酒店人力资源流动状况分析—以句容曙光大酒店为例.doc

江苏农林职业技术学院 毕 业 设 计（论 文） 酒店人力资源流动状况分析—以句容曙光大酒店为例 专 业 旅游管理 学生姓名 孙梦莹 班 级 11旅游管理（高职） 学 号 201104130119 指导教师 戴帅 完成日期 2016年5月 9日 酒店人力资源流动状况分析—以句容曙光大酒店为例 摘要：我国很多酒店现在面临着员工流动率居高不下的尴尬,酒店的员工高流动率对酒店的管理和经营造成了较大的负面影响。酒店员工流动的原因主要是供求关系、员工自身的特点以及管理方面的原因造成的。所以,要解决酒店员工过高的流动率问题,就需要正确认识并利用酒店中人的价值,并重视对员工的教育和培训,同时提高管理水平才能得到解决。本研究通过结合句容曙光大酒店当前的人力资源管理制度，找出该酒店人力资源管理过程中存在的一些问题，提出相应的应对措施：树立人本用理念，转变人力资源管理职能，优化人力资源工作人员配置，并重点提出要以员工的需要为导向，从物质、精神、文化三方面进行改进，建立相应的薪酬、奖励、学习培训等制度，满足基层员工的现实需要，提高员工对酒店满意度，降低员工的流动率。 关键词：酒店业；人力资源；流动；对策 Binyie hotel human resources flow analysis Abstract: our country hotel industry is now faced with the embarrassment of high employee turnover, high staff turnover rate of the hotel to hotel management and operation caused a great negative impact.The main reason for the hotel industry employee turnover is the supply and demand relations, staffs own characteristics and management aspects of the reasons for this.So, to solve the problem of high turnover of hotel staff, you need to correctly understand and use the human value in the hotel and pay much attention to the education and training of employees, improve the management level can be solved at the same time.This study by combining binyie hotel current human resource management system, find out the current hotel some problems exist in the process of human resource management, put forward the corresponding countermeasures: establishing humanism in philosophy, changing the function of human resource management, optimize allocation of human resources staff, and put forward to focus on the employees needs as the guidance, from the material, spiritual and cultural three aspects to improve and establish the corresponding compensation, reward, learning, training system, can meet the needs of the reality of grass-roots employees, improve employee satisfaction, the hotel in reducing employee turno