萬豪國際最佳雇主的留心法則（Marriott International the best employer to rule）

1、萬豪國際最正確雇主的留心法那么Marriott International the best employer to ruleAt the Marriott International Hotel Group (hereinafter referred to as the Marriott group), founder of Willard. Marriott's words have deep each employee's mind: "only ah retaining good employees, they will better protect cust

2、omers". As employees, China district director of human resources and the Marriott group, has more than ten years of work at the Marriott Yan Jiewen on the company's "protection" has deep feeling. At the Marriott group, a higher proportion of senior staff, three senior managers tog

3、ether add up to more than 50 years of seniority often. According to statistics, there are 35% new employees after 5 years in the work is still in effect for the group. Marriott executives most for Marriott work for at least 20 years. The staff in strong liquidity of the hotel industry in the Marriot

4、t staff turnover rate to maintain the lowest level in the industry.So, the Marriott retain employees is the secret of what, let Yan Jiewen work experience to share with us.To overcome the difficultiesSince 1927 the establishment of the Marriott group, always adhere to the "trust, caring, honest

5、y, integrity, respect, fairness" of the six core values. At the Marriott, to the hotel manager down to the ordinary people, with these six values to measure and evaluate each decision and daily behavior. Especially since the financial crisis, this is the staff turnover rate is very high in the

6、hotel industry is subject to great influence. To this end, the headquarters of the group based on the original six core values, and to all of its hotels launched seven best incentive team, with more specific way to remind managers at all levels, in the crisis and how to follow as in the past the Mar

7、riott enterprise value talk, try to better care of yourself the staff.Method: open communicationAll of the hotel each quarter Marriott are meeting with the staff of "meeting" form, for all hotel employees to report the operation situation, the latest progress and overall performance so tha

8、t each employee can understand the company's business. Yan Jiewen said, will manager, finance director and marketing director of the hotel will share in the quarter of the company's financial and operating conditions and employees. So, in the Marriott and all the staff are very clear this qu

9、arter and each department performance goal has not been achieved, and to understand the gap between the hotel and other.In addition, other department managers of each month will convene the Department staff, face-to-face communication work recently, exchange experiences. Different from the "Tow

10、n Hall Meeting", employees can now two-way communication with the supervisor, in addition to understanding the work of the Department of the month, have the opportunity to put their views and suggestions for a problem directly reflected to the person in charge of the department. Employees can a

11、lso directly sent to the headquarters of the United States Office of the president, or through to the president office internal hotline call, express their views on the work, working environment, salary and welfare etc., all call letters and will receive timely and proper treatment. Every year, Marr

12、iott would hire a third party company employee satisfaction survey of anonymous affiliated to the hotel, in order to understand the employees of the group and supervisor perceptions. When people encounter difficulties, but also to Marriott's "Peer Review" system to seek a fair and open

13、 solution.In this way, employees can better understand the angle of Cui; every decision made to enhance staff unitary store, executive ability and team cohesion. Yan Jiewen said, Marriott always hope that through this way of communication, so that each employee can clearly recognize their own diffic

14、ulties and challenges facing the sector and the whole hotel, mobilize and play the enthusiasm and creativity of employees.Method two: sincerely treat subordinatesAs the saying goes, "who does not stand, no matter the letter", this should also be the managers and employees pursue the aim of

15、 open communication is more worthy of promotion. Yan Jiewen believes that open and honest communication is necessary to maintain at any time with employees, especially facing the development and survival of the plight, managers and subordinates relatively honest, tend to be more efficiently infected

16、 employees. At the Marriott Hotel, business status, guest satisfaction, employee satisfaction and other information, will be through a variety of ways as publicity to employees. As before 2021 the hotel achieved performance did not meet expectations, after the approval of the views of the staff, the

17、 hotel used to shorten the working hours reduced wages "or" four working days "and" suspend pay "and other measures to reduce labor costs, through. The courage to work together with our employees to face the current difficulties, and take appropriate measures, these measures

18、 have been widely recognized by the staff, also did not affect the enthusiasm of the staff. As the economy recovers, Marriott began to recover some benefits before the suspension, 2021 according to plan a raise. Through the "winter" test, employees and enterprises more willing to stand tog

19、ether to meet new challenges.Method three: praise and rewardNot all the praise and reward are the material. Especially in the management of depression, a material reward will increase the economic burden of the enterprise, the spirit of praise and reward, on staff motivation, than any time in the pa

20、st, any way more effective. For example, the Marriott in the hotel's unit, regular statistics obtained from the number of promotion or employees because of outstanding work, and issue a certificate to the hotel. It can not only make good employees get promoted, other employees can see clearly th

21、e path of future development, in a similar way to the staff to release a signal that all employees who have made contributions to the hotel, even in the most ordinary jobs will fulfill their dream of occupation.Method four: clear goalsEnterprises through the establishment of clear and operation in a

22、ccordance with the actual adjustment target can not only keep the morale of the employees, but also help them to achieve their goals. The Marriott manager staff as an example, their annual bonus and annual increase and performance indicators when completed, but if there are some special circumstance

23、s, unpredictable factors such as "SARS", may make the individual and the whole hotel's performance at the landslide, will directly affect the personal year-end assessment. Therefore, according to the actual operating conditions to adjust the target is consistent with the actual situati

24、on of the enterprise, but also to maintain staff morale. Marriott will in the year when the staff create modifications at the beginning of the development of individual performance targets of opportunity,It can eliminate the negative effects caused by some unforeseen adverse factors, help the staff

