It is very important for the development of hotel enterprises to improve the level of human resource management and reduce the turnover rate. In fact, human resource management is very important for all service industries. After all, "people" is the most important factor of production. Only by doing this basic work well can we fundamentally ensure the healthy and long-term development of enterprises.

in p>2118, China's GDP was 31167 billion yuan, and the per capita GDP reached 3266 dollars. According to the experience of world tourism development, a per capita GDP of < P > 3,111 US dollars will be the breaking point of tourism. With the sustained and rapid development of China's national economy and the improvement of people's income level, people's demand for spiritual culture is further enhanced, and residents' consumption will develop to a higher level. Tourism consumption will become an important carrier of mass consumption, and tourism will become the main beneficiary industry of consumption upgrading. At the same time, China's international influence has been continuously improved, the paid vacation system has been gradually implemented, and the social security system has been continuously improved.

* * * will promote China to enter the era of "national tourism" in which domestic tourism, inbound tourism and outbound tourism are fully prosperous and all sectors of society participate extensively.

As a branch of tourism, the hotel industry will undoubtedly usher in a new era of rapid development. However, the employment problem is increasingly becoming the bottleneck of the hotel industry development, and the hotel is caught in a serious employment dilemma, which is mainly reflected in the following two aspects:

1.

Compared with the 1991s, the current hotel recruitment scene is a far cry from it. It often happens that the number of applicants is much lower than the number of recruitment positions, so there is no choice at all, and all of them are not enough. Take

Sanya's human resources market in early p>2112 as an example: Sanya held the second job fair on February 11, and there were more than 31 star-rated hotels in 98 employers, all of which recruited 41 to 84 people, including restaurant waiters and restaurant supervisors. The job fair provided nearly 1,111 jobs, but only a hundred people applied.

2. The staff turnover rate is high.

It is very important for any

enterprise to maintain the stability of the workforce, which means that the continuity of work can be guaranteed while avoiding the cost increase caused by recruitment and training. However, the high turnover rate of employees has always been a difficult problem for hotel managers.

generally speaking, as a labor-intensive service industry, it is reasonable for the turnover rate of hotels to be around 11%. However, according to the survey results of Sanya College of Hainan University on 111 star-rated hotels in Sanya in 2118, 9.52% of the enterprises have a turnover rate of over 41%, most of them have a turnover rate between 15% and 21%, and only 11% have a turnover rate below 11%. The high turnover rate of employees has destroyed the hotel's stable business status, which has also brought many negative effects to the hotel.

second, the analysis of the causes of the employment dilemma in the hotel industry

1. With the vigorous development of tourism, the total employment in the hotel industry has been increasing year by year.

with the rapid growth of the number of hotels (see table 1) and the gradual expansion of the scale, the demand for manpower in hotel enterprises has shown an absolute growth trend (see table 2).

According to Table 1 and Table 2, from 2111 to 2119, the number of star-rated hotels in China increased from 6,129 to 14,639, an increase of 1.43 times; The number of guest rooms increased from 549,111

to 1,673,511, an increase of 2.15 times. The substantial increase in the number of guest rooms will inevitably lead to a proportional increase in the number of employees in the hotel industry. According to the ratio of the number of rooms to the manpower of star-rated hotels in China of 1: 1.6, the manpower demand of hotel industry in China in 2119 was about 2.68 million.

2. The rise of other tertiary industries, such as finance, insurance, real estate, etc., makes some hotel employees divert to other service industries.

The changes in the internal structure of the tertiary industry in developed countries show the following similar stages:

The first stage: the leading development stage of commerce, hotels, restaurants and transportation and communication industries. At this stage, driven by commerce and transportation, people's social activities are increasingly frequent, which drives the rapid development of catering and hotel industry.

the second stage: the rapid development of finance, insurance, real estate and industrial services, and the stage of paying equal attention to commerce, hotels, restaurants and transportation and communication industries. The third stage: the rapid development of community and personal services, the steady development of financial, insurance, real estate and

industrial services, and the relatively slow development of traditional services (hotels, hotels and transportation, etc.).

China is generally in the second stage at present. Since the early 1991s, the real estate industry has just emerged and has developed into a pillar industry of China's economy, and the financial and insurance industry has also developed rapidly. With the rise and expansion of these industries, a large number of laborers have gained more choices, and the hotel industry has been seriously challenged in employment.

3. The favorable treatment in commerce, finance, aviation service and real estate attracts a large number of outstanding young people.

In the 1981s and 1991s, the entry of foreign hotels promoted the great development of China's hotel industry. At that time, the tertiary industry in China was almost blank except the hotel industry. Compared with the traditional industry and agriculture, the comfortable working environment, decent

clothes and relatively generous treatment in the hotel industry make a large number of young people flock to it. Hotel employees show the characteristics of high education, good image and strong ability. However, since the rise of commercial, financial and real estate industries, their capital-intensive nature < P > determines the characteristics of high post salary, large space for creativity and high flexibility of working hours in these industries. Comparing the real estate industry with the hotel industry, the starting salary of new employees in the real estate industry is between 2511 and < P > 3111 yuan, while the starting salary of hotel service personnel is generally between 1511 and 2111 yuan; The real estate industry pays attention to the results of employees' work, but not to the working procedures, and the creativity of employees is greatly exerted; The hotel

industry pays attention to working procedures and operating norms, which greatly limits the imagination of employees. For the post-81s and post-91s, this is undoubtedly a pity.

