can do this, the employees would support and get along well with you. Then they will not be afraid of

managers and managers will not lose their

prestige. Employees often come up

with constructive

advice and their needs. So managers should learn how to listen to employees.

2. Coordination Ability. Managers should always understand the

employees’ mood

changes. Then

they can talk to employees solving the

problems.

If

contradictions

have

been

existing

in

the

team,

it

was

too

late.

People

always

make

mistakes

to

deal

with

the

emergency.

Good

managers

should

resolve

contradictions

in

advance,

then they can solve any problems.

3. Planning Ability. Managers

’ planning ability is important to the

hotel. Not only they should make a

short-term strategy, but also to make a long-term strategy. In other words, excellent managers must

be forethought. And

they should let employees know the company’s long

-term planning in time.

4. Managers must aspire to get a great team. So managers must train some talented employees to

help them managing the team. It is important in Human Resource Management.

5. Govern Ability. It is said that a leader never sets up a company, but he will set a team to build a

company. So managers must improve their ability and skills to manage their employees. To win the

trust of the employees are very important. If managers can do this, his employees would respect

him and finish the tasks for him. This is the proper way towards a virtuous circle to the hotel.

3. Performance Management

There are four steps of performance management. Mr. Tisch and other managers manage hotel

by these steps. And

their experience can affect the company’s performance management in the four

steps:

1. Object design. Company should make a plan for organizational structure, functions, duties and

responsibilities in front of the performance management. The primary mission of object design is

important. We should make a target for company, sections and employees. Then managers should

communicate with others to establish a single target. The most important thing is communicating in

object

design.

Managers

should

use

their

experience

to

ensure

that

employees

understand

and

agree with the performance goals and their liabilities. So the importance

of managers’ expe

rience

showed in this step. Managers know the direction of development direction. And they know what

they should finish in the next phase. So the experiences of the managers ensure the accuracy of the

targets.

Company

can

avoid

mistakes

and

ensure

errors

are

not

missed

in

the

process

of

development.

2. Performance coaching. Performance coaching is the key issues of performance

management.

The primary mission is observing and recording performance information. Managers can make an

assessment

and

adjustment

of

medium

term

by

these

information.

Performance

coaching

is

the

process that managers and employees