Hotel Human Resources Crisis Early Warning

According to the least survey, currently the crisis faced by companies most often is human resources crisis. 33.7% of the surveyed companies said that the crisis of human resource management has a serious impact on their business. However, the general crisis recognition and crisis management capacity of senior management of our enterprises is weak. They have relatively low sensitivity on the crisis that is indirectly related to the business operations and effectiveness such as human resources crisis.With the development of social economic, the hotel industry is also in rapid development period in our country which is currently one of the fastest growing industries. As a labor-intensive industry, the hotel is chiefly characterized with service provision. Employee satisfaction depends on the level of the service quality provided by the staff. So the status of the hotel human resources largely determines the future development of the hotel. Experts point out that for the development of tourism industry of our country in the future, crisis management will bear the burnt. Human resources crisis reflects the growing importance. Forewarned is forearmed. Crisis early warning is an important step to promote the hotel to understand the human resources truly objectively and fairly. It will be significant to the development to the hotel.Therefore, based on studying the relevant literature home and abroad the paper did the design and empirical analysis to the early warning system in the human resources crisis according to relevant theory. The early warning system contains four aspects: indicators building, indicators preprocessing, crisis information collection and the crisis level evaluation.On the basis of the literature study and expert guidance, the author chooses the hotel human resources crisis as the first-level indicator, defines staff structure, staff status and employee satisfaction as the second-level indicator and decides thirty-two third-level indicators. And through the validity evaluation and rating from university experts and hotel managers, 16 important indicators are selected from the 32 third-level ones. However, a great deal of data will inevitably increase the burden of BP neural network, reduce the convergence performance of network error and influence the stability of network training.Therefore, based on factor analysis theory, with minimal loss of information as a precondition, the paper adopts single factor analysis method to optimize the second-level early warning indicators respectively. The former 16 third-level indicators are integrated 3 comprehensive ones as the input of BP neural network. Based on artificial neural network theory, combined with the characteristics of human resource management, third-layer BP network that is suitable for the early warning in hotel human resources. Meanwhile, training and simulation for 30 hotel samples is carried out and crisis warning model is obtained.Combination of employee satisfaction survey, one hotel case is selected. After judgment with BP neural network, the employee satisfaction is analyzed and the result coincides with the BP's. This confirms that the judgment effect of the early warning system model is better to hotel resources crisis. It shows the model has better identify ability to hotel human resources crisis. It also indicates the feasibility and practicality of the early warning system.