A Research Of The Relationship Between The Virtual Human Resources And Human Resources Performance Of Travel Agencices

With the upgrading of the tourism economy status in the national economy, the tourism industry has been rapid development. As the bridge of the tourism industry, the number of tourism agency has been substantial growth。 However, due to the travel experience can not be stored, and occur in the special season, mean while,tours can be copied and other features, the travel agency business is facing many problems, especially the human resources issue has become a bottleneck restricting the travel agency enterprise development. Whether the travel industry is health or not, can be directly related to the implementation of national strategies should be given focused attention. With the development of information technology in the late20th century, the concept of "virtual human resources" first appear in the Western developed countries. Flexible working hours, office locations anytime, anywhere, and the talents of informal employment as was touted. There are many scholars of China also have conducted a thorough and systematic study on the virtual human resources. With the popularity of the network, the more likely form of human resources, virtual human resources is more practical significance.Nowadays,three are not many research for virtual human resources.Research for virtual human resources, mainly to explore the strengths and weaknesses of the virtual human resources classification, virtual human resources as well as the impact on overall corporate performance, explore the virtual human resources for the industry or firm characteristics also lesser. Due to the travel agency industry characteristics, the talent supply and demand will be significantly seasonal. Because the travel agency employee characteristics, making the most of the staff performance appraisal is biased in favor of results-oriented. Therefore, the virtual human resource theory applied to human resource management in the travel agency, can not only solve current problems, but also can save the cost of business, while improving the competitiveness of enterprises.In the literature, there is not much research on the virtual travel agency, which would involve virtual human resources. Also on the travel agent human resources issues, countermeasures, operational, but the lack of theoretical guidance. In this study, combined with the travel agency staff work characteristics and advantages of the virtual human resources analysis, the structural model of the virtual travel agency human resources. Travel agents virtual human resources as independent variables, the virtual human resource is divided into three dimensions of human resources outsourcing of functions, personnel leasing and information. To adjust the variable supply of human resources environment, mainly from university personnel training for market regulation perspectiveAllocation of human resources for the mediating variables, taking into account the characteristics of the human resource allocation, personnel-match and match with the organization to measure for the two dimensions of human resource allocation. In the dependent variable is selected, the selected human resource performance as the dependent variable, including the ability to work and work performance of its two dimensions. The study of literature, research on virtual human resources and virtual team performance, individual performance and team performance, the overall increase in individual performance to team performance means to increase, therefore the results of this study variables selected individual performanceIn this study, questionnaire data were analyzed using statistical software SPSS17.0which the use of the questionnaire, descriptive statistics analysis, reliability analysis, analysis of variance and to adjust the effect of test, to use AMOS17.0the establishment of structural equation and Validity, Model Checking, and intermediary effect of examining the model, the results show that:the higher the virtual enterprise human resources, the higher the performance of individual human resources; allocation of human resources and human resources performance was a significant positive correlation; virtual human resources for human resource allocation presents a significant positive correlation. To further study the relationship between the dimensions and variables, and further research, results showed that:the three-dimensional virtual human resources human resource management outsourcing of functions, personnel leasing information technology and human resources performance was a significant positive correlation; allocation of human resources The two dimensions of personnel match to match with the human resources performance is positively correlated with people and organizations. Through the mediating effect of the allocation of human resources can only play a partial mediating role. Moderating Effects of human resource supply and demand environment can positively regulate the virtual human resources and human resource allocation One innovation of this study lies in the knowledge of the virtual human resources to solve the problem of travel companies, to build a model of the virtual travel agency human resource-related variables, the mutual relationships among variables, handle on the problem of seasonal employment for the travel agency business the recommended.The second innovation is that this study are the human resources supply environment can positively regulate the virtual human resources and human resources configuration, thus contributing to human resources performance. This shows that the talents of our university tourism helps to further improve the tourism market demand for talent. Also pointed out that the choice of the seasonal employment is one of the universities, not only cost savings, but also optimize the talent structure. The third innovation is the outcome variables selected for the individual perspective of human resources performance. Virtual human resources, and more research on virtual team performance. Virtual employment environment, however, the individual influence than the average team, must focus on individual performance to give a reasonable guide, in order to give full play to the individual’s ability to achieve the ideal of team performance.