1 thought on “Analysis of the status quo of hotel human resources management”
Felix
“What is the most expensive in the 21st century? -The talent!” This is a classic dialogue of Uncle Li in the movie “No Thieves in the World”. This dialogue has now become the top priority of competition activities in various fields of society. As far as the hotel industry of Wuyi County is concerned, the current rapid development of the hotel industry and the insufficient reserves of employees; the contradiction between the customer group’s requirements for the quality of service and the low quality of the hotel practitioners; The contradiction between the “exquisite” service project development and the lack of skills of employees. Therefore, the problem of talent has become the “bottleneck” problem that restricts the healthy development of the hotel industry. How to solve this problem is the primary task that all kinds of managers at all levels need to face. 1. Analysis and cause of the existence of human resources in hotels. The hotel industry is a labor -intensive enterprise. High -quality services require a lot of manpower and material resources. Judging from the author’s understanding, today the hotel industry has unclear managers’ ideas on talent issues, the career development planning of middle management personnel is unclear, and the low salary level of employees has led to insufficient employees and high loss rate. The main reasons for these problems are the following aspects: 1. The industry status is not high, the hotel industry’s society is not attractive, and the reserve power reserves are insufficient. The hotel industry is the center of regional cultural exchanges, scientific and technological exchanges, and social activities. It plays a vital role in serving local fiscal revenue, providing and creating employment opportunities and jobs, promoting changes in consumption methods, and driving the development of related industries. It should have enjoyed the same treatment as other industries in the society. Judging from the status status of the hotel industry, the importance of the hotel industry status has not been widely recognized and affirmed by society. The main manifestations are: First, the public still has certain discrimination in the work of the hotel industry. There are a lot of people in the society who think that the hotel is a place that is prone to happening, a place where improper trading, is that even joking is usually on the hotel. Second, many parents do not agree, do not support, or even allow their children to work normally in some local hotels, and believe that their children have lost their face in the local hotel industry. As a result, students who graduated from a large number of vocational and technical schools in our county have graduated from large cities such as Hangzhou, Shanghai, Ningbo and other cities, causing reserve forces to lose. Third, the illegal cost of the hotel’s nourishment is relatively low. The hotel staff is a little careless in dialogue and behavior. Concept. In the process of industry selection, it is naturally inclined to other industries outside the hotel industry. In summary, the three aspects reflect that the social status of the hotel industry has not been fully affirmed, which has a great impact on the reserve of the hotel’s human resources. 2. The development space is small, and the career development goals of middle management personnel are unknown and insufficient confidence. If due to the influence of many factors such as regional scale and local economy, the hotel industry in our county is a single hotel, which is very difficult to introduce the internationally renowned hotel management group and well -known domestic brand hotels. There are still great defects in the systemic, professional and long -termness of hotel management. In the long run, the growth and progress of hotel professional managers, especially middle -level professional managers, especially middle -level professional managers. It is mainly manifested in the following aspects: First, there is a phenomenon of eating “youth rice” in the middle -level professional managers. It is understood that in the hotel industry, many middle -level management personnel are not clear about their career development direction. How many years can they have done in the hotel industry without clear goals and do one day. Second, there is a phenomenon of “amateur rice” in middle -level professional managers. Hotel service is a very professional job, but most of the hotel management staff in our county is “halfway monk”. There are only a handful of science staff who have really graduated from the hotel management, and lack strong basic support for individuals’ growth and development. Third, there is a phenomenon of “not much” in middle -level professional managers. Due to the influence of the inertial thinking of the single hotel system and talent training, hotels can provide no jobs to middle management personnel to continue to develop, and the level is not high. The middle -level management personnel in our county have a “small” phenomenon in the hotel’s career in many years. Many years ago, they have been engaged in the post of department manager. The space for development is very narrow. . The strategy of responding to human resources in the hotel industry. 1. Government -led, optimizing the introduction and cultivation of talents, and promoting the formation of local “regenerative” manpower reserve resources. is good at digging and effective use of existing human resources. It is the eternal task of hotel owners to use the economic creativity of hotel practitioners. However, in the introduction of talents and the construction of the environment, government departments should bear responsibility. Mainly do the following tasks: First, combine the policy guidance work in combination with the local actual situation. Combined with the actual development of the tourism industry in our county and the actual needs of professional talents, government departments should exert relevant policies to the situation and guide the introduction and training of talents in a macro. Support enterprises to introduce and retain high, fine, and sharp talents, and reward and subsidize them from various aspects such as spirit, supplies, and economy. For example, in the Lishui area of Zhejiang, the government has recognized the impact of human resources outflow on local enterprises, and in order to timely introduce policy to support local labor workers in local enterprises, and subsidize 3,000 yuan in local workers each year. To a large extent curb the phenomenon of human resources outflow and support the development of local economic construction. The second is to support and support the introduction of units that introduce well -known international hotel management companies and well -known domestic brands. The introduction of international well -known hotel management companies and well -known domestic brands is an inevitable trend in the development of the hotel industry. Government departments should actively support enterprises to introduce or directly negotiate with relevant brand units to introduce a convenient platform for the long -term development of the hotel industry and for talents. Cultivate opportunities. 