25、to achieve the desired goals.Method five: active participationJust as the "open communication", the Marriott Hotel and all of its decisions need through staff participation and discussion. Practice has proved that all employees are involved in ongoing projects and business development will

26、. Moreover, they will often put forward ideas and suggestions on the implementation and improvement of the business process is very useful. At the same time, the hotel in the social responsibility of the act, employees will have the opportunity to participate, such as raising funds for children with

27、 disabilities, medical help urban disadvantaged groups to solve the housing problem. Through full participation, to enhance staff awareness of social responsibility, the hotel also can better carry out the decision.Methods: six successful tools"To do good work must first sharpen his tools"

28、, to provide complete work and occupation development of all the tools needed by all employees, with the team together and share these tools and methods can make them even more outstanding performance at work, in the occupation career to become more mature. Yan Jiewen explained that the Marriott emp

29、loyees and share these "tools", tangible tools are not just those tangible, also including a lot of virtual instruments. As in the company's website related courses, providing career planning consulting services and so on, these can not only help employees solve practical problems enco

30、untered in the work, the most important thing is to show the future development blueprint for the outline, employees will be more confident to play more energy at their posts.Methods: seven full trustAs a leader, to believe that most of the staff willing and able to perform better. At the same time,

31、 set an example and fully trust employees. Trust and encouragement will motivate employees at work is more excellent in great extent. Marriott group encourages managers believe the best employees and encourage employees to express their own ideas. For example, the staff of Discovery Inn Hotel rooms

32、often have the Japanese tour to stay, and most sound hope is female, then put forward "the person inside the room can be set". The manager trust in their analysis, and adopted opinions, the corresponding characteristics of hotel products, won the praise of customers. The management trust,

33、help employees have more development opportunities in the work, the working concept of sublimation, work efficiency.The importance of internal selectionMarriott group attaches great importance to corporate culture, every grow up at the Marriott employees, fully inherited the Marriott hospitality and

34、 staff mutual service concept. Because of the fear of foreign employees will dilute the Marriott culture, nearly 50% of the managers are from within the company through strict selection and promotion. Company job vacancies occur, will give priority to internal staff, not only in the appropriate inte

35、rnal candidates will be recruited from the community. The greater the proportion of internal promotion, to the promotion of staff more opportunities. Yan Jiewen said, "at the Marriott, as long as the efforts, there will be the beginning of. So, the Marriott senior staff."Although Marriott

36、will also look for talents from the outside to strengthen the middle-level management team. But the general manager of this senior management, Marriott is unswervingly implement the internal selection mechanism, here there will be very few outside the "airborne" phenomenon. If outside, whe

37、ther this man before holding too many high positions, also must first at the Marriott served as deputy of more than a year before they can take up the post of general manager. In order to speed up the cultivation of talents, the Marriott speed promotion of internal talent promotion process before th

38、e high-level group is generally 7 to 8 years, and now this time to 18 months - 2 years or so, the ability of the personnel at the Marriott will soon be promoted and reuse."Working at the Marriott, everyone has many opportunities, a good prospect of occupation". Yan Jiewen himself as an exa

39、mple in the Marriott work ten years, in order to better their own experience in actual combat, sufficient to broaden their horizons, she served in Vietnam, Hongkong, Tianjin, Shanghai and other places of the Marriott, staff from the grassroots to the human resources manager before being promoted to

40、the director of human resources in country area.The implementation of talent cultivation planYan Jiewen believes, provide training and career development will be shed to retain talent, especially the key to retain the best hiring. One of the business strategies to cultivate and retain talented emplo

41、yees is the most sensible. Marriott has been trying to create an excellent working environment, let employees feel that they will continue to have the opportunity to learn and develop. Within the group, the training method of Marriott can be said to be unique, the regulations of the company every da

42、y each employee has 15 minutes of training. Marriott employees to summarize 20 basic habits, asking them to review one day. Because the Marriott believe that if the employee is in accordance with the customs to provide services, will behave more naturally and more smoothly.Yan Jiewen said, the relev

43、ant training year each manager level employees are not less than 40 hours, the general staff of not less than 60 hours. In order to ensure adequate funding for training, Marriott International set up a special training fund. Marriott a year for each manager to come up with $750 for training funds, t

44、hese costs by the international training fund to the hotel group, for the training of teachers, training materials and translation of travel expenses. By this calculation, the group a year for the manager of personnel training costs $1 million 400 thousand. Thanks to such a stable international trai

45、ning fund, the Marriott group every year to ensure the basic fixed training funds, whether it is "SARS" or "financial crisis", failed to affect training expenditure.Is expected in the next 5 years, Marriott in areas outside the United States to hire new staff of more than 150 tho

46、usand, which will focus on India and the Middle East and other emerging markets. Marriott International Human Resources Department Senior Vice President Jim Pilarski said: "in the current economic downturn in the climate, the additional quantity can be said to be very impressive, with Marriott

47、in the world is expanding rapidly, we need to hire and retain talents."The rapid growth in the world tourism market careers require innovative thinking, because the Marriott Hotel Group and other talents as needed. So,At the right time for the post to select talents. One of the initiatives by M

48、arriott is partnering with the international well-known hotel training schools, such as the introduction of talents from the Swiss Lyon Hotel Management School of this lattice famous universities. The nearest lattice Lyon Hotel Management Institute and Marriott group jointly launched a revenue manag

49、ement discipline plan. This hotel is a subject of the fastest development, the school has 23 earnings management graduates, most of them worked at the Marriott International related to the primary position.At the same time, Marriott Chinese district also started with some domestic colleges and universities cooperation, to develop their own expertise. From the beginning of 2007, Marriott International Group and