because of the lack of employees, the labor price will rise, the labor cost will increase, and the competitive advantage will be lost. Without the competitive advantage, hotels will find it difficult to survive. In order to retain these employees, many hotels have adopted different methods. Human resource management is always an important work in hotel management. In the past, hotel management regarded human resource management as a kind of cost. But up to now, careful management of talents as the most important resource is the most important change of hotel management concept. How to attract and retain talents is an important topic in hotel management. Shaping a good hotel management environment has become a top priority for hotel managers to attract and retain talents. In order to effectively retain employees, the following measures can be taken: 1. Establishing a good hotel brand and word of mouth is the fundamental way to reduce brain drain. The root cause of brain drain lies in the mechanism, system and employment concept, which is manifested in the management and efficiency. Hotels must constantly become bigger and stronger, expand their scale, improve their efficiency and popularity, enhance their brand effect, and form a benign interaction between hotels and employees. Let employees grow in learning and develop in work, and their own business level will be improved while their own value will be improved. Second, creating a good career development environment for employees is the key link to retain talents. Hotels should make great efforts to create a good working platform for employees, boldly use talents and discover talents, and provide a place for all kinds of existing talents. Employees who have entered the hotel after strict screening, except those with strong professional skills such as finance, chefs and computers, are basically assigned to posts in the order of catering, guest room, business and front office and are actually operated, so that every new employee has a certain understanding of various positions in the hotel and master basic skills. According to the results of observation and assessment, determine the jobs suitable for new employees. Employees can also display their talents in positions that are completely suitable for them according to their own majors, hobbies and specialties. Third, the establishment of a fair competition mechanism is the primary task of retaining talents. In order to develop a hotel, it is necessary to have a set of open, fair, just and merit-based competition mechanisms, change "Bo Le Xiang Ma" into "horse selection in the stadium", and form a flexible atmosphere of "managers can go up and down, employees can enter and leave, wages can be high and low, and institutions can be set up and removed". 4. Perfecting the learning and education system and establishing its own "talent pool" is the source of staying power for hotel development. Strengthening the re-training of existing personnel and promoting the knowledge update of employees will greatly provide staying power for hotel development. According to the annual, quarterly and monthly plan of the training work, the employees will be retrained in professional skills, professional ethics and modern hotel management concepts. 5. Emotional investment is the only way for hotels to retain talents. Understand employees' mental state, moisten things silently, solve employees' practical problems, eliminate employees' ideological burdens, care about employees' growth, unify employees' thoughts, win employees' trust and support with a pragmatic and humane attitude, and then achieve the goal of retaining talents. The deepening and improvement of human nature management in employee birthday party, employee entertainment facilities construction, employee dining and so on. Six, the establishment of a flexible salary mechanism is the basis for retaining talents. According to the importance of the post, the degree of technical requirements, the technical level of employees and the size of their contributions, we will formulate a reasonable salary and incentive mechanism, so that managers, hotels and employees can truly form the same interests, and truly achieve more work and more rewards. To ensure that the value created by work is in direct proportion to the salary, hotels should implement the "point salary system", from the general manager to the front-line employees, set the score standard according to different levels, include the monthly operating income in the employee's salary according to a certain proportion, calculate the amount of each unit score, distribute the salary according to the completion of the task, and implement rewards and punishments, which can greatly improve the employee's salary level, motivate the employee's work enthusiasm and eliminate unstable factors. Seven, let employees understand the division of labor within the hotel. There are only a few people in some departments of the hotel, and there is also a division of labor between them, so that managers and employees can directly participate in all aspects and links of hotel management, and play a leading role in their work, and they must also divide their work. With the division of responsibilities, the work efficiency can be clearly defined, and the market competitiveness can be enhanced. As soon as a new employee enters the hotel, the first thing is for him to know what she does and how to do it, and to understand the position of these positions in the organizational structure of the hotel and his position and role in the hotel. Let employees take the initiative to tie their own development and interests with hotel development, let every employee know what you are thinking and what you want most, such as technical problems to be solved, and managers should give employees an opportunity to enhance cohesion, enhance subjective initiative and take the initiative to think about the hotel, so that the development and interests of employees are closely linked with the development of the hotel. Eight, so that employees can see the manager's selfless work at any time. As a hotel manager, everything you say and do will affect the enthusiasm and efficiency of employees. As a manager, you often work overtime and forget to eat and sleep, which is the best education and drive for employees. A very important factor in maintaining communication with employees' families is how to form the cohesion of the hotel. Effective communication with employees' thoughts and feelings is communication with employees. 