2. People -oriented, strengthen the construction of corporate culture in the hotel industry, and create an environment of tie people. The comprehensive analysis of the reasons why the personnel’s loss rate of the hotel industry has always been high. In addition to the low salary level, it is more important to effectively create unique corporate culture, realize the improvement of employee value, build harmony in harmony The key to the working environment and other factors is to do a good job of the following aspects: First, to enhance the cohesion and centripetal force inside the hotel with unique corporate culture. The corporate culture of the hotel is a comprehensive manifestation of the essence of hotel culture, service concepts, and management concepts. It effectively uses the corporate culture to stabilize employees and promote the enthusiasm of employees to play a positive role. For example, Liz, a well -known international hotel management company, Calton’s cultural concept for employees is “we are a group of ladies and ladies who serve the ladies and ladies.” While the consciousness of the store is continuously enhanced, the service quality of the hotel has been improved. The second is to strive to build a platform for employee communication and harmonious internal relationships. It is understood that an important reason for the loss of employees in the hotel industry is that internal relationships are not harmonious, interpersonal relationships are tight, and their hearts lack a sense of security. Maslow’s need to focus on hierarchical descriptions that human needs are divided into physiological, security, self -esteem, social and self -realization. For most employees, work is not only a need for survival, but also to meet the needs of social exchanges. Therefore, it is not surprising that friendly support and harmonious internal relationships are the key factor in stabilizing employees. Hotels can promote the communication of employees by establishing employees ‘world, organizing various cultural meetings, and conducting exchanges; improving the psychological conditions of employees; enhancing employees’ identity in the organization. The third is to create a good working environment. While employee psychology is respected and satisfied, the excellent and comfortable working environment is also an indispensable factor in retaining talents. For example, Shanghai HP regards a good working environment as the key to retaining talents. HP managers believe that a good office environment can improve employee work efficiency on the one hand and ensure the physical and mental health of employees. HP also set up a special rest time every day in the afternoon. Employees can put music to regulate their body and mind, or use the gym and massage chair to “release themselves”. HP complied with such a principle: “I believe anyone will pursue perfection. As long as they give a suitable environment, they will definitely go to success.” This is the famous “HP”. 3. Occupational planning and guidance are integrated into the cultivation of hotel human resources to promote the healthy development of human resources training in the hotel industry. In investigations found that many hotel professional managers have insufficient confidence in their own work, confused about the future of work, affecting the quality of personal work, and to a large extent affecting the operating quality of the hotel. How to effectively solve this phenomenon, we believe that the professional guidance work can be introduced into the cultivation and education management of hotel talents. Through vocational guidance, professional technologies are evaluated and inspected by related projects such as occupational interests, professional personality, and professional ability of hotel practitioners, so as to achieve the role of development direction and increase confidence for hotel practitioners. Mainly the following links: First, the quality of professional consulting is required to close the quality of the personnel in the entrance. Looking at the current status of human resources in the hotel industry in our county, I feel that there is a phenomenon of “hunger and food”. Regardless of the individual quality, the phenomenon that is used first is very serious. Obviously this is the poor recruitment quality that leads to the unstable employee team of the hotel industry, and the annual employee loss rate is high. If the recruiters can skillfully master the collection of recruitment information, the design and release of the recruitment advertisement, the design and results analysis of the recruitment form, we can effectively analyze the applicants from the collected information. Personality and characteristics, thereby obtaining the result of matching the occupation requirements. Determining whether the employment will be determined according to the results, it will definitely play a good role in promoting the stability of the hotel’s human resources. The second is to use professional consulting professional tools to help employees do professional guidance and planning, and clarify the direction of personnel development. Judging from the qualitative analysis of occupational development, the best way to determine the development direction of a professional personnel is to determine the direction through the measurement of the individual’s various dimensions through the measurement of the personal dimensions of the individual. For example, the Cettic evaluation software developed by the Ministry of Human Resources is a good measurement tool. Measurement participants can consult with experts through the Internet and solicit professional development opinions to achieve the purpose of determining the direction of career development for themselves. The third is to use vocational guidance to set up jobs in professional and technical science. The direction of national vocational guidance work is not only individual of employees, but more importantly, it can guide employers to provide effective guidance to the use and management of human resources. Our hotel industry can collect market information widely through professional and professional guidance, and find that the shortcomings of the unit exist and the reasons for the insufficient analysis. According to the opinions of the professional instructor Personnel provides broad development space, and the purpose of affecting the professional confidence of employees on the side will be established.