4. The influence of university enrollment expansion.

At the end of 1998

, the central government formulated an enrollment expansion plan with the goal of "stimulating domestic demand, stimulating consumption, promoting economic growth and alleviating employment pressure". In 1999, the total number of college students enrolled in China was 1.6 million, and in 2112, it reached 6.85 million. In 2113, it increased by 328%. However, most of the hotel industry employees in China are high school and vocational secondary school or below. According to the

survey of Sanya Hotel Industry conducted by Sanya College of Hainan University in 2118, the hotel employees' bachelor degree or above accounted for 9.14%, junior college degree accounted for 13.18%, high school and secondary vocational education accounted for 34.29%, and others accounted for 42.89%. With the expansion of university enrollment,

many students who could have graduated from high school and entered the workplace directly have entered the university. After three or four years of higher education, these students are no longer willing to enter the service positions in the hotel industry with the diplomas of colleges and universities. The result is: on the one hand, a large number of college graduates stay at home, on the other hand, the hotel industry is facing a serious labor shortage. 5. The influence of the employment concept of the one-child generation.

According to the survey results of Maidian.com in 2119, the employees in Sanya hotels accounted for 6.35% under 21 years old, 52.38% under 21-25 years old, 24.87% under 26-31 years old, 9.52% under 31-35 years old, 3.17% under 36-41 years old, and 41-. It basically covers employees of all ages who work in hotels. It can be seen that the employees in Sanya hotel industry between the ages of 21 and 31 < P > account for about 81% of the total employment. And this age group is the only child generation after the 81 s and 91 s. The only-child generation is excessively cared for in the family. Not only are they unwilling to engage in the < P > occupation of "serving" others, but parents are even more unwilling to make their only child suffer. This is also an important factor in the shortage of human resources in the hotel industry.

Third, the countermeasures for the hotel industry to get rid of the employment dilemma

Many experts have put forward good suggestions on this topic, such as improving wages, formulating humanized management system, establishing advanced and sound training system, etc. Some people also suggest that the hotel industry implement the service tipping system, which can be described as different opinions.

With the continuous development of China's economy, China's progress from a developing country to a developed country is irreversible, and it is only a matter of time before it becomes a developed economy. The era of abundant labor force and low labor cost will never return. How can the hotel industry face the arrival of the era of labor shortage and high labor costs? I think we can start from the following aspects:

1. Reduce the ratio of hotel rooms to employees and approach the standards of western countries;

According to the annual China hotel business statistics jointly released by china tourist hotels association and Haohua Management Consulting Company in 2113, the labor ratio of five-star, four-star and three-star

hotels is 1.8, 1.71 and 1.66, respectively, according to the labor ratio calculated for each available room. Internationally, the labor ratio of budget hotels is generally 1.7-1, and that of luxury hotels is about 1.2. Obviously, the

labor consumption of domestic hotels has a relatively large room for decline. Therefore, the hotel industry should streamline its staff as much as possible, reduce the demand for staff and reduce the expenditure on human resources.

2. change the traditional concept of employment and increase the proportion of middle-aged and elderly employees;

In fact, the hotel industry is not an industry with high technical content or physical fitness requirements, and there is no need to limit the age of a large number of jobs. For decades, China's hotel industry has maintained the industry habit of hiring young people, and the number of employees under the age of 31 accounts for 81%.

China has entered the ranks of aging society since 1999. The Outline of the Twelfth Five-Year Plan of the State clearly states: "Actively respond to the aging population and develop and utilize human resources for the elderly". Compared with young people, the elderly in their fifties and sixties < P > have rich social experience; The family's economic burden is small, the original social pension and medical insurance have low requirements for working conditions and treatment; High loyalty to the enterprise; Dedication, conscientious,

convenient for daily management of enterprises. Hotel rooms, restaurants, front desk and other departments can let elderly employees replace young employees.

In the United States, Europe, Japan, Singapore and other countries, a large number of hotels employ employees over 61 years old. China's hotel industry should learn from the ideas of developed countries in the hotel industry and pay full attention to the development and utilization of elderly human resources. On the one hand, it can solve the problem of difficult recruitment, reduce the staff turnover rate and reduce labor costs.

3. Replace workers with machines and robots.

According to the report of Henan Business Daily, on October 9, 2113, the first robot employee was welcomed in the lobby on the third floor of Tian Quan Hotel in Zhengzhou Railway Station Square. There is a control panel next to this "robot chef". As long as you prepare the materials and click on the name of the dish you want, the "robot chef" can automatically operate, heating the pot, pouring oil, adding vegetables, putting seasonings, stirring and adding water in one go.

With the progress of science and technology, human society will quickly enter a "robot" era. Robots have appeared and been put into use in various industries. In addition to the aforementioned "robot chef", "robot luggage

student" and "robot ordering staff" have also appeared in the hotel industry. In the near future, robots may appear in various positions in hotels. At that time, the human resources management department of hotels will no longer worry about the difficulty in recruiting workers and the high turnover rate of employees. Instead, how to make robots serve more humanely like people will be another subject to be studied.