opportunity

with the development of local economy, the city is being newly built, which can drive the development of hotels. The development of the northern part of the city will also drive the increase of the county population, so it will also drive the development of hotels, provided that hotels seize these opportunities. Recruitment and application of talents. Improvement and perfection of service level. Opportunities of knowledge economy. In the 21th century, mankind gradually entered a brand-new era of knowledge economy from the era of industrial economy. The value of human resources has become a symbol to measure the overall competitiveness of enterprises, and human resources and knowledge capital have become one of the important factors for the success or failure of enterprises. The human resources departments of small and medium-sized catering enterprises in China should clearly understand the times, calmly respond to the changes in human resources, accurately locate the talents needed by enterprises, and discover, cultivate and reserve knowledge-based talents when the internal resources of enterprises allow. Opportunities for economic globalization. Economic globalization promotes the internationalization and professionalization of human resource management in China. Under the background of economic globalization, China's human resource management will change from general personnel management to strategic human resource management, and from general administrative work to participation in company decision-making management. Under the current economic situation, the economic crisis is also a rare opportunity for the human resource management of small and medium-sized catering enterprises in China. There will be no shortage of middle and senior talents in the industry, so we can take this opportunity to recruit talents.

Threat

The hotel lost a large group of repeat customers, resulting in a relative decrease in the number of tourists. The reduction of hotel management projects. Lack of management, no talent. Lack of service level. A large number of foreign capital and foreign catering enterprises have entered the China market, which will make this highly competitive catering enterprise face greater challenges. Although the number of human resources in small and medium-sized catering enterprises in China is large, the overall quality is low, and compound talents with both technology and management are in short supply. Therefore, in the face of global competition, hotels should accurately position themselves in the human resources market and strive to improve the overall quality of employees on the basis of retaining existing talents. With the rapid development of China's economy, the overall quality of employees in small and medium-sized catering enterprises is gradually improving, and at the same time their values are increasingly diversified. "Post-81s" has become an important part of enterprise human resources. As a generation pursuing personalized growth, it pays more attention to and emphasizes the embodiment of personal value. How to use personalized training methods and personalized incentives to mobilize the enthusiasm of employees and tap their potential is another threat and challenge faced by hotel human resources management. Labor Contract Law. In 2118, the state promulgated the Labor Contract Law, which aims to further protect the rights and interests of workers and standardize the employment behavior of enterprises. The promulgation and implementation of the Labor Contract Law is conducive to the formation of human resource management strategy in the long run, but in the short term, it is a challenge to human resource management in enterprises. Small and medium-sized catering enterprises in China are one of the industries most prone to labor contract disputes, which requires hotel human resources managers to fully understand and accurately grasp this law.