Restaurant hotel building management management responsibility book

1. Entrusted matters:

1. Baise City Ouyi Hotel Co., Ltd. For the long-term development of the hotel, our two shareholders have jointly entrusted Li Limei as the assistant general manager of the operation to manage the Ouyi Hotel and exercise the management rights granted by Liu Xinmin and Yan Xiaoning. Within the scope of authorization, the assistant general manager of the operation is exercised. On behalf of Liu Xinmin and Yan Xiaoning, the hotel is fully presided over, managing the operation of the hotel and completing various budget indicators and management indicators issued by the company.

2. Entrustment period: January 1, 2011 to December 31, 2011.

3. Financial system and management: 1 All employees must be assessed according to the principles of the hotel industry and accounting law; 2 All expenses of the hotel must be paid by the finance department and purchasing personnel before they are paid, and all purchases are made by the purchasing personnel; Expenditure of more than 3000 expenses of the expenditure is uniformly paid by the Finance Department. No one may borrow or misappropriate in the name of an individual. Once found, the company will impose penalties according to the system; 4 the company's operating expenses will be audited and signed by Li Assistant. If the other expenses exceed XX yuan and the one-time expenses exceed 5,000 yuan, the Ministry of Finance may request the party to make expenses after the unified call, otherwise the finance department shall bear the responsibility; 5 all the cashiers of the hotel and the relevant asset management and finance personnel Into the Finance Department for management [accounting, cashier, nuclear, buyer, warehouse administrator, cashier, quality inspector], all personnel must obey the management of the financial department manager; the daily behavior and treatment of the personnel of the department is managed by Party B, financial rights Dominance is governed by Party A, and no one may act beyond authority.

Second, the responsibility indicators:

Main indicators of economic main indicators and sub-indicators: 45 points 1. Operating income is 6 million yuan for the whole year. 2. The operating cost of the whole year is controlled at 3.81 million yuan. 3. Net profit was completed 2.19 million yuan throughout the year. Sub-indicators: The annual cost is 3.81 million yuan, of which the room cost rate is 55% and the catering cost rate is 75%.

, management indicators 1, fixed indicators of monthly assessment indicators. 1 The implementation rate of the key work monthly plan for 2011 is 100%. 2 The comprehensive health quality compliance rate is 96%. 3 The food safety quality control pass rate is 100%. 4 The monthly employee training rate is not less than 80%. 5 The monthly turnover rate of employees does not exceed 5%. Non-fixed indicator. The monthly management index assessment is based on the fixed indicator assessment score, and the non-fixed indicator assessment score is added and subtracted to obtain the final monthly assessment index score. 2. Quarterly assessment indicators: 1 The overdue receivables ratio is not higher than 5% of the total accounts receivable. 2 The employee satisfaction rate reached 80%. 3 Customer satisfaction reached 90%. 4 The qualification rate of the employee's appearance meter is 98%.

3. Annual management assessment indicators: 1 Annual accounts receivable balance: no more than 1.5% of annual income. 2 Employee quality assessment: corporate culture, service knowledge, business knowledge. 3 Customer Satisfaction: 90%. 4 Quality of Service: “The first rule of the Golden Rule: Any employee, any time, any place, seeing anyone is cordial and polite” reaches 85%. 5 Asset maintenance: complete, effective and clean of large assets and decoration assets.

4, annual safety management assessment rewards and punishments. 1 Annual food safety quality control indicators, internal safety management indicators meet the standards, and reward XX yuan for each department. 2 Every major food safety quality accident or major internal safety management quality accident will be regarded as not meeting the standard this year. 3 Major food safety and quality accidents, major internal safety management accidents, in addition to accountability, according to the size of the responsibility, compensation for accident losses, the operation of the general manager assistant, department managers and related responsible persons deducted the monthly performance bonus 20%-100% At the end of the year, according to the frequency of incidents, the average of the annual general manager's assistant and department manager's year-end performance bonus is deducted from the operation.

5. Assessment instructions.

1. In addition to the performance appraisal salary according to the performance appraisal principle, the company will also reward according to the monthly and quarterly assessment rankings of each department.

2. Monthly assessment. The ranking is based on the economic indicators + management index scores. In addition to the monthly sales champions, the economic indicators complete the monthly budget tasks, the team cash rewards XX yuan; the economic indicators have not completed the monthly budget tasks, the team cash rewards 1000 RMB.

3. Quarterly assessment. Ranked by the total average score of the economic indicators in each quarter and the scores of the quarterly management indicators. The first place winners, in addition to the quarterly excellent team champions, include: the economic indicators complete the quarterly budget task, the team cash reward of 10,000 yuan; The economic indicators did not complete the quarterly budget task, and the team's cash reward was 5,000 yuan.

