YA酒店基层员工流动动因分析与应对措施研究

发布时间：2018-04-22 07:25

本文选题：酒店员工 + 流动动因　；参考：《云南大学》2014年硕士论文

【摘要】：随着社会主义市场经济体制的初步建立,商品、物质、生产要素的流动已经成为推动中国经济发展的重要因素。同时,在户籍制度、企业用工体制、社会保障机制改革的不断发展,企业员工的流动已经成为企业管理中的重要课题。酒店业属于劳动力密集型行业,对劳动力的需求较大,招人难、留人难现象十分突出,员工的频繁流动造成企业的用人成本升高、服务质量下降、员工士气受损,影响到企业文化的建设,并直接影响到企业的生存与发展。分析研究当前酒店行业基层员工的流动问题,可以为我们研究服务行业,尤其是非公服务行业在企业发展中稳定员工队伍,提高企业管理水平,促进企业可持续发展提供企业管理改革发展的客观依据和决策参考。 YA酒店是以新生代农民工为主力军的会议型酒店,近年来受劳动力市场供需变化和人力资源管理相对滞后等因素的影响,员工流动率高的问题已经影响到企业的服务质量、经营成本、企业效益等。该问题也受到了高层的关注和重视,保持一定的员工流动率现已作为各部门绩效考核的重要组织部分,YA酒店高的员工流动率已成为酒店持续发展的影响因素之一。本论文就是为了解决YA酒店高的员工流动率的问题,通过对YA酒店基层员工流动现状分析,通过资料收集、问卷调查等方法对员工流动的内外因素进行分析。以基层员工的需要为研究基础,以员工需要、满意度、员工流动的分析模型为工具,得出员工流动的动机是来自于薪酬、奖励、考核、学习培训等方面的需要得不到满足。结合YA酒店当前的人力资源管理制度,找出当前YA酒店人力资源管理过程中存在的一些问题,提出相应的应对措施：树立人本用理念,转变人力资源管理职能,优化人力资源工作人员配置,并重点提出要以员工的需要为导向,从物质、精神、文化三方面进行改进,建立相应的薪酬、奖励、学习培训等制度,满足基层员工的现实需要,提高员工对酒店满意度,降低员工的流动率。
[Abstract]:With the initial establishment of the socialist market economy system, the flow of commodity, material and production factors has become an important factor to promote China's economic development. At the same time, with the continuous development of household registration system, enterprise employment system and social security mechanism reform, employee mobility has become an important issue in enterprise management. Hotel industry belongs to the labor-intensive industry, the demand for labor force is large, it is difficult to recruit people, the phenomenon of retaining people is very prominent, the frequent turnover of staff causes the enterprise to increase the cost of employment, the service quality drops, and the morale of the staff is damaged. Affect the construction of corporate culture, and directly affect the survival and development of enterprises. The analysis and research on the mobility of grass-roots employees in the hotel industry can help us to study the service industry, especially the non-public service industry, in order to stabilize the staff and improve the management level of the enterprise. To promote the sustainable development of enterprises provides the objective basis and decision-making reference for the reform and development of enterprise management. Ya Hotel is a conference hotel with the new generation of migrant workers as the main force. In recent years, due to the changes in the supply and demand of the labor market and the relative lag in human resource management, the problem of high staff turnover rate has affected the service quality of enterprises. Operating cost, enterprise benefit, etc. This problem has also been paid attention to by the senior level. Maintaining a certain staff turnover rate has become one of the factors that affect the sustainable development of the hotel as an important organizational part of the performance appraisal of the various departments and the high staff turnover rate of Ya Hotel has become one of the factors affecting the sustainable development of the hotel. In order to solve the problem of high turnover rate of Ya hotel, this paper analyzes the internal and external factors of employee mobility by analyzing the current situation of employee mobility in Yaa Hotel, collecting data and questionnaire survey. Based on the needs of grass-roots employees and the analysis model of employee needs, satisfaction and employee mobility, it is concluded that the motivation of employee mobility is that the needs of salary, reward, assessment, learning and training are not satisfied. Combined with the current human resource management system of Ya Hotel, this paper finds out some problems existing in the process of human resource management in Ya Hotel, and puts forward the corresponding countermeasures: establishing the concept of humanism and transforming the function of human resource management. To optimize the staffing of human resources, and to focus on the needs of the staff, from the material, spiritual and cultural aspects of improvement, the establishment of the corresponding compensation, incentives, learning and training system, to meet the actual needs of grass-roots employees, Improve employee satisfaction and reduce turnover rate.
【学位授予单位】：云南大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F719

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