Paper Keywords: Hotel; Excellent talents; Salary management; corporate culture
Abstract: The brain drain is a prominent problem in China's hotel industry at present, which often leads to a decline in the quality of hotel products and services, an increase in operating costs and a decline in economic benefits. Salary management, corporate culture and humanized management are important measures to prevent the brain drain in hotels.
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? At present, the brain drain is a prominent problem in hotel human resource management in China. The excellent talents mentioned here refer to those employees who can bring the greatest benefits to the hotel in important positions, such as hotel salesmen, excellent hotel managers, skilled senior chefs and excellent grass-roots waiters who keep close contact with major customers. These employees are not only able to stay with high salaries, but also hope to get a platform to display their talents and realize the value of life. In recent years, a large number of excellent hotel employees in China have flowed to foreign-funded hotels or turned to other industries, not only because of the high salaries offered by those enterprises, but also because they can get rid of the shackles of relevant systems, get a stage to show themselves and better realize their own development. For hotels in China, the loss of excellent employees has taken away valuable wealth such as intellectual resources, technical resources and management resources, which has made hotels lose their core competitiveness and fall into operational difficulties. How did the hotel do it? People-oriented? Retaining outstanding talents is of great significance to the development of hotels. Three-star (quasi-four-star) Yanliang Hotel, Shiyan City, Hubei Province, 1997 has been in operation since. Develop talents? 、? Retain talent? Always believe in the concept, constantly improve the employment mechanism, correctly understand, use, cultivate, love and inspire people with a developmental vision? With first-class talents, first-class hotels are created? . During my on-the-job training in Yanliang Hotel, I conducted in-depth research on this and thought that its practice could be used for reference by other hotels.
? First, salary management to retain people
? Salary management generally includes the distribution and management of employees' basic salary, performance salary, allowance and bonus, which is the most sensitive, concerned and technical content in human resource management. Salary management is one of the most powerful levers for hotels to attract and retain talents, motivate employees to work hard and give full play to the benefits of human resources. At present, the hotel industry in China has entered the market? Small profits? At that time, many hotels were in poor operating condition. At this time, many operators emphasize cost control, including reducing labor costs, reducing wages, reducing welfare and so on. This measure can really improve the operating conditions in a short period of time, but it also has a great negative impact, which often leads to the low enthusiasm of employees, the decline of product quality and service quality, and even the loss of a large number of employees, especially excellent employees, which leads to a vicious circle in hotel management. In fact, the poor efficiency of hotels is mostly caused by business philosophy and decision-making mistakes. In this case, not only can the salary not be reduced, but also the salary should be increased to encourage employees to tide over the difficulties with the hotel and seek development; On the other hand, it will lose the support of employees and the hotel situation will deteriorate. When raising wages, we should pay attention to both efficiency wages and fair wages, that is, hotels should not only pay some employees with high efficiency according to the principle of efficiency, but also pay employees with low efficiency in stages and in a protective way according to the principle of fairness, which requires hotels to have a standardized salary management system.