“What is the most expensive in the 21st century? -The talent!” This is a classic dialogue of Uncle Li in the movie “No Thieves in the World”. This dialogue has now become the top priority of competition activities in various fields of society. As far as the hotel industry of Wuyi County is concerned, the current rapid development of the hotel industry and the insufficient reserves of employees; the contradiction between the customer group’s requirements for the quality of service and the low quality of the hotel practitioners; The contradiction between the “exquisite” service project development and the lack of skills of employees. Therefore, the problem of talent has become the “bottleneck” problem that restricts the healthy development of the hotel industry. How to solve this problem is the primary task that all kinds of managers at all levels need to face. 1. Analysis and cause of the existence of human resources in hotels.
The hotel industry is a labor -intensive enterprise. High -quality services require a lot of manpower and material resources. Judging from the author’s understanding, today the hotel industry has unclear managers’ ideas on talent issues, the career development planning of middle management personnel is unclear, and the low salary level of employees has led to insufficient employees and high loss rate. The main reasons for these problems are the following aspects:
1. The industry status is not high, the hotel industry’s society is not attractive, and the reserve power reserves are insufficient.
The hotel industry is the center of regional cultural exchanges, scientific and technological exchanges, and social activities. It plays a vital role in serving local fiscal revenue, providing and creating employment opportunities and jobs, promoting changes in consumption methods, and driving the development of related industries. It should have enjoyed the same treatment as other industries in the society. Judging from the status status of the hotel industry, the importance of the hotel industry status has not been widely recognized and affirmed by society. The main manifestations are: First, the public still has certain discrimination in the work of the hotel industry. There are a lot of people in the society who think that the hotel is a place that is prone to happening, a place where improper trading, is that even joking is usually on the hotel. Second, many parents do not agree, do not support, or even allow their children to work normally in some local hotels, and believe that their children have lost their face in the local hotel industry. As a result, students who graduated from a large number of vocational and technical schools in our county have graduated from large cities such as Hangzhou, Shanghai, Ningbo and other cities, causing reserve forces to lose. Third, the illegal cost of the hotel’s nourishment is relatively low. The hotel staff is a little careless in dialogue and behavior. Concept. In the process of industry selection, it is naturally inclined to other industries outside the hotel industry. In summary, the three aspects reflect that the social status of the hotel industry has not been fully affirmed, which has a great impact on the reserve of the hotel’s human resources.
2. The development space is small, and the career development goals of middle management personnel are unknown and insufficient confidence.
If due to the influence of many factors such as regional scale and local economy, the hotel industry in our county is a single hotel, which is very difficult to introduce the internationally renowned hotel management group and well -known domestic brand hotels. There are still great defects in the systemic, professional and long -termness of hotel management. In the long run, the growth and progress of hotel professional managers, especially middle -level professional managers, especially middle -level professional managers. It is mainly manifested in the following aspects: First, there is a phenomenon of eating “youth rice” in the middle -level professional managers. It is understood that in the hotel industry, many middle -level management personnel are not clear about their career development direction. How many years can they have done in the hotel industry without clear goals and do one day. Second, there is a phenomenon of “amateur rice” in middle -level professional managers. Hotel service is a very professional job, but most of the hotel management staff in our county is “halfway monk”. There are only a handful of science staff who have really graduated from the hotel management, and lack strong basic support for individuals’ growth and development. Third, there is a phenomenon of “not much” in middle -level professional managers. Due to the influence of the inertial thinking of the single hotel system and talent training, hotels can provide no jobs to middle management personnel to continue to develop, and the level is not high. The middle -level management personnel in our county have a “small” phenomenon in the hotel’s career in many years. Many years ago, they have been engaged in the post of department manager. The space for development is very narrow.
. The strategy of responding to human resources in the hotel industry.
1. Government -led, optimizing the introduction and cultivation of talents, and promoting the formation of local “regenerative” manpower reserve resources.
is good at digging and effective use of existing human resources. It is the eternal task of hotel owners to use the economic creativity of hotel practitioners. However, in the introduction of talents and the construction of the environment, government departments should bear responsibility. Mainly do the following tasks: First, combine the policy guidance work in combination with the local actual situation. Combined with the actual development of the tourism industry in our county and the actual needs of professional talents, government departments should exert relevant policies to the situation and guide the introduction and training of talents in a macro. Support enterprises to introduce and retain high, fine, and sharp talents, and reward and subsidize them from various aspects such as spirit, supplies, and economy. For example, in the Lishui area of Zhejiang, the government has recognized the impact of human resources outflow on local enterprises, and in order to timely introduce policy to support local labor workers in local enterprises, and subsidize 3,000 yuan in local workers each year. To a large extent curb the phenomenon of human resources outflow and support the development of local economic construction. The second is to support and support the introduction of units that introduce well -known international hotel management companies and well -known domestic brands. The introduction of international well -known hotel management companies and well -known domestic brands is an inevitable trend in the development of the hotel industry. Government departments should actively support enterprises to introduce or directly negotiate with relevant brand units to introduce a convenient platform for the long -term development of the hotel industry and for talents. Cultivate opportunities.
