SM酒店员工流失原因分析及对策研究
发布时间：2018-12-15 04:30
【摘要】：随着社会主义市场经济的逐步完善以及改革开放的不断深化,国内旅游酒店业得到了飞速的发展,对于国民经济发展起到了重要的推动作用。然而,在最近五年里,绝大部分酒店在发展的同时,也遇到一个令酒店管理层非常头痛的问题,那就是愈来愈高的员工流失,尤其是核心骨干员工的流失使得酒店业的可持续发展变得更加艰难。 在21世纪,人的因素已经变得越来越重要,人力资源已经成为企业生存和发展的关键资源。尤其是酒店业,酒店的主要产品就是服务,而提供服务的主体是人,是员工。员工的频繁流失已经严重影响了酒店的经营状况,也直接导致服务质量下降,降低了酒店的竞争力,同时也使得大量商业机密被带走,顾客和员工的忠诚度也随之下降,所有这一切严重阻碍了酒店业的进一步发展。因此,分析员工流失原因,找出相应的对策,留住员工,留住人才,进而增强员工的凝聚力,是酒店业继续向前发展的关键。 本文以自己所在酒店-沈阳SM酒店作为研究对象,从员工流失的现状和原因入手,探讨了SM酒店目前在人力资源管理中存在的问题,对如何留住员工、激励员工、降低员工流失率提出了一些切实可行的建议： (1)提供有吸引力的薪酬制度； (2)注重员工职业生涯发展； (3)提高管理人员素质和管理水平； (4)建立真正以人为本的企业文化； (5)人力资源战略化管理。 通过建立适合本行业特点、适合本地市场的体系,在互惠互利、合作共赢的基础上将企业发展目标与员工职业生涯发展目标相结合,不断提升员工的素质和技能,真正做到创建一个即能满足员工事业发展,又能实现其个人生活目标的环境,让员工在满足企业可持续发展需要的同时,也实现了他/她的个人价值。
[Abstract]:With the gradual improvement of the socialist market economy and the deepening of the reform and opening up, the domestic tourist hotel industry has been rapidly developed, which has played an important role in promoting the development of the national economy. However, in the past five years, while most hotels have developed, they have also encountered a problem that has caused a headache to the hotel management, that is, the increasing turnover of staff. In particular, the loss of core staff makes the sustainable development of the hotel industry more difficult. In the 21st century, the human factor has become more and more important, human resources have become the key resources for the survival and development of enterprises. Especially in hotel industry, the main product of hotel is service, and the main body of service is human and employee. The frequent loss of staff has seriously affected the management of the hotel, and has directly led to the decline in service quality and reduced the competitiveness of the hotel. At the same time, a large number of commercial secrets have been taken away, and the loyalty of customers and employees has also declined. All this seriously hindered the further development of the hotel industry. Therefore, it is the key for the hotel industry to continue to develop the hotel industry by analyzing the reasons of staff turnover, finding out the corresponding countermeasures, retaining the staff, retaining the talents, and then strengthening the cohesion of the staff. This paper takes Shenyang SM Hotel as the research object, starting with the current situation and reasons of staff turnover, discusses the existing problems in human resource management of SM Hotel, and discusses how to retain and motivate the staff. Some practical suggestions are put forward to reduce the staff turnover rate: (1) providing an attractive salary system; (2) pay attention to the career development of employees; (3) improve the quality and management level of managers; (4) establish a real people-oriented corporate culture; (5) strategic management of human resources. Through the establishment of a system suitable for the characteristics of the industry and the local market, and on the basis of mutual benefit and win-win cooperation, the enterprise development goals will be combined with the career development goals of the employees, so as to continuously improve the quality and skills of the employees. To create an environment that not only can satisfy the employee's career development, but also realize his or her personal life goal, so that the employee can meet the needs of the enterprise's sustainable development and realize his / her personal value at the same time.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F719
本文编号：2379977
[Abstract]:With the gradual improvement of the socialist market economy and the deepening of the reform and opening up, the domestic tourist hotel industry has been rapidly developed, which has played an important role in promoting the development of the national economy. However, in the past five years, while most hotels have developed, they have also encountered a problem that has caused a headache to the hotel management, that is, the increasing turnover of staff. In particular, the loss of core staff makes the sustainable development of the hotel industry more difficult. In the 21st century, the human factor has become more and more important, human resources have become the key resources for the survival and development of enterprises. Especially in hotel industry, the main product of hotel is service, and the main body of service is human and employee. The frequent loss of staff has seriously affected the management of the hotel, and has directly led to the decline in service quality and reduced the competitiveness of the hotel. At the same time, a large number of commercial secrets have been taken away, and the loyalty of customers and employees has also declined. All this seriously hindered the further development of the hotel industry. Therefore, it is the key for the hotel industry to continue to develop the hotel industry by analyzing the reasons of staff turnover, finding out the corresponding countermeasures, retaining the staff, retaining the talents, and then strengthening the cohesion of the staff. This paper takes Shenyang SM Hotel as the research object, starting with the current situation and reasons of staff turnover, discusses the existing problems in human resource management of SM Hotel, and discusses how to retain and motivate the staff. Some practical suggestions are put forward to reduce the staff turnover rate: (1) providing an attractive salary system; (2) pay attention to the career development of employees; (3) improve the quality and management level of managers; (4) establish a real people-oriented corporate culture; (5) strategic management of human resources. Through the establishment of a system suitable for the characteristics of the industry and the local market, and on the basis of mutual benefit and win-win cooperation, the enterprise development goals will be combined with the career development goals of the employees, so as to continuously improve the quality and skills of the employees. To create an environment that not only can satisfy the employee's career development, but also realize his or her personal life goal, so that the employee can meet the needs of the enterprise's sustainable development and realize his / her personal value at the same time.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F719
【参考文献】
相关硕士学位论文 前2条
1 邓渊;A公司员工流失原因分析及管理对策研究[D];天津大学;2011年
2 李萍;长沙紫鑫酒店员工流失问题及对策研究[D];湖南大学;2009年
，本文编号：2379977
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