赣州市旅行社人力资源管理现状与对策研究

发布时间：2018-01-15 23:04

本文关键词：赣州市旅行社人力资源管理现状与对策研究　出处：《南昌大学》2014年硕士论文　论文类型：学位论文

【摘要】：2013年，赣州市共接待旅游总人数同比增长20.7%，达到2600万人次，旅游总收入同比增长25.71%，达到207亿元人民币。其中，接待入境旅游者同比增长5.77%，达到16万人次；旅游外汇收入同比增长6.03%，达到4957万美元；接待国内游客同比增长20.8%，达到2575万人次；国内旅游收入同比增长26.07%，达到204亿元人民币。这说明赣州市的旅游发展呈现良好态势。但与旅游业发展更好地区相比，赣州市的旅游发展还有更大的发展空间。其中，赣州旅行社行业做好人力资源管理，提高人力资本结构和员工素质将进一步促进赣州旅游业的发展。然而，赣州市一些旅行社为了追求短期的经济效益往往忽视提升从业人员素质，没有认识到人力资源管理的重要意义和作用，缺乏人力资源管理专业人才和具体策略、措施开展人力资源管理和开发。国内外学术界对旅行社人力资源管理与开发已经有了相对系统的研究，特别是在人才流失与人才危机管理、薪酬管理、绩效管理、人才需求预测等方面研究成果较多，提出了较多的新措施、新方法、新机制。但是，现有研究成果多集中在留才、用才方面，对育才、选才的研究不多。同时，一些研究在开展调查研究方面稍显不足，分析论证缺少实证基础，不利于在管理实践中应用。通过调查研究，赣州市旅行社人力资源管理存在的主要问题是：人力资源管理意识淡薄、管理制度不健全、规划缺失、考评和激励手段单一、薪酬缺乏竞争力、优秀旅行社人才匮乏、市场竞争层次低、企业文化建设滞后、管理方式缺乏民主和员工参与、员工培训滞后。依据理论研究的收获和实践探索，解决上述存在的问题要在管理上有所创新，主要的策略应当包括：加强行业监管和政策引导，为旅行社提升人力资源管理水平提供宏观政策环境；旅行社自身更新理念，，建立现代人力资源管理制度；探索人力资源外包模式，提升企业人力资源管理水平；开展企校深度合作，提升人力资源开发水平。
[Abstract]:In 2013, the total number of tourists received in Ganzhou City increased by 20.7m, to 26 million, and the total tourism income increased 25.71RMB, reaching 20.7 billion RMB, compared with the same period last year. The number of inbound tourists increased by 5.77% to 160,000. Foreign exchange income from tourism increased by 6.03% to US $49.57 million. The number of domestic tourists increased by 20.8from the same period last year, reaching 25.75 million. Domestic tourism income increased 26.07% to 20.4 billion yuan, which shows that Ganzhou city's tourism development shows a good trend, but compared with the tourism development in better areas. There is still more room for development of Ganzhou tourism. Among them, Ganzhou travel agency industry to do a good job in human resource management, improve the structure of human capital and staff quality will further promote the development of Ganzhou tourism. In order to pursue short-term economic benefits, some travel agencies in Ganzhou often ignore the promotion of the quality of employees, do not recognize the importance and role of human resource management, lack of human resources management professionals and specific strategies. Measures to develop human resources management and development. The domestic and foreign academic circles have already had the relatively systematic research to the travel agency human resources management and the development, especially in the talented person drain and the talented person crisis management, the salary management, the performance management. There are many research results in the field of talent demand forecasting, and many new measures, new methods and new mechanisms have been put forward. However, the existing research results focus on the retention and use of talents, and the research on cultivating talents and selecting talents is not much. At the same time. Some researches are insufficient in carrying out investigation and research, and the analysis and argumentation lacks the empirical foundation, which is unfavorable to the application in management practice. Through investigation and research, the main problems of Ganzhou travel agency human resource management are: weak awareness of human resource management, imperfect management system, lack of planning, single evaluation and incentive means. Lack of competitiveness of compensation, lack of excellent travel agency personnel, low level of market competition, lagging behind the construction of corporate culture, lack of democratic management and staff participation. Staff training lags behind. According to the harvest of theoretical research and practical exploration, to solve the above problems in the management of innovation, the main strategies should include: strengthen industry supervision and policy guidance. To provide macro policy environment for travel agencies to improve the level of human resources management; The travel agency itself updates the idea, establishes the modern human resources management system; Explore the mode of human resource outsourcing to improve the level of human resource management; Carry out deep cooperation between enterprises and schools to improve the level of human resources development.
【学位授予单位】：南昌大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F592.6

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