浅析酒店员工流失原因与对策论文.doc

湖南工业职业技术学院 Hunan Industry Polytechnic 毕 业 论 文 题 目 浅析酒店员工流失原因与对策 系 名 称 商贸旅游系 专业及班级 酒店管理S2011- 2 学生姓名 廖师 学 号 20号 指导教师 曾红艳 完成日期 2014 年 4 月 29 日 摘要 人才是酒店不可或缺的重要资源和核心能力，有时甚至影响到酒店的生死存亡，这种“唇亡耻寒”的依存关系，决定了酒店必须做好多人才的挽留工作，从而确保酒店的生存与发展。我国酒店人员流失原因是员工的工资福利还不够完善比如说现在酒店行业的普通员工工资低、以数量为标准的用人方法，制约着高素质酒店人才的产生与培养、 薪酬体系、分配结构的不合理造成酒店从业人员职业化进程缓慢；还有酒店对普通员工的未来发展不够重视，所以员工对酒店没有太多的感情投入，酒店一些普通的员工社会地位不高，使得员工有自卑感 对于员工流失的解决方法可以实行?完善休假制度和工作制度，使员工合理休息、培训员工的专业技能，加强职业生涯规划、健全激励机制，激发员工工作热情?。管理水平高的酒店，体现在酒店对人才的管理到位；同时人才管理到位、管理水平高的企业，也能够有效地吸引人才、留用人才、留住人才。员工流动给酒店带来较重昂的管理成本，还给酒店的制度化管理和标准化操作带来一定的障碍，出现投诉和经济损失屡见不鲜，不仅造成招聘、培训和业务等显性成本的损失，而且还对酒店的声誉、员工士气等隐性成本造成损失。因此，如何做好人员流失控制、降低员工流动率对一家酒店甚至整个行业来说具有重要而且实际的意义。 Talent is the hotel indispensable important resources and core competence, sometimes even affect the survival of the hotel, the dependence of the cold the shame \lip\, decided the hotel must be prepared to retain more talents work, to ensure that the hotels survival and development. The reason was that the employee salary welfare hotel staff loss is not perfect enough, for example, is now in the hotel industry staff members low salary, on the basis of the number of methods of choose and employ persons, restricts the production of high-quality hotel personnel and training, Compensation system, unreasonable distribution structure of hotel workers, the slow process of professionalization; And hotel on the future development of ordinary staff seriously enough, so the staff of the hotel without too much emotional investment, hotel some ordinary workers social status is not high, make the employees have a sense of inferiority Methods to solve staff turnover can be a perfect holiday system and work system, make reasonable rest, training staff of professional skills, strengthen the career planning and improve the incentive mechanism, stimu