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Talent concept

Talent Concept

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Respect and care

Respect and caring

Stanley always takes "family culture" as the main line, respects and meets the employees' multi-level needs, and cares about the growth and development of employees. Communicate with the leaders of the company face to face and answer the problems with the leaders. On the other hand, it enriches the staff's life through regular paid travel, bachelor's party, sports meeting / entertainment party and weekend mountain climbing. The company provides a complete welfare reward and performance reward mechanism for employees, so that each employee can feel the warmth of the company home and the realization of self-worth.
Learning and training

Learning and Training

The company has been committed to improve the knowledge and skills of employees, stimulate the creativity and potential of employees, and improve the comprehensive quality of the team. The company has established a scientific and standardized training system and management system, and has spared no effort in staff training every year. For example, we organized senior and key staff to attend advanced training courses in universities such as Peking University and Tsinghua University, established a marketing maritime business school, studied and exchanged with benchmarking enterprises at home and abroad, and held regular professional seminars and professional skills training meetings. In the work, in order to train and train employees, we encourage them to participate in management through decentralization and decentralization, so that employees can truly become the "masters" of the company.
Innovation and motivation

Innovation and incentives

The company attaches great importance to innovative talents with ideas, and firmly believes that innovation is an important winning factor for the rapid development of enterprises and adaptation to changes. In order to stimulate the innovation of employees and express their good ideas and suggestions, the company vigorously promotes the "million innovation" action, and annually takes out 1 million to reward the employees who put forward innovative plans and excellent cases, so as to promote the virtuous cycle of continuous innovation of the company. At the same time, the Department has set up a daily incentive fund to reward outstanding and capable employees, so that every sincere contribution and every small progress of employees are recognized and rewarded by the company.
Cooperation and Implementation

Coordination and implement ation

"There is no 100% plan, only 100% implementation". The company pays attention to the efficiency of work and the realization of the results, and has formed a complete Conference cooperation system and the first meeting responsibility system. At the same time, the company has introduced the international advanced SAP information management system to realize the high integration of production and marketing, financial and marketing, and other management functions, which provides a strong guarantee for the organic connection and cooperation of various modules of the enterprise.
Comparison and promotion

Compared with the upgrade

"Fair competition enhances vitality and comparative management creates benefits". In the company between departments, between subsidiaries and subsidiaries, sales areas are regularly compared management, performance completion, key indicators achievement rate, sales revenue completion rate and other comparative management. Comparative management is not only limited to the company, but also goes out to compare with the same industry or even cross industry. Through comparison, we can find our own benchmarking enterprises, learn experience and good mode, and promote the development of the company. Every progress is the starting point of the next progress.