這是一個(gè)關(guān)于海底撈模板PPT，主要是圍繞著海底撈的IntroductionManagement success reasons 和Conclusion的介紹。海底撈成立于1994年，是一家以經(jīng)營(yíng)川味火鍋為主、融匯各地火鍋特色為一體的大型跨省直營(yíng)餐飲品牌火鍋店，全稱是四川海底撈餐飲股份有限公司 。在北京、上海、鄭州、西安、南京、天津、杭州，簡(jiǎn)陽(yáng)等城市開有連鎖門店。該品牌自創(chuàng)立以來，始終奉行“服務(wù)至上，顧客至上”的理念，以貼心，周到，優(yōu)質(zhì)的服務(wù)，贏得了紛至沓來的顧客和社會(huì)的廣泛贊譽(yù)。海底撈雖然是一家火鍋店，它的核心業(yè)務(wù)卻不是餐飲，而是服務(wù)。在將員工的主觀能動(dòng)性發(fā)揮到極致的情況下，“海底撈特色”日益豐富，歡迎點(diǎn)擊下載海底撈模板PPT哦。

海底撈模板PPT是由紅軟PPT免費(fèi)下載網(wǎng)推薦的一款產(chǎn)品PPT類型的PowerPoint.

HaiDiLao casenzJ紅軟基地
StructurenzJ紅軟基地
IntroductionnzJ紅軟基地
Management success reasonsnzJ紅軟基地
ConclusionnzJ紅軟基地
Haidilao Hot Pot海底撈火鍋nzJ紅軟基地
Management success reasonsnzJ紅軟基地
Leadership  Subordinate-centered style    (以下屬為中心)nzJ紅軟基地
   The employees in Haidilao are allowed  to make most decisions by their own. Give them freedom. The employees in Haidilao can be fully empowered and they can  make some of decisions by their own without the managers’ permission， which may brings them a sense of ownership and trust.nzJ紅軟基地
Management success reasonsnzJ紅軟基地
Employee motivationnzJ紅軟基地
1. Rewards and punishmentnzJ紅軟基地
    Haidilao has a special， just and fair performance measurement system. Supervisors take down the front-line employees’ daily performances， including clients’， colleagues’ and managers valuation. This is better than the systems in many other restaurants which are based on people’s diploma. The rewards and punishment will base on this system.nzJ紅軟基地
Management success reasonsnzJ紅軟基地
Employee motivationnzJ紅軟基地
2. Management by objectives (MBO)nzJ紅軟基地
    Haidilao will convey its main objectives to employees. And every week a meeting will be held in which people are able to discuss some cases they met that week and this enables employees to make progress.nzJ紅軟基地
Management success reasonsnzJ紅軟基地
Employee motivationnzJ紅軟基地
3. Participative managementnzJ紅軟基地
    Haidilao fully empower its employees to make decisions. For example， they can use money without manager’s permission as long as it is essential.nzJ紅軟基地
Management success reasonsnzJ紅軟基地
Employee motivationnzJ紅軟基地
4. Make jobs more satisfying and motivatingnzJ紅軟基地
      As an enterprise of service industry，  the success of Haidilao is based on the service of its employees. So the motive system of Haidilao is more based on Haidilao’s understanding of human nature. It satisfies the employees’ physiological needs， psychological needs， needs of sense of belonging， and needs of respect and self innovation.nzJ紅軟基地
Management success reasonsnzJ紅軟基地
HRMnzJ紅軟基地
1. RecruitmentnzJ紅軟基地
    Haidilao takes the advantages of the net of public relationship， it enables some relatives to work in the same shop. Meanwhile， it adopts open promotion system， which enables every employee to compete equally.nzJ紅軟基地
Management success reasonsnzJ紅軟基地
HRMnzJ紅軟基地
2. Training & developmentnzJ紅軟基地
    Haidilao will give its new employeesnzJ紅軟基地
    orientation， telling them some policies and  nzJ紅軟基地
    rules as well as service concept.nzJ紅軟基地
Management success reasonsnzJ紅軟基地
HRMnzJ紅軟基地
 3. Performance appraisalnzJ紅軟基地
    Haidilao has a special， just and fair performance measurement system. Supervisors take down the front-line employees’ daily performances， including clients’， colleagues’ and managers valuation. This is better than the systems in many other restaurants which are based on people’s diploma. The rewards and punishment will base on this system.nzJ紅軟基地
Management success reasonsnzJ紅軟基地
HRMnzJ紅軟基地
4. CompensationnzJ紅軟基地
    There are three types of compensation in Haidilao. First， the employees can receive the base pay. What’s more， Haidilao use a unique performance measurement system， that’s the incentive. Last but not least， employees can choose some fringe benefits such as free board (膳食) and accommodation or paid vacation.nzJ紅軟基地
Management success reasonsnzJ紅軟基地
Unique promotionnzJ紅軟基地
   Foretaste the food for free， although the customers won’t consume in Haidilao. It seems increase the cost， but in fact it can save the cost because of using no expensive media but low-cost word of mouth as its promotion  nzJ紅軟基地
ConclusionnzJ紅軟基地
What can other companies in catering or other industries learn from HaiDiLao’s experience?nzJ紅軟基地
ConclusionnzJ紅軟基地
 1. First-line workers are the group of people who  contact closely with customers and get most feedbacks directly from them. Therefore， the enterprise should pay attention to the cultivation of the organizational atmosphere through different ways such as building common value and setting corporate goals among employees as well as adopting some more effective communication ways to collect the employees’ ideas initiatively. nzJ紅軟基地
ConclusionnzJ紅軟基地
 2. To be more patient and understanding. The manager should listen to the employees’ ideas and thoughts earnestly. Besides， complaints from the employees shouldn’t be kind of burden to the managers. They need to keep eyes on the employees’ suggestions and analyze them. For suggestions that are highly constructive， positive acknowledgements and actual implementation should be conducted.nzJ紅軟基地
 nzJ紅軟基地
ConclusionnzJ紅軟基地
3. To set up proper reward system. Company need to consider what its employees need and to satisfy them by setting up related reward system， which can encourage the employees to improve their working effectiveness. nzJ紅軟基地
4. To train employees effectively. Only when a company cultivates its own talents， can it better combine its mission and culture to build a shared value and common objectives. By practicing this， employees will be more loyal to the company.nzJ紅軟基地
ConclusionnzJ紅軟基地
5. To cultivate open organizational culture. The managers should be honest and take initiative in shouldering responsibility as well as allowing employees to involve in the operation and undertaking risk. To increase the employees’ expectancy on the organization， the managers should always keep consistency between what they say and what they do. By fostering the relationship between employees and organization， conflicts can be effectively avoided.nzJ紅軟基地
Thank you!nzJ紅軟基地
 nzJ紅軟基地