4. Annual assessment. The assessment ranking method is the same as the quarterly assessment. In the same year, the department won 1 quarterly excellent team, each rewarded domestic tour to the assistant general manager and department manager; the department that won 2 quarterly excellent teams in the same year, each rewarded Hong Kong and Macau for one operation. Manager assistant and department manager; the department that won 3 quarterly excellent teams in the same year, each rewarded Xinmatai Tour to the assistant general manager and department manager; the department that won 4 quarterly excellent teams in the same year, each rewarded European tour to the total operation Manager assistant and department manager. Incentive travel will be completed within 1 year from the following year, and will not be enjoyed after the deadline.

5. The specific assessment contents of various management indicators are notified by the company, and the personnel of the quality inspection department and us jointly conduct assessments;

6. The assessment scores of various management indicators can be adjusted according to the company's staged work priorities.

Third, the annual performance appraisal method due to job changes. 1. During the execution period of the letter of responsibility, the company will give the annual performance appraisal bonus to Party B when it transfers, demotes, dismisses, retires and learns, according to the monthly average of the final performance of the year × the term of appointment. 2. During the term of office, when the company transfers to B, transfer, dismiss, retired, and study, the monthly performance appraisal bonus will no longer be enjoyed in the following month.

Fourth, labor compensation and bonuses

1. The annual income of Party B is based on the annual salary system. The salary consists of basic salary, store-age salary and other subsidies. Among them, the performance-based assessment of the basic salary is decomposed into business performance and management performance. Li Limei, Assistant General Manager of Operations, has a monthly salary of 1400 yuan, a salary of 200 yuan, a transportation and telephone subsidy of 400 yuan, and a subsidy of 800 yuan for a total of 2,800 yuan. The salary of the department manager and the existing staff of the hotel will not change according to the current base.

2. The principle of determining the monthly salary performance appraisal. 1) Party B's monthly salary 50% economic indicators are issued according to the following criteria: When the monthly economic indicator score is lower than 38 points, it will not be issued; if the monthly economic indicators are completed ≥38 points or ≤50 points, they will be distributed according to the actual completion ratio.

2) Party B's monthly salary 50% economic indicators are issued according to the following standards:

When the monthly management index score is <48 points, it will be distributed according to the actual score ratio;

When the monthly management index score is ≥ 48 points, it will be issued at 100%.

3) When the economic indicators and management indicators are added together with more than 100 points, the excess reward criteria are exceeded:

Assistant General Manager of Operations: Exceeding part of the score × 110 yuan;

Department manager: Exceeding part of the score × 70 yuan;

3. Year-end performance bonus:

1) Calculation principle: The year-end performance bonus is calculated based on the segmentation calculation result of the net profit indicator confirmed by the company audit, and the final year-end performance bonus amount is calculated by the management indicator evaluation score.

2) Year-end net profit assessment standard: Assistant to the general manager: The 2011 annual net profit budget task is 2.19 million yuan, and the year-end bonus is not accrued when it is less than 1.99 million yuan; 2011 nop is completed ≥ 2.19 million, when it is less than 1.99 million yuan A total of 4% of the bonus. In 2011, nop completed ≥ 2.39 million, ≤ 2.19 million yuan, and the bonus was 5% of the total amount of completion. In 2011, nop completed >259 million, and ≤2.39 million was accrued by 7%. In 2011, nop completed ≥2.6 million parts and made 8% of the total amount, and the final bonus was calculated. Managers of each department: pay bonuses according to 40% of the assistant general manager of the operation.

3) Year-end management index assessment criteria The year-end management indicator assessment scores are composed of two parts: the monthly cumulative management index assessment cumulative average score and the annual management index assessment score. The annual performance bonus calculation principle is issued. The year-end management index assessment score <70 points, excluding the year-end bonus; the year-end management index assessment score ≥70 points, <80 points, issued according to 50%; year-end management indicators average score ≥80 points, <90 points, according to 60% shall be issued; if the average score of the year-end management indicators is ≥90 points <95 points, it shall be calculated and distributed according to the actual score; if the average score of the year-end management indicators is ≥95 points, it shall be paid in full; if the annual accumulation causes more than 100,000 economic losses, Calculate the year-end award.

V. Performance appraisal

1. Appraisal department: Performance appraisal team composed of Liu Xinmin, Yan Xiaoning and others.

2. Assessment content: monthly assessment, quarterly assessment, annual assessment.

3. Assessment and treatment: The assessment results will be implemented in the current month.

4. Internal management one-vote veto: (1) Food safety quality control. . 2 Internal security management. .

5. During the operation period, Liu Xinmin and Yan Xiaoning will assign the general manager assistant and department manager to the operation, demotion, dismissal and dismissal: 1 The economic index has a gop rate of less than 70% for three consecutive months; If one of the monthly management indicators falls for three consecutive months; 3 does not obey the company's unified management, seriously violates the company's rules and regulations, and the circumstances are serious; 4 there are major malpractices in the management work, serious dereliction of duty or being legally Responsibility; 5 Influencing the company's external image and reputation, the three major media accidents exposed within three days, no effective crisis management; 6 annual cumulative economic losses of more than 50,000 yuan; 7 major events in the hotels under the jurisdiction of the concealment Those who take it seriously according to the circumstances.