11. Helping employees realize their wishes An important task of a hotel is to stabilize its own staff. No hotel wants to lose a capable employee. However, we have to face the fact that sooner or later, the most effective employees in the hotel may seek other development, especially technical or marketing talents. The worst result is that they may go to the hotel's competitors. In order to avoid the worst, the only thing we can do is to help them realize their wishes, instead of throwing them into the arms of competitors, which may bring potential benefits to the hotel in the long run. XI. Encourage employees to recommend talents Because hotel employees know better about the ability, expertise and work style of the recommended person, people recommended by employees can generally enter the working state quickly after arriving at the hotel. In addition, there is a good way to retain employees by changing them from part-time jobs to full-time jobs. Changing employees from part-time jobs to full-time jobs can reduce costs, improve the quality of human resources and stabilize the workforce. Twelve, the psychological principle of personnel incentives The correct incentive principle can fully mobilize people's enthusiasm and promote the smooth realization of organizational goals. Incorrect incentive principle, although it can also arouse enthusiasm, is easy to deviate from the direction. Therefore, we should formulate incentive measures under the guidance of correct incentive principles. Incentive is to arouse people's enthusiasm and meet people's legitimate and reasonable needs. Therefore, before making incentive measures, we should conduct full investigation and study to really grasp people's basic needs. What is the degree of satisfaction? What needs can best arouse the enthusiasm of employees? Only in this way can we have a clear aim and achieve good results. The needs of respect and honor, achievement, invention and creation, culture and labor, etc. There are many ways to divide personality types. Mainly refers to the introverted and extroverted personality orientation. Introverts are introverted, driven by the needs of autonomy, ability and achievement; Foreign currency holders' attitude towards foreign currency is driven by the demand for power and social respect. Different psychological needs and personality orientations of employees have different motivations, which requires managers to adopt different incentive methods. Correctly analyzing employees' work motivation, the intensity of employees' work motivation depends not only on what they get from work or labor, but also on employees' satisfaction with the psychological needs of managers' work arrangements and external rewards. Research materials show that employees' hard work may depend on the following factors: (1) whether their efforts can reach or exceed the management objectives; (1) If the goal is achieved, the possibility of getting a reward; (2) Possibility of external remuneration meeting demand; (3) the possibility of meeting psychological needs at work; (4) Evaluation on the satisfaction of these needs. Meet the external needs of employees. All employees want to get satisfaction from their work. The most common and common satisfaction is salary and bonus, which is external satisfaction. Wage is not only the guarantee of life, but also a symbol of social status, role, respect and personal achievement and power. The incentive effect of wages depends on many specific conditions: a personality characteristics; B。 Achievement needs; C。 Economic background, etc. Paying attention to employees' co-existence needs not only has the function of meeting basic life needs, but also has the function of meeting other psychological needs. Work is a tool to meet various social needs. By completing the work, we can meet social interaction, show our talents, display our ambitions, exercise our power, achieve achievements, exert our creativity and gain social respect. If employees only regard work as a means to make money and make a living, they may have an indifferent attitude towards work, even an aversion attitude, and they will have a high enthusiasm for work. People who pursue psychological satisfaction regard work as noble and a means to satisfy their own needs. Of course, people's needs are mainly related to the development level of social productive forces and the living standards of all people, as well as the specific situation and values of personal economic life. The effect of taking reasonable incentive measures is closely related to the scientific and reasonable lifestyle of incentive measures. Incentive measures are scientific and reasonable, people's psychological acceptance is high, and people's enthusiasm is aroused. Unreasonable incentives will lead to psychological rejection and even dampen the enthusiasm of some people. It is a very important prerequisite that the incentive measures are reasonable and acceptable to all personnel psychologically. Only in this way can they play an incentive role and mobilize the enthusiasm of all personnel. To be continued: to be continued-