酒店员工流失原因及对策分析—以九江市为例.doc

摘 要 自改革开放以来，我国经济持续健康、稳步地增长，也推动了第三产业的快速发展。特别是在我国加入世贸组织以及我国人均GDP迈入中等收入国家水平行列，作为第三产业支柱的饭店业得到了前所未有的良好发展机遇。饭店作为服务性企业，其提供的产品主要是软性的服务，饭店的服务需要通过人这个特殊载体才能顺利地提供给客人，饭店的人力资源在饭店经营中的资源属性比其他行业更明显，所以饭店的人力资源管理拥有不同于其他行业的特点。同时酒店又是劳动密聚型产业，饭店员工是饭店的核心灵魂，但在饭店业迅猛发展的过程中，员工流动频繁、流失率高成为制约饭店发展的瓶颈。人们已经认识到饭店之间的竞争实际上就是饭店所拥有的人力资本的竞争，因此如何留住核心员工、避免人才流失已经成为饭店业普遍面临且急需要解决的问题。 本文根据自己在九江市某酒店实习和在酒店里做兼职的基础上，收集、整理各类相关资料，分析了九江市酒店员工流失的影响和原因，结合理论与酒店管理实际提出对策,以期望对九江市酒店管理者有所启发，采取有效措施降低九江市酒店员工流失率，促进当地酒店的快速、健康发展。 [关键字] 酒店员工；流失原因；对策 Abstract Since the launch of reform and opening up, China’s continued economic health, steady growth, also promoted the rapid development of the tertiary industry. Especially in our countrys accession to the WTO and Chinas per capita GDP runs into the ranks of middle-income countries, the hotel industry as a pillar of the tertiary industry has been unprecedented good development opportunities. Hotel as a service enterprise, its products mainly to provide soft services, through hotel services is a special carrier who can successfully offer its guests by the employee, the hotels human resources in the hotel business attributes more obvious than other industry. So the hotels human resources management has the characteristics are different from others. The hotel is labor intensive poly-based industries, staff is core soul of the hotel, however ,staff mobility frequent, high wastage rate of development has become a bottleneck restricting the hotel. It has been increasingly recognized that the competition between the hotel restaurants is actually owned by the competitive human capital, therefore, how to avoid employees leaving the hotel is the problem need to be solved. According to their internship in a hotel in Jiujiang City and usually in a hotel in the basis of part-time, collect and collate all kinds of relevant information. Analyzed the impact and causes of the staff loss, and combined the theory and practical of hotel management to propose a solution. [Keyword] Hotel staff, Reason of