What do hotel managers usually need to do? A hotel manager needs to have the following three management skills: ① technical skills. For hotels, it is essential to have the professional skills and skills needed by the hotel and this position, and to achieve effective cooperation in modern enterprises. Not only industrial enterprises need technical skills, but also other industries need technical skills, which is also very important for hotels. 2 conceptual skills. That is, the ability to form ideas, which means that a manager can think abstractly and has the ability to form ideas; Have a certain level of management theory, be able to apply management ideas and solve practical problems; But also has the ability of analysis, judgment and decision-making. ③ Humanistic skills. Ability to deal with interpersonal relationships. It refers to the ability to cooperate with others, including contacting peers at home, understanding the activities of subordinates, inspiring and inducing the enthusiasm of subordinates, and liaising and coordinating with relevant organizations and personnel abroad. To reach the above level, hotel managers must first have enough professional knowledge. For example, hotel management and strategy, hotel brand management and marketing innovation, financing and capital operation, green hotel evaluation criteria, collectivization and chain operation and other business knowledge, laws and regulations, management knowledge and so on. Secondly, professional attitude, such as positive and enthusiastic working attitude, being responsible for obeying the law, being able to cooperate with others and being willing to train subordinates. Then there are skilled work skills, including thinking ability, organizational ability, performance management ability and professional style. Therefore, hotel managers should master the following management skills: 1. Planning skills. Among the basic functions of management, the primary function is planning, and the importance of planning function runs through the whole process of management. Therefore, the first task as a hotel manager is to make a clear and effective work plan. Whether it is long-term strategic planning, annual marketing planning, personnel recruitment plan, annual budget, etc. , need to be applied to the planning ability. When making plans, we should distinguish between unconventional project management plans with specific objectives, routine management plans for routine work and disposal plans for dealing with problems; In addition, we should be able to distinguish between goals and objectives and set reasonable goals, instead of just using past figures as the basis. Second, decision-making skills As far as hotel managers are concerned, making correct decisions is one of the important abilities. There are many variables in the process of planning and implementation, and decisions must be made constantly. The wrong decision will bring the consequences of failure, and the correct decision will lay the foundation for success. For example, should talents be trained from inside or hired from outside? How is the budget allocated? Decisions are needed everywhere, as well as time and resource constraints, the possibility of insufficient information or mistakes, the burden of human feelings and so on. Decision-making skills include presupposition, reasoning, information collection, analysis and induction, logical judgment, game theory, psychological quality under pressure, how to avoid mental models and wrong systematic thinking, etc. Hotel managers should stand at a certain height, make overall plans and make decisions. Third, executive management skills In order to present effective results, hotel managers need not only careful planning and good decision-making, but also executive ability. How to effectively manage quality, cost and service level depends on the superb skills of hotel managers, who are too timid and inefficient; Weak control, prone to loopholes, increase costs, quality can not be guaranteed. The test of control ability mainly includes several aspects: distinguish between things that should be controlled and things that should not be controlled, and promote post-event management to pre-event management and in-process management (for example, quality problems may come from the supplier's ability, and process control may not be effective, but it needs source management or procurement management). In management, the willingness and ability to promote the self-management of subordinates have gradually evolved from external control to self-management, which is what we often say: "The ultimate goal of management is to ignore it." Fourth, the ability to solve problems "The greater the ability, the greater the responsibility." Solving problems is an important task for managers and the best way to test a person's ability. For hotel managers, perhaps problems such as poor service quality, insufficient manpower, large turnover of personnel and outdated equipment need to be solved. To solve the problem, it is necessary to clarify the problem, collect data, analyze the problem, find out the root of the problem, and solve the problem with creativity. It is said that wisdom, professional skills and experience account for only 25% of the success factors, and the remaining 75% depends on good interpersonal communication. Hotel managers spend more than half their time on communication, and most of the work obstacles are also generated in communication; Management communication is both interpersonal communication and team communication. Effective communication focuses on listening and feedback. Communication needs to be proactive, adhere to principles, respect others, and be frank, so as to pursue a "win-win" result. Organizations that are good at communication have faster progress speed and efficiency. 6. Motivation and evaluation skills People will only do something rewarding. Hotel managers should master and formulate a reasonable incentive system, and managers should motivate their subordinates in a timely and appropriate manner. Motivation is skillful, timely, concrete and sincere; When criticism is needed, we should pay attention to improving the way of criticism; There are different ways to motivate different employees. Reasonable performance appraisal should be based on the performance standards set by the superior and confirmed by both parties in advance. Effective performance interview is essential, including listening to subordinates' self-evaluation, discussing subordinates' objections, and working out performance improvement plans together, so as to gain employees' active support and provide basis for personnel decision-making and performance development. Employees expect their efforts to be encouraged and rewarded, and the morale of enterprises and employees is also greatly affected by the fairness of assessment. If we want to establish sustainable performance, we need fair and reasonable assessment methods and