The competition in today's world is the competition of talents, and high-quality human capital is the fundamental guarantee for the healthy, sustained and stable development of the hotel industry. With the continuous improvement of hotel staff's quality, ideology, self-development awareness and democratic concept, hotel, a people-oriented service industry, has exposed some problems in human resource management, such as low staff enthusiasm, poor service awareness and high turnover rate. Therefore, based on the actual situation of human resource management in star-rated hotels, this paper makes a preliminary study on the incentive mechanism in modern hotel management from four aspects: current situation analysis, material incentive, spiritual incentive and the establishment of incentive system. In addition, some strategies and measures to develop hotel human capital and improve the level of hotel human capital are put forward. Chapter 1 Analysis of the Present Situation of Hotel Industry

The competition in the hotel industry is, in the final analysis, the competition for talents. The core problem of management is the problem of people. In hotel management, there are more and more cases of using human resource management to gain competitive advantage.

Case: Newspapers and magazines keep publishing articles to report the bad situation of the service industry. The mistakes and bad attitudes of front-line employees simply ignore customers. The service industry, which lacks skilled employees and suffers from high turnover rate, must inject new vitality into those enterprises that contact customers. Analysis and research show that when a person is highly motivated, he will work hard and actively provide customers with the best possible service; When he has no motivation, he will save energy as much as possible. The primary task of modern managers is to ignite the enthusiasm of employees, so as to drive employees to show their Excellence in their work and achieve the best performance expected by the organization. Excellent leaders in enterprises have realized this. Only people-oriented enterprise management can survive, develop and prosper in today's fierce competition. Management is an art, employee motivation is an art in art, and employees are the soul of an enterprise. Only by designing an effective employee incentive mechanism can the enthusiasm of employees be improved. Make it play its greatest potential in different corporate cultures, different organizational structures and different corporate environments, so as to achieve the expected goals of the organization. First of all, I divide the incentive methods into three categories: material incentive, spiritual incentive and the design of incentive mechanism. Through the analysis and understanding of these three categories, we can understand the role and significance of incentive mechanism and establish an effective incentive system for enterprises. Below we divide the methods of motivation into two categories: material motivation and spiritual motivation; Only by knowing and understanding these incentive methods can we realize the role of incentive mechanism. Chapter II Material Incentives Material incentives refer to encouraging employees to work through material incentives. Its main performance is positive incentives, such as wages, bonuses, allowances, benefits and so on. Negative incentives such as fines. Material needs are people's first needs and the basic motivation for people to engage in all social activities. Therefore, material motivation is the main way of motivation, and it is also a very common way of motivation used by Chinese enterprises at present. 2. 1 positive excitation method

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Reward refers to the positive affirmation and recognition given by hotel organizations to employees' good behavior or work performance. As a means of employee motivation, reward aims to encourage the rewarded employees to maintain and carry forward their exemplary behavior, become an example for all employees, and play a positive role in improving employees' morale. To make good use of this method, we should also pay attention to the following points: (1) Reward should be timely and reward methods should be constantly innovated. (2) Pay attention to others

Psychological counseling for employees. Constantly set new goals, dilute the past and focus on the future, and establish a correct view of fairness. (3) Pay attention to the rewards for the group, and achieve the organizational goals in modern hotel activities. The personal dignity and achievements of employees need to be achieved through the Qi Xin cooperation of the group. Therefore, paying attention to group motivation is conducive to forming a unified ideological understanding among employees, enhancing cohesion and improving the competitiveness of employees. 2.2 negative incentive method

Punishment is a negative incentive and a compulsory measure taken by modern hotels to correct employees' bad behavior at work. Properly used, it can have a good deterrent effect on misconduct. However, punishment must not be based on punishment, but only as an auxiliary means, otherwise it will be counterproductive. When using this method, we should pay attention to the following points: (1) You can't punish without teaching. We should put education first, punish those who refuse to mend their ways or cause serious consequences, and be careful not to punish them. (2) Choose a reasonable and effective punishment method, don't blow too much, and be careful not to completely deny it, which will hurt employees' psychology. (3) combine flexibility with principle, adhere to principle and strictly enforce the law. Under the premise of strictly following the prescribed system, a certain degree of flexibility is absolutely necessary, so we should be strict, reasonable and reasonable when encouraging, so as to achieve the purpose of educating a large number of people. Although material incentives are not omnipotent, we should use them rationally. For example, in Zhou Ji Group, there is such a management plan. When an employee comes to work in the company on the first day, the company will learn about the employee's family situation and economic conditions. Based on this understanding, personal data of employees will be established, and relevant personnel will analyze the data in their daily work. In the future work, managers will implement effective incentive schemes for employees according to the previous analysis. Fully understand the needs of employees and the quality of work, and constantly formulate accurate incentive methods according to the situation, so as to mobilize every employee of the hotel to achieve due performance. The third chapter encourages American management scientist Peter once pointed out that "rewards will bring side effects, because high bonuses will block each other's news, affect the normal development of work, and the atmosphere of the whole society will be unhealthy." Therefore, the material incentives of enterprises alone may not play a role, so another incentive method-spiritual incentives has emerged. I can roughly divide this kind of motivation into the following categories: goal motivation, competition motivation and participation motivation. 3. 1 target incentive method