Post-95s leave their jobs in an average of 7 months. How can hotels reasonably arrange shifts for employees?
Employee rights and interests have become a topic of concern in the hotel industry, and ordinary employees are faced with similar problems— insufficient pay, excessive workload, lack of dignity …
Data shows that post-95s will change jobs in an average of 7 months. As more individual post-95s and post-00s enter the workplace, companies sometimes make fun of themselves, “Don’t scold the post-95s, they will leave.”
For hotels facing difficulties in recruiting workers, it is imperative to protect and enhance the rights and interests of employees in order to make the younger generation of employees willing to stay and have a sense of belonging.
Take the hotel lobby as an example, it is usually divided into two shifts and three shifts. Two shifts are mostly independent hotels, and the employees are harder, but the wages are relatively higher; three shifts are more common, and they are relatively less tiring. And when it comes to holidays, most hotels make up for it by adjusting vacations and multiplying wages.
It is common for hotel people to work overtime. Most people have accepted the fact that they are the busiest during the holidays and cannot go home during the National Day and Chinese New Year since they started working in the hotel industry.
But what they can’t bear is that there is no complete assessment mechanism, and there is no overtime pay or stipend for working overtime. This far exceeds the workload of other industries, making many employees choose to leave or change careers.
01
How to reconcile this contradiction
Only when ensuring fairness and justice, taking into account the combination of work and rest, and reasonably assigning shifts to employees, can we ensure that employees can perform normally.
We can reduce employee complaints and turnover rates through a reasonable scheduling system. The hotel can not only reduce the demand for personnel, but also reduce recruitment and training costs, thus achieving a win-win effect.
02
How does the hotel schedule
The hotel operation cannot be stopped, and the rights and interests of employees cannot be harmed. Simple scheduling is also a knowledge.
If the hotel can arrange schedules with a process to follow, and can implement it, most of the success has been achieved. Taking the front office as an example, scheduling needs to consider the following aspects:
1. Staffing is formulated according to the maximum reception capacity of the project
Staff scheduling is based on the workload. If the workload is too large and there is a serious shortage of staff, it is necessary to communicate with the leaders, otherwise it will cause staff turnover, low operational efficiency, reduced service quality, and hotel reputation and reputation. Positive reviews can be severely impacted, ultimately hurting hotel earnings.
2. The staffing schedule needs to be based on the ratio of people to rooms in the hotel
The staffing schedule needs to be based on the ratio of people to rooms in the hotel.
Generally, the person-to-room ratio of mid-range hotels is about 0.2.
3. The shifts of the hotel need to be reasonably arranged according to the number of personnel.
If the staffing of the front office of 100 rooms is 4 front office receptionists and 1 front office manager. The front office manager takes administrative classes, and the 3 front desks can arrange 3 shifts.
Another front office can be used as a mobile class according to the hotel occupancy rate, the peak period of check-in and check-out in the front office.
If it is 5+1, 2 front offices can be arranged for middle shifts, because middle shifts are the peak period of reception, the other 1 front office is on mobile shifts, and the front office manager is on administrative shifts.
4. The scheduling system is also an important part of scheduling
Generally, there is no schedule for the next month, and employees can apply in advance for the date they need to rest.
Try not to arrange for people to rest too many days in a row, especially in hotels with flat staffing. If the number of consecutive rest days is too long, it will affect the operation level of the hotel.
In addition, after the shift is arranged, there may be temporary affairs at home of the employees, which need to be adjusted. At this time, the schedule also needs to be adjusted temporarily. Depending on the situation, other employees can be allowed to work overtime, or leaders and supervisors can work on top of them.
The most important thing about scheduling is to manage according to the hotel occupancy rate, the number of personnel, and the scheduling system. Those who need to work overtime need to apply in advance and formulate the calculation standard for overtime pay.
The era of “choosing a career and doing it for life” has long since passed. Employees have more ideas of their own, keep talents longer, and improve their rights and interests. They might as well start from the trivial matter of arranging shifts.