海底撈企業(yè)文化ppt：這是海底撈企業(yè)文化ppt，包括了傳說中的海底撈，序言，海底撈簡(jiǎn)介，海底撈品牌理念，海底撈經(jīng)營(yíng)理念，海底撈三大目標(biāo)，海底撈的員工關(guān)懷，海底撈的管理制度，海底撈的企業(yè)愿景等內(nèi)容，歡迎點(diǎn)擊下載。

關(guān)于海底撈案例分析PPT：這是關(guān)于海底撈案例分析PPT，包括了有關(guān)海底撈的故事，顧客滿意，標(biāo)準(zhǔn)化和非標(biāo)準(zhǔn)化的服務(wù)相結(jié)合，差異化服務(wù)戰(zhàn)略，通過以上三種物質(zhì)的滿足和貼心的服務(wù)我們覺得有以下作用等內(nèi)容，歡迎點(diǎn)擊下載。

海底撈員工手冊(cè)PPT：這是一個(gè)關(guān)于海底撈員工手冊(cè)PPT，包括了海底撈簡(jiǎn)介，入職培訓(xùn)，基層員工培訓(xùn)，基層管理者培訓(xùn)，高層管理培訓(xùn)等內(nèi)容，剛接到朋友的電話，說他們單位樓下的海底撈跑到他們公司去，一人發(fā)了一杯酸梅湯，說天熱辛苦了！擦！�。。�！海底撈，你是來消滅地球的嗎�。咳祟愐呀�(jīng)無法阻止海底撈了�。。�！以后看來找工作得選公司樓下有海底撈的地點(diǎn)，說不定加班還送夜宵 他一臉沮喪地走進(jìn)樓下那家常去的海底撈，在角落里坐下——向暗戀已久的人表白遭拒，著實(shí)給他打擊不小。面熟的服務(wù)生見他臉色很差，便關(guān)切地問道：“您……是不是不舒服?”他把玩著手里的茶杯，嘆氣道，“我喜歡的人，不喜歡我啊……”服務(wù)生楞了半響，突然靦腆起來，“那我……我喜歡你……” 媽呀 看到天涯上一網(wǎng)友說一次在海底撈吃完飯，要趕火車卻都打不到的士。門口的小弟看到他帶著行李箱，問了情況轉(zhuǎn)身就走。結(jié)果緊接著海底撈的店長(zhǎng)把自己的SUV開出來，說“趕緊上車吧時(shí)間不多了”，歡迎點(diǎn)擊下載海底撈員工手冊(cè)PPT。