In the 265438+20th century, the global hotel industry will face the strategic changes brought by talents and technology. The leading factor for the sustainable development of the hotel industry in the future is the "human" factor, but most of the human resources management of the hotel industry still stays in the "business"-centered management mode. This paper discusses and analyzes the human resource management of international hotels that have implemented humanized management, and points out the experience and application methods that China's hotel human resource management can learn from. Humanized management and people-oriented principle can make hotels strengthen their internal cohesion and improve their competitiveness, which is bound to become a trend. Key words: international experience of humanized management in hotel industry: School-enterprise cooperation is facing a talent and technology change in the global hotel industry. At the same time of rapid development, many hotels in China generally have the following problems: shortage of human resources, low educational level, poor training pertinence, single incentive means, imperfect social security mechanism and so on. These problems are restricting the development of China's hotel industry, and most of the reasons for these problems are caused by the traditional "material-oriented" management model. At this time, humanized management with "people" as the core resource of the enterprise and the development of human potential as the most important management task becomes more and more important. Foreign hotels applied humanized management to hotel human resource management earlier, and also produced many tried and tested experiences. This paper focuses on these international experiences that can be used for reference by our hotel industry. First, implement the concept of "employees first" 1. Respecting employees, being kind to employees and respecting employees are the basis of implementing people-oriented management. Employees are not simple labor costs, but sustainable human resources and human capital that can continuously generate returns. The embodiment of respecting employees is to communicate with employees more, listen to their opinions and pay attention to their ideas. Managers should openly express their concern and support for employees, so that employees can understand that they are vital to the success of their departments and the whole enterprise. These practices are sending an important message to employees: they are very important and hotels attach great importance to them. The motto of hotel ritz Group is: We are ladies and gentlemen serving ladies and gentlemen, which deeply permeates every management of the company. Marriott's management style is based on the creed of "employees first, customers second". When employees are respected, they will be more confident, interested and satisfied with their work. We should vigorously advocate the concept of "humanized management, employees first", so that the concept of "happy employees will have happy guests" will penetrate into the hearts of every hotel manager. As some scholars have said, "those ordinary employees who look unremarkable dominate the fate of the enterprise and control the rise and fall of the enterprise." 2. Advocating emotional management Emotional management and institutionalized management are not incompatible, and the combination of the two reflects the management of both rigidity and softness. With the improvement of employees' comprehensive quality, we should gradually weaken system management and strengthen emotional management. Emphasize that management should pay attention to "human touch" and supervisors should care about the love of subordinates. Emotional management is not only manifested in employees' work, managers should also pay more attention to employees in their lives, provide various conveniences for employees and relieve their worries. For example, first of all, managers should attach great importance to the construction of staff dormitories and staff restaurants, provide various venues for cultural and sports activities for employees, enrich their amateur spiritual life, and truly create a "home away from home" for employees. Secondly, managers should also invest their employees emotionally. Send greeting cards, gifts and other blessings on holidays and employees' birthdays; Provide childcare and home care services for employees with family worries. If employees have any difficulties at home, they should try their best to provide support and help. In addition, the hotel can also consider the special needs of some employees and provide employees with flexible working hours, work sharing and other ways to facilitate employees. In addition, we should advocate emotional management, strengthen communication, exchange and dialogue with employees, and be honest with each other. Employees who lack opportunities to express their ideas often feel abandoned and lonely, and it is difficult to establish close relationships with hotels. When these employees who are in direct contact with customers know that their opinions are valued by the hotel as much as customers, their enthusiasm for work will be greatly improved. Western hotels pay special attention to the enjoyment of information, which is mainly manifested in: letting employees know the hotel's business performance, financial goals, long-term goals, new technology information, business philosophy and so on. ; Let employees take customer information as the basis of personalized service; Ensure the smooth and timely uploading and distribution of hotel information and horizontal flow, and strengthen internal communication. One of the many reasons for the success of a world-famous hotel management group is to create a home feeling and environment for its employees. Marriott's management philosophy is "take care of your employees, and your employees will take care of your guests, and your guests will keep coming back." What Marriott managers should do is to take care of their employees. Make employees happy. Marriott cares about employees' immediate salary and benefits, humanistic care, perfect training, personal development opportunities, fair treatment and open communication, all in order to make employees happy. 3. Empower subordinates, which is the trust and encouragement to the managed. If employees only obey the orders of their superiors, they have no decision-making power.