2. People -oriented, strengthen the construction of corporate culture in the hotel industry, and create an environment of tie people.
The comprehensive analysis of the reasons why the personnel’s loss rate of the hotel industry has always been high. In addition to the low salary level, it is more important to effectively create unique corporate culture, realize the improvement of employee value, build harmony in harmony The key to the working environment and other factors is to do a good job of the following aspects: First, to enhance the cohesion and centripetal force inside the hotel with unique corporate culture. The corporate culture of the hotel is a comprehensive manifestation of the essence of hotel culture, service concepts, and management concepts. It effectively uses the corporate culture to stabilize employees and promote the enthusiasm of employees to play a positive role. For example, Liz, a well -known international hotel management company, Calton’s cultural concept for employees is “we are a group of ladies and ladies who serve the ladies and ladies.” While the consciousness of the store is continuously enhanced, the service quality of the hotel has been improved. The second is to strive to build a platform for employee communication and harmonious internal relationships. It is understood that an important reason for the loss of employees in the hotel industry is that internal relationships are not harmonious, interpersonal relationships are tight, and their hearts lack a sense of security. Maslow’s need to focus on hierarchical descriptions that human needs are divided into physiological, security, self -esteem, social and self -realization. For most employees, work is not only a need for survival, but also to meet the needs of social exchanges. Therefore, it is not surprising that friendly support and harmonious internal relationships are the key factor in stabilizing employees. Hotels can promote the communication of employees by establishing employees ‘world, organizing various cultural meetings, and conducting exchanges; improving the psychological conditions of employees; enhancing employees’ identity in the organization. The third is to create a good working environment. While employee psychology is respected and satisfied, the excellent and comfortable working environment is also an indispensable factor in retaining talents. For example, Shanghai HP regards a good working environment as the key to retaining talents. HP managers believe that a good office environment can improve employee work efficiency on the one hand and ensure the physical and mental health of employees. HP also set up a special rest time every day in the afternoon. Employees can put music to regulate their body and mind, or use the gym and massage chair to “release themselves”. HP complied with such a principle: “I believe anyone will pursue perfection. As long as they give a suitable environment, they will definitely go to success.” This is the famous “HP”.
3. Occupational planning and guidance are integrated into the cultivation of hotel human resources to promote the healthy development of human resources training in the hotel industry.
In investigations found that many hotel professional managers have insufficient confidence in their own work, confused about the future of work, affecting the quality of personal work, and to a large extent affecting the operating quality of the hotel. How to effectively solve this phenomenon, we believe that the professional guidance work can be introduced into the cultivation and education management of hotel talents. Through vocational guidance, professional technologies are evaluated and inspected by related projects such as occupational interests, professional personality, and professional ability of hotel practitioners, so as to achieve the role of development direction and increase confidence for hotel practitioners. Mainly the following links: First, the quality of professional consulting is required to close the quality of the personnel in the entrance. Looking at the current status of human resources in the hotel industry in our county, I feel that there is a phenomenon of “hunger and food”. Regardless of the individual quality, the phenomenon that is used first is very serious. Obviously this is the poor recruitment quality that leads to the unstable employee team of the hotel industry, and the annual employee loss rate is high. If the recruiters can skillfully master the collection of recruitment information, the design and release of the recruitment advertisement, the design and results analysis of the recruitment form, we can effectively analyze the applicants from the collected information. Personality and characteristics, thereby obtaining the result of matching the occupation requirements. Determining whether the employment will be determined according to the results, it will definitely play a good role in promoting the stability of the hotel’s human resources. The second is to use professional consulting professional tools to help employees do professional guidance and planning, and clarify the direction of personnel development. Judging from the qualitative analysis of occupational development, the best way to determine the development direction of a professional personnel is to determine the direction through the measurement of the individual’s various dimensions through the measurement of the personal dimensions of the individual. For example, the Cettic evaluation software developed by the Ministry of Human Resources is a good measurement tool. Measurement participants can consult with experts through the Internet and solicit professional development opinions to achieve the purpose of determining the direction of career development for themselves. The third is to use vocational guidance to set up jobs in professional and technical science. The direction of national vocational guidance work is not only individual of employees, but more importantly, it can guide employers to provide effective guidance to the use and management of human resources. Our hotel industry can collect market information widely through professional and professional guidance, and find that the shortcomings of the unit exist and the reasons for the insufficient analysis. According to the opinions of the professional instructor Personnel provides broad development space, and the purpose of affecting the professional confidence of employees on the side will be established.