The Analysis Of The Influence Factors Of Junior Staff Turnover In Changsha HT Hotel

With the development of social economy and service industry, the hotel industry, which acts as a typical representative of service industry, has gained tremendous development opportunities. However, the Low employee satisfaction and Employee turnover has restricted the rapid development of hotel industry. Nowadays the competition between each of the enterprise lies in the competition among talents, especially for the hotel industry which is labor intensive. To maintain the competitiveness, the hotel manager must be aware of the importance of keeping the staff, giving full scope to the talents, improving employee satisfaction and reducing staff turnover rate.In this paper, the research background, theoretical and practical significance is introduced. First of all, this paper introduces the domestic and foreign staff turnover model, the research progress for the reason of employee turnover and the relation between employee satisfaction and staff turnover rate. Then MTrch & Simon model, Price model, Mobley model, and extended Mobley model. The questionnaire of the hotel basic employee satisfaction is designed. The questionnaire includes the research for factors of employee satisfaction and turnover intention. The questionnaire is carried out among the basic staff of Changsha HT hotel. The data is gained through the survey. The SPSS software is used to analysis the reliability, validity, descriptive statistics and factors. Then 8 factors influencing the staff satisfaction are concluded:salary and welfare, performance efficiency, working condition, interest in work, personal achievement, personal development, system and leadership and interpersonal relation. In order to explore the relation between employee satisfaction and staff turnover rate, regression analysis is conduced. The result shows that the factors of salary and welfare, performance efficiency, working condition, personal achievement, personal development, system and leadership are negative correlation to the staff turnover rate.In order to find the reasons for the staff turnover and staff dissatisfaction, a return visit is paid in the hotel basic staff. The salary of the hotel is low. Employee benefits cannot be guaranteed. The overtime wages is not timely payment. Performance management is not scientific. Hardware facilities need to be upgraded. Employee insurance mechanism is not sound. The training mechanism is not regular. The development scope for the employee is limited. Occupation channel design is useless. Rewards and punishment system is not reasonable. Leadership and management are low. The problems mentioned above lead to the dissatisfaction of the staff.This paper aims at improve the staff satisfaction and reduce the staff turnover rate. Several proposals are offered:Increase the salary and welfare treatment. Standardize the overtime salary management. Design a comprehensive performance management system. Upgrade the hardware facilities and equipment. Establish a sound insurance mechanism. Strengthen the management of personal development. Optimize the hotel rewards and punishment system and improve management level. The research of this paper is of guiding significance for improving the basic staff satisfaction and reducing the staff turnover rate in Changsha HT hotel as well as other labor intensive industry.