Research On The Junior Staff Turnover Problem In The B Catering Enterprises

With the global economy develop so quickly,China’s national economic development process are also gradually,and as an international tourism island of hainan, is no exception. As main pillar industry of hainan tourism industry developing at a breathtaking pace,2014,the added value of service industry in hainan as a share of GDP reached 51.9%,half the universe,and food and beverage industry as one of the most important part of service industry and how to thrive.In the restaurant industry development,on the way to the junior staff as the power source of food and beverage industry,they decided to the catering enterprises can move forward faster and more stable.Junior staff in the catering enterprises personnel quantity proportion is quite high,its effect on the catering enterprises should not be underestimated.From the present situation,seemingly, the grassroots employees erosion problems in the food industry is very serious,the turnover rate of the junior staff is too high to bear for company,and the loss of employees at the grassroots level is not only the individual catering enterprises affected the stability of the product and service,and even the entire operation of catering enterprises will be affected.This article refer to the junior staff management literature and practical cases at home and abroad, after a detailed analysis of B catering enterprises are introduced at the junior level of staff turnover problems, and by issuing questionnaires to employees and employee interviews, catering B enterprises in the junior staff loss of the main problems are:low employees on corporate identity, team cohesion is low, salary incentive system is unfair, lack of career planning, communication is not smooth, personal development space is limited, pay no significant can be competitive in this industry and so on several aspects. For the catering enterprises in management, especially in human resource management, the thesis deep expatiate how specific solutions of problems behind the grass-roots staff turnover emphatically, Improve the human resource management level of enterprises. Adopted in management of employees at the junior staff level, system culture, compensation, career development, emotional communication from four aspects of management mode, to build a team of catering enterprises loyalty junior staff, in order to reduce staff turnover at the junior staffs level, let employees integrated into the enterprise’s development better, sharing the fruits of growth.I hope to through the junior staff turnover in the catering enterprises B question research, can be found to improve the human resource management methods, in order to increase the competitive advantage for enterprises to recruit more talent. At the same time, I also hope that the issue of research can provide a reference for similar grassroots employees to management of catering enterprises and using for reference.