incentive mechanisms to make people willing to work hard for the future. Seven. Team building skills Hotel managers must have good team building skills if they want to make employees in various departments and positions more efficient and get along well. Putting 500 potatoes in a sack is just a sack of potatoes. A good team must have the following characteristics: clear common goals, values and behavioral norms, resource sharing, good communication, strong sense of belonging among members and effective authorization. Respect for role differences, unity and cooperation, and mutual help can give full play to the greatest benefits. A team is different from a group. A group may be just a mob, and it has no high combat capability. Only with three elements can it be called a team. First, the goal should be concentrated. Second, the relationship between members should be harmonious and support each other. Third, the working methods should be consistent and flexible. Organizations often need to use team skills. Team building skills mainly include the ability to establish a common vision and goal, the ability to reconcile differences among members, the ability to formulate common norms, the ability to integrate new employees, the ability to introduce the team to find the right direction from experience, and the ability to promote health conflicts. Eight, successful leadership skills The so-called leadership does not mean that you can use your power to impose your wishes on others; Only if you have influence and let others follow you wholeheartedly is the real leader. Hotel managers should learn to divide their work into four categories: must authorize, should authorize, can authorize and should not authorize; Follow the four principles of authorization, such as equal rights and responsibilities, no responsibility for authorization, step by step, and agreement. This not only ensures that subordinates can share the work, but also ensures that subordinates do not abuse their powers. How to make people in the hotel work together effectively, how to make subordinates obey from surface to sincere dedication, how to cheer up employees with low morale, how to make successful people not complacent and stagnant, how to make careless people not cause great disasters, and how to make people with different interests support each other all depend on the leadership art of hotel managers. Leadership skills mainly include distinguishing the characteristics and present situation of subordinates, choosing appropriate leadership style, emotional cognition, control and adjustment, firm belief and willpower. Nine, train qualified hotel managers should accurately understand the level and needs of subordinates, help them learn and solve specific problems, stimulate their commitment, determine the key points of behavior change, formulate action plans, apply them to actions, and evaluate and recognize them. Hotels need to recruit talents if they want to develop. However, talent is not innate, and schools can only teach it. Therefore, whether they can effectively train their subordinates has become an important key ability. In addition, in today's high-speed information flow, if you don't teach your subordinates, they will learn in the near future, but you will lose your professional leadership ability, which will make the deployment lack respect and conviction for you. Ten, financial management skills Income is the foundation of the hotel, efficiency is the core of the hotel, and profit is the soul of the hotel. In today's fiercely competitive market environment, in the atmosphere of tourists, prices, characteristics, talents and marketing competition. Only benefit competition, good or bad benefit, good or bad benefit, high or low benefit is the last word to test the performance of hotel managers, and it is also one of the important core indicators to assess hotel managers. Hotel managers should seek benefits and profits from management and strive for greater profit space. As a hotel manager, you should be able to control hotel costs and understand the changes in daily hotel costs. Be self-aware and have clear financial information. At the same time, let department managers and employees know how much cost and funds the hotel needs for normal operation every day, so as to ensure normal operation and establish the consciousness of cost control and saving for all staff.
How to be an excellent hotel manager has the definition of 6A.
Responsibility and safety literacy in management
Enthusiastic, optimistic and positive
Hotel managers have different goals at different stages. It is suggested that the career goals of resume can be divided into short-term goals, medium-term goals and long-term goals. For example, you are now engaged in the position of grass-roots manager, and your short-term goal can be to be a good employee and be promoted to the next level within one or two years. The medium-term goal is to be promoted to department manager within three to five years, while learning and having the skills and experience of hotel management. The long-term goal is to achieve the goal of being the vice president, general manager and president of a large star-rated hotel within 10-20 years, and to have the ability and experience to be an executive and become a hotel management expert.
How to be a restaurant manager is not clear in a few words, but I personally think that professional managers need to exercise from two aspects: on the one hand, self-management. As a manager, his personal quality and ability level represent the whole enterprise to a certain extent, whether facing employees or customers, so managers should strengthen self-management, including psychological quality, communication ability and management coordination ability. On the other hand, it is a team management ability. At present, the business activities of enterprises have never been a single person's battle, so managers must give full play to the advantages of the team to carry out their work, including the uploading and issuing of opinions, employee motivation and basic training.
How to get the Certificate of Professional Manager in Catering Industry (CMEP)
Organizers: China Cuisine Association, National Higher Education Self-taught Examination Steering Committee.
Suitable target: people who are engaged in catering management and have certain professional experience.
Certificate level: divided into advanced and intermediate levels.
Application conditions: 1, intermediate: I have obtained the qualification certificates of four courses: Catering Management and Practice, Catering Marketing, Modern Kitchen Production Management and Food Hygiene and Safety. 2. Advanced level: obtaining an intermediate certificate; Obtain the qualification certificates of four courses of self-taught examination: human resource management, financial management, information management and strategic management of catering enterprises; At least 5 years working experience.