5. Capital expenditures and wages that must be carried out within the budget are not destructively executed according to the budget plan. When calculating the net profit at the end of the year, the relevant expenses are excluded according to the actual situation.

6. Formulation, signing, modification and change of the responsibility book 1. The formulation, signing, modification, alteration, execution, supervision and evaluation of this responsibility book shall be undertaken by Liu Xinmin and Yan Xiaoning. 2. The economic indicators, management indicators and assessment methods involved in this responsibility book, Liu Xinmin and Yan Xiaoning have the right to adjust according to business needs. 3. In case of special circumstances during the operation period, Party B believes that it is necessary to revise the indicators or assessment methods during the current term. It is necessary to submit written comments and relevant measures to the company for approval and adjustment.

7. The right to interpret the letter of responsibility is attributed to Xiao Ning and Liu Xinmin.

Eight, other. 1. The matters not covered in this contract shall be supplemented by both Party A and Party B. Attach a job request! 2. The power of attorney is in duplicate, and each of Party A and Party B shall hold one copy, effective from the date of signing. Party A: Party B: Signature: Signature: Date of signing: Date of signing:

Job Responsibilities Executive General Manager Report Superior: General Manager Supervisor Subordinate: Department Director and Manager Contact Department: Responsibilities of various departments of the hotel: First, management indicators 1. Work with scientific, reasonable and strict management means within the scope of Party A's authorization .

As the general manager of the company's operations, he should be upright, behave in a moral, keep his promise, be confident, be responsible, be honest, be honest, be sensitive, and criticize art and loyalty to the hotel.

Third, with modern enlightened business concepts and people-oriented management awareness, and implement these concepts in all aspects of hotel management.

Fourth, regard the hotel reputation as its own life, attach great importance to and cherish the good image of the hotel, and consciously make strategic investment in creating intangible wealth such as hotel popularity and reputation.

Fifth, we must work hard to cultivate employees' sense of identity, belonging, and honor to the hotel, enhance the cohesiveness and centripetal force within the hotel, and establish the overall image of the hotel in a coordinated manner.

Sixth, we must be responsible for the realization of the hotel's total operating index turnover, and at the same time, according to different seasons and holidays, we will plan the marketing plan, advertising plan and development promotion plan for the year, season and month. Seventh, establish a complete customer information and various assessment criteria.

Eight, the operation manager for major activities, work direction: the handling of emergencies must have a correct decision, it is necessary to timely delegate the power to issue orders, and be good at appointing personnel of various departments. Good at mobilizing the enthusiasm of all members, coordinating internal and external interpersonal relationships, providing favorable conditions for subordinates' work, checking and improving work efficiency in a timely manner. The entire command work should reflect a strict, efficient, flexible and innovative style.

9. Let the subordinates clearly define their task roles and gradually deliver the work, let the subordinates establish their own goals and plans, let the subordinates stick to the accepted work, and urge the subordinates to understand the on-site payment report, so that the subordinates should bear the responsibility.

X. Responsible for urging all departments to keep equipment clean, tidy and correct, strengthen the cost control of tableware and low-value consumables, and formulate a compensation system for tableware management to save control costs.

11. Responsible for the professional skills training and daily quality management of employees in all departments of the company to improve the overall quality of all staff.

12. Responsible for the requirements and supervision of the post to implement various rules and regulations, responsible for the company's fire safety work.

13. Supervise, inspect and review the daily business reports, master the hotel's day preparation, supply preparation and kitchen preparation work, understand the important customer conditions of the day, as well as the relevant conditions and special requirements of the guests, and carefully organize the preparation work according to the arrangement.

Second, the operational indicators 1, the implementation of Party A's permission to manage the hotel, manage the hotel's resolutions, complete the specific work of the business plan and distribution made by Party A. 2. Check the implementation and implementation of the hotel management system, post responsibility system and service program. 3. According to the division of labor of the hotel, supervise the service quality of the specific business department to meet the standards set by the hotel. Use quantitative standards to assess and master the specific conditions of the hotel's daily operations. 4. Check the daily business daily report of the hotel, report the problem to Party A in time, and take necessary measures to solve it. 5. Host a business meeting or special business meeting to coordinate and investigate business work. 6. Make reasonable suggestions on the hotel's long-term planning and annual plan proposed by the general manager, and express opinions on the tourism market and hotel management policies for the general manager's reference. 7. Do other temporary work assigned by Party A.