山西旅行社员工流动的不利影响及对策研究

发布时间：2018-01-16 02:21

本文关键词：山西旅行社员工流动的不利影响及对策研究　出处：《山西大学》2012年硕士论文　论文类型：学位论文

【摘要】：二十世纪九十年代以来,旅游业出现了迅猛的发展势头,同时对国民经济产生了巨大的推动作用。面对日益激烈的市场竞争,作为旅游业三大支柱产业之一的旅行社,除了靠自身硬件设施之外,更多的要靠管理水平和服务质量来取得长远的发展,而这些软件归根到底要靠旅行社人才来体现。旅行社的竞争实质是人力资本的竞争。一家优秀的旅行社要懂得使用人才、管理人才、留住人才,减少员工不合理的流动给企业带来的损失,才能在市场竞争中占据有利地位。勿庸置疑,山西拥有极为丰富的自然和历史文化资源,是旅游资源大省,但却不是旅游强省。旅游专业人才相对匮乏,特别是旅行社在缺乏人力资源理念的前提下,对员工的重视程度不够,导致旅行社员工更替频繁,严重影响了旅行社的经营和效益。基于此,本文运用在MBA学习期间掌握的人力资源理论以及管理学和心理学等相关理论,并通过实地走访和发放四百多份调查问卷,对山西省内不同地区的二十多家旅行社进行深入的调查研究。在对调查数据整理、汇总后得出山西旅行社人员流动的特点,即女性员工、年轻员工、高学历员工以及一部分中层领导流动严重,实习生和临时工流动严重。继而从理论高度深入分析员工大量流动给旅行社带来的直接和间接不利影响以及导致员工大量流动的外部原因和内部原因,其中经济发展水平、行业收入水平、旅游行业因素、社会保障制度及旅游者的因素为外部原因,旅行社因素和员工个体因素是内部原因。最后提出解决员工大量流动的对策,一方面营造旅行社发展的外部环境：完善法律法规制度；加大劳动监察力度；提供政策支持；营造和谐职业氛围；加大旅游业正面宣传。一方面加强旅行社的内部管理：重视对人力资源的管理；建设良好的企业文化；建立完善的激励机制；注重对员工的职业生涯规划等。通过本文的分析研究,力图为政府的宏观决策和旅行社的员工管理提供借鉴。
[Abstract]:Since 1990s, the rapid development of tourism has emerged, at the same time to the national economy has a huge role in promoting the face of increasingly fierce market competition. As one of the three pillar industries of tourism, travel agencies rely on their own hardware facilities, more rely on the level of management and service quality to achieve long-term development. The essence of the competition of travel agencies is the competition of human capital. An excellent travel agency should know how to use, manage and retain talents. Only by reducing the loss caused by the unreasonable flow of employees can we occupy a favorable position in the market competition. There is no doubt that Shanxi has a very rich natural and historical and cultural resources, is a province of tourism resources, but not a strong tourism province, tourism professionals are relatively scarce. Especially under the premise of lacking the concept of human resources, the travel agency pays less attention to the staff, which leads to frequent turnover of the staff, which seriously affects the operation and efficiency of the travel agency. Based on this, this paper applies the theory of human resources, management and psychology that we master during MBA learning, and through field visits and distribution of more than 400 questionnaires. More than 20 travel agencies in different areas of Shanxi Province in-depth investigation and research. In the survey data collation, summed up Shanxi travel agency staff mobility characteristics, that is, female employees, young employees. Highly educated employees and some middle-level leaders are highly mobile. From the perspective of theory, this paper analyzes the direct and indirect adverse effects of the large amount of staff mobility on travel agencies, as well as the external and internal reasons leading to the large turnover of staff. Among them, the level of economic development, industry income level, tourism industry factors, social security system and tourist factors are external reasons. The factors of travel agency and individual staff are internal reasons. Finally, the author puts forward some countermeasures to solve the problem of large turnover of staff, on the one hand, to create the external environment for the development of travel agency: to perfect the system of laws and regulations; Strengthening labor supervision; Providing policy support; Create a harmonious professional atmosphere; On the one hand, strengthen the internal management of travel agencies: attach importance to the management of human resources; Building a good corporate culture; Establish perfect incentive mechanism; Through the analysis and research of this paper, the author tries to provide reference for the macro decision of the government and the staff management of travel agency.
【学位授予单位】：山西大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F592.6

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