Examination contents: catering management and practice, catering marketing, human resource management of catering enterprises, information management of catering enterprises, food hygiene and safety, modern kitchen management, financial management of catering enterprises and strategic management of catering enterprises.
This qualification certificate is the only management qualification examination for the catering industry in China at present, and it is the most scientific, authoritative and fair certification for the management knowledge and ability of relevant employees, which has great authority in the catering industry. In addition, the certificate adopts the mode of combining professional certification with self-study examination, so that scholars can obtain both professional certificates and academic certificates. However, the certificate is mainly aimed at middle and senior professional managers in the catering industry, so the requirements are higher. In addition to mastering the knowledge of catering industry management, candidates also need to have certain abilities in decision-making, management, design and consultation. PS: These certificates are useless. General enterprises do not recognize this kind of certificate. It depends on your personal practical experience and ability. Hmm. How interesting
How to introduce yourself to a new hotel manager? Briefly talk about your surname, personality, and whether you have worked in hotel management, hotel lobby, etc. What experience did you have before, and then enter a new enterprise? What kind of promotion do you want? Work closely with your colleagues to make the hotel well. ...
Hotel manager exam questions? Contains the determination of the pro! Go to the school online examination center to download. Including the analytic version or the word version is quite good. Oh, there's no need to go to the bookstore to buy it.
What kind of organization should managers of glass factories establish: After managers make plans, they must establish an organization that can put the plans into practice. Managers implement the plan by designing the organizational structure (usually making a detailed organizational chart, dividing it into different divisions and departments, and clearly pointing out who will control each position), and guiding the allocation of personnel, finance and other resources by improving organizational systems and processes.
Leadership: Managers want to lead employees, that is, to motivate employees to achieve organizational goals quickly and well. Many people think that leadership is the most important factor for managers' success. Great leaders can do great things: inspire their employees to do unusual things and achieve unusual goals.
Control: In order to achieve their and the organization's goals, managers must establish implementation standards based on organizational goals, evaluate and report actual performance, compare the two, and take necessary measures to correct or prevent them.
Although these typical functions are still valid, they do not represent everything. Managers and workers are entering a new partnership-forming a new reality in the workplace. Now managers gradually find that they can't order employees to do their best, but they can create an environment that encourages employees to do their best. Workers also found that if they want to survive in this wave of change sweeping all industries, they must find a way to contribute to other organizations, and this way will not be obedient to them. The new function of management-to deeply understand the potential of all employees-is:
Motivation: Now managers can do things well and are the masters of things. The best managers create far more energy than they consume. Successful managers create convincing visions-motivate employees to do their best-and they encourage employees to act according to these visions.
Authorization: Empowering employees doesn't mean you don't manage. This means giving them the tools and power to do valuable work. Effective management is to achieve common goals with the help of team efforts. When you let your employees do their own work, you should give full play to their creativity and trust in appointment.
Support: Today's managers should be coaches, consultants and comrades, not inspectors and executioners. The key to forming a helping environment is to form an atmosphere of frank communication throughout the organization. Employees must be able to truly and completely express their concerns without retaliation. Similarly, employees must be able to admit their mistakes and benefit from them.
Communication: Communication is the source of vitality for any organization. Information is power. With the continuous improvement of business development, information-correct information-must be delivered to employees faster than before. The constant changes and rising turmoil in business make the necessity of communication stronger rather than weaker-information that helps employees to complete their work better, information that affects job changes, and information about opportunities and team needs need to be communicated. By mastering these functions, you will find that your employees are more engaged in their work, their morale and loyalty are improved, and their productivity is improved. Therefore, products and services are better than before, customers are happier, and the bottom line has more room for manoeuvre. Isn't that what you like? Motivate employees
Isn't it great that employees can do their best every day? We want to give you some good news: employees can do their best every day. But you can't order employees to do their best from today, and occasional encouraging speeches can't boost morale or threaten or force them to do so. The secret is to motivate your employees and instill energy in them-release their talents and talents.
Your vision of where you want the organization to go should be clear, and then you must spread this vision frequently and widely.
Ask and listen to employees' ideas and suggestions, and involve them in the process of practicing them as much as possible.
Be sensitive to the needs of employees; Make sure that the working environment can make your employees do their best.
Don't shut yourself in the office; Visit people who work for you regularly and encourage them.
Always be honest and sincere to employees; Don't whitewash the facts in order to alleviate the blow of bad news.
What does the assistant manager need to do to assist the manager in his daily work,
Such as: uploading and distributing files;
Civilian work of subordinate departments;
Classification and arrangement of archives;
Minutes of departmental meetings;
Logistics chores of the department;
There will be job descriptions. Generally speaking, people can do it well with a little flexibility.