Hotel Management Of Human Resources

Modern hotel is the business centered by human beings ,so the hotel management is the management on humans.it is very important to strengthen the HRM in hotel with the target to improve the behaviour of humans and the productivity through modern HRM concept and techniques .To realize this aim.we should pay attention to the science about HRM,understand HRM's importance and complication. Meanwhile, flexibility in the work of HRM should be grasped and the descipline be reinforced.Hotel industry in China is a sunrise business developed actually in reforming and opening,kept in touch with internation early with great capital inventory and high degree of opening.Qwing to the appearance of holiday economy ,fast growing of domestic consumption and China's returning to WTO,it is now the best opportunity for Chinese hotel to develop.Hotel industry is also the important channel to absorb the employment .So,the analysis on origin of practioners in hotel,recruitment university students and laid -off workers to work in hotel can not only actively improve the economic efficiency in hotel industry ,but benefit the country ,people and society.Industry features and service are determinants for the specialities of HRM environment in hotel,which are reflects in the following aspects:young employers ,high employers turnover, long working time ,big odd to visit customer face-to-face,great service pressure,heavy training task and demand fluctuation has great effect on employers planning, etc.With examination on Hotel HRM process and practice,the following problems found in Hotel HRM are raised. firstly,in the aspect of employer recruitment and assignment,recruitment conditions are set offhand,process is simplified,chance for recruitment is improper with the narrow channels to find employers and neglect the competion mechanism. Secondly,the training and development systems lack of systematicism and aim with less training modes,and oversight the evaluation on training effectiveness.In addition,in the facet of evaluation and management,evaluating contents are casual somewhat,evaluating standards are not objective,with the improper disposal of the performance evaluation results,mistakenly taking the performance management as the evaluation.Finally,salary and stimulation plans are not reasonable with different wages for different jobs and simple stimulating method.Regarding the above problems,a set of creative countermeasures are tendered with the innovations centered in the chapter 3 and chapter 4.1 Treating HRM as a continuous process,analyzing several key steps in the process of hotel HRM,pointing out the problems here in ,and puting forward the measures accordingly.2 Recommending the imperative and competitive assignment in the distribution of employers,suggesting the economic and non-economic stimulation,describing the medels for performance salary,competitive distribution operation and training process,the author trusts the above should be of important help